a Department in any company and ever felt that something here is not going well? It seems that nobody understands it with anyone, there is little communication, they do not help and there is no any collaboration. It gives the impression of being an almost dysfunctional group. Imagine the effect of all this on the performance and results. Unfortunately a scenario of this kind is not anything unusual, and the consequences are expensive. It affects the performance not only to the Department in question but to the entire enterprise. The problem of interpersonal relationships can be complicated and when what is to be? As adults, are why we can not learn to lead us well and work together in a harmonious manner toward goals, are the vision of the company, business objectives of the month, index of customer satisfaction, the problem is that not only do not know our own style of behaviour if we do not know of our colleagues and partners even less, which increases the production an unpleasant work environment?results poor, dissatisfaction at work, high staff turnover, all this is a threat to the mere future of the organization. This we know, but how can you solve? If there was a magic wand, at reasonable cost, which solve this type of situation, are interested to you, as an employer, learn more about him? An effective solution you may now be wondering, are there really the way in which I can improve our interpersonal relationships in a fast and efficient way so my company will succeed and reach your market leadership? The answer is quite simple. Yes there is a such productive work, called DiSC. The DiSC is a model of human behavior that helps people to understand why do what they do, both themselves and others. The acronym represents the observable personality styles: dominance influence stability consciousness through the extensive research has discovered the characteristics can be grouped into four main divisions which are they call personality styles.
First page of the present archive
Posted by Carlota on January 14, 2016 with Comments Closed
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