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EL SALVADOR THROUGH YOUNG.

- Mom, Mom, today I realized the dream of my life! "Said my youngest daughter Daniela, when she entered the house. I planted a tree!

***

They say that for a human being needs to feel fulfilled in life three things: to have planted a tree, writing a book and generated a son.

Well, what better way to begin to give young people reasons to be made to start with planting a tree.

On 26 August 2010, some colleges and public schools Sensuntepeque, in coordination with the municipal government, were the stars of the Sports reforestation campaign. According to information kindly provided by Francisco Escamilla, of that municipality, is to reforest also "the shooting range, parks and other green areas." He added Escamilla according to Mayor Edgar Bonilla, for next year, "the mayor have its own nursery with over 8 thousand trees." Good news for Sensuntepeque. Hopefully this effort will lead to the ultimate consequences for the benefit of all sensuntepecanos.

Students from different schools in Sensuntepeque against the authorities of the city.

CORNER In strongly believe that any activity that generates sensitivity, generosity, responsibility and satisfaction, can make young people move away from violence, bad company and idleness.

We all know that planet Earth is in a climate crisis without precedent and which has been caused by the large amount of greenhouse gas emissions that deplete the ozone layer, but also by the rapid deforestation that takes place - as a criminal act! - every day in tropical rainforests.

and deforestation in El Salvador has a cultural component that is combined with an economic one. The ordinary people cut trees for cooking firewood, because it has been used and also because it is cheaper to buy a drum of gas. You felling trees as if they were infinite, when the right thing should be that cutting down a tree two or three trees planted to compensate for the loss.

Trees are one of the most beautiful things of nature. Trees are so big and impressive it is an immense pleasure to watch. Trees are so famous in our country, such as the "Tree of Peace" which is a beautiful Ceiba on Highway South, "El Amate" in the Plaza Salvador Allende School Medicine of the University of El Salvador, the "Rubber Suit" of the Legislature, which recently fell, "among others.

Returning to the subject of reforestation, in conversation with some children and adolescents who participated in the day, you can feel the satisfaction that the power plant experienced one or more trees. This experience remains etched in the memories of youth. Learn that it is best to do good and think about the future of future generations, who must leave a legacy a cleaner, healthier planet.

would be interesting for mayor in partnership with some companies could promote a program in which young people who planted those trees would be responsible for pruning, pay them and water them, so they themselves would become more responsible and would know the true value responsibility.

Text:

Mariana Valencia Erika Perdomo Oscar Perdomo

lion

Photo: provided by Francisco Escamilla and taken by Angel Iraheta.

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07. Las dos caras del sapo.

Please do not go thinking that this is the last best-selling literature or a new upcoming film. Nor is the name of a new television show of those who occupy prime time. I will refer simply to figure colloquial animal called toad, with whom he contemptuously designated many employees, wanting to stereotype as informers. But going forward such as the title, we point out two totally opposite sides. And that's what I offer in this post.

Ha, ha, ha, how long?, Say the toads when they discredit poor and without anyone to defend them, as is the case of one who is a victim of gossip secrets of a toad, which rise to discredit the victim, and being secretly, there is the possibility that someone defended. Even though I said in a jokingly way alegrórica, is the terrible reality of who was the target of a toad.

points out: In a company called toad gossip individual who takes the manager. Undoubtedly, this is a negative subject mind be negligible for this type of employee, inefficient labor, but dangerously efficient to betray colleagues. Sadly this is a very common character in any business, large or small. When working with someone who is known to be a "frog", you have to watch much of what is said and done, it is someone who conspires dangerously behind you and is always behind you and what you do, for do their job, ie SAPEAR.
But it happens that the coin has another side: the unjustly called "toad" and I mean the person is not suitable for dishonesty, and even when not repeated in the management, the only disagreeing and depart from evil deeds, condemned the epithet of the toad, but not because it is, but because those who act fraudulently in a company seeking to discredit the entire employee with that nickname, motivated by the fear that Full employee give them away. I met a kitchen employee who caused much discredit to another full partner, accusing him of frog, when he advised him not to take things in the kitchen. That is the other side, accusing it unworthy of a toad, but on the contrary, ie to be intact.
the manager of a company will hold two thoughts: to discern who is and is not a toad since it is also known that many managers would love to "sow toads" in strategic areas to obtain information through them: they are the managers who need the use of "frog strategy" for professional lack of performance. On the other hand, when you hear someone tell frog, to be alert because it is a department where things are happening "strange" and to discredit that wants no part in such acts.
will conclude with what I call "the strategy of innocent toad." Maybe did not make the best use of my capacity to define reality, but I want to define that concept to a manager who knew that when interrogating an employee told him falsely that a colleague had said something (invented by the manager), to create moods of obfuscation and vengeful plan that began to say things he knew (sapear, colloquially speaking). Actually the lowest, but as true as the sun's warm light, and certainly I am sure it is not an isolated case in many other companies because many managers make use of such baseness.

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06. Cuando el Jefe no está.

Organizational Psychology raises the need for Corporate Engagement employee to the company. Means its ethical commitment and volition to comply faithfully with greater effectiveness and efficiency functions or tasks that correspond, for optimal product or service, so as to produce the training received compensation. When there is corporate commitment to employee commitment, it goes without the presence of the head to get things done well, plus there's personal initiative and creativity in work performance. But there is also the employee pirate, slow performance, and that only works when the boss is present, the employee is uncommitted and false, which generates cost to the company.

Once, I heard the case of a maintenance worker, who excelled the rest of his teammates, for their continued willingness to work with all peers, even if it was not his own department, or were outside working hours. Gentleman said he could see the flower arranging of the company, at 4 pm, when the sun was strong, but he moved to a sense of corporate commitment, which I did not even know the acidic and harmful criticism made him look like a sycophant of the chiefs, for the simple reason that their roommates did not have a similar inspiration. It is in that business where the boss is, "everybody makes their own" r reciting Efran popular. These situations arise, first by an abuse of employee trust, and 2nd. place because there is no measure of productivity, so that the waste of work time lost on management. It is sad that when this disorder exist, it spreads to other employees who mimic the behavior of his fellow entertainment. Is that business owners, to save a few dollars it would cost a study of labor productivity, lost even more in those frequent and prolonged moments of laziness to employees. Not counting the dismal contribution to the corporate image to customers and suppliers look to see both labor leisure. Unfortunately
Western companies, unlike the Japanese, there is not an employee aware of what affects your business, the waste of useful time of work, which in the long term, profitable recently, exposing the end. And if we imitate the Japanese firms efficient, would recommend to business owners apply the methodology of quality circles, who have equipment to continuous improvement of production processes, would make a rethinking of processes so as to minimize waste uptime.

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05. ¡Eso I do not touch me!.

met in Venezuela this year 2010 the implementation of a national power rationing due to lack of maintenance of power plants and the government tried to justify with the drought of the early years, but it rained heavily in August and which failures are still gobiernero belies the argument. The rationing plan, forcing many companies has to optimize the use of electricity and the bulbs lit without giving rise to reprimand the chief. In one company I know, the manager gave the order to keep the light out of the cellar of refreshments and, days after it passes through the site, ignoring the previous order, calls for the obscurity of the site, and employees do not understand countermand the nuisance. This situation gives rise to this post, because the cause of the crossing of orders, is the informality, the order is not became part of any manual or log functions, so it was in the typical informal verbal order, and if there is a manual tasks clarifies all doubts about the responsibility of doing a task. And, this informal way of working should not be in the XXI century, but it exists. The manager forget that things are forgotten, or become irregular, if not already in an operating manual.

No matter how small a company must have an operational manual detailing the exact roles and tasks to fulfill in order to obtain the expected level of profitability and productivity of human and material resources committed the production process. This prevents drawbacks such as:

(1) Rework because the same task is performed by several employees, (2) downtime resulting from unnecessary arguments to determine who gets to do a task, (3) Bad service derived ill-specified task that is left to do, (4) Reprimand claiming unfair to people who do not corresponded to the task, (5) tasks without making, or made out of time, not being defined responsibilities and avoid known answer: "I get to do that to me."

Working happy is then a planned strategy, which first must be clearly defined tasks to be performed in a manual that can be under constant review and refinement.

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04. The major problem, meet her!.

There is a vast difference between reality posed by web pages and Organizational Psychology books about the labor situation, you notice when the employee hits at a time first with what I conceptualize as "the biggest problem," which are those derived by the same boss, and result in some of the following situations:
_1, is the same boss who steals from the company.
_2, the head bully his subordinates with his authority, so that their intentional acts do not come to the knowledge of the owner of the company,
_3, The boss makes abuse of rank to obtain sexual advantage of their employees or employees, as there are leaders who pressure employees gay males as females who also is chief harassing male employees.

I call it the biggest problem, because it is supposed to be the chief who must solve problems, but if he is the cause of the problems, things get complicated and most likely, giving the junior end, and this company continues with this terrible disease. In such cases, the organizational climate is unhealthy and stressful, and generates behaviors anxiety and fear among subordinates who are threatened by a leader of low moral condition, and very difficult is the situation when it is linked to sexual harassment and the need requires the employee to access.
I will illustrate the so-called major problem, with a case history. This is a small company where the owner placed the head at her husband. But that character has the disease of compulsive gambling, drag it to play with money from the company through numerous administrative tricks malicious, false invoices to donations from false, and this be known to all staff, makes that subject in an authoritarian leader who accuses others of thieves, he being the cause of the thefts. Several times the owner fired him, but again you hooked for obvious sentimental reasons, without that person change his behavior. Here
administrative failures have been two unforgivable: the family living together in one company, which is not recommended, and the folly of ignoring an employee with the disease of compulsive gambling can not be placed in positions which give income effective.
A case like the one described, I insist it is true, shows that it is not easy to face the terrible problem Mayor of companies. Because it is the same owner of the company, that must reflect that position in leadership to individuals with questionable morals, or incompetence; generates motivation on employees, and worse, drag them to copy the immoral behavior of theft practicing own boss. Apart from that, there is the loss of valuable empledos who are really competent, morally and professionally, and they are forced to give up a company with such failure, for 2 reasons: (1) That failure can lead management to be involved in a doubtful situation affecting his honor, (2) It does continue to see these thefts, the company will be affected in their profitability, and reach the same failure.

The interest of this paper is to generate reflection on those in senior Management roles in a company. It is also to provide, firstly, a theoretical picture of the true reality of business, therefore, aimed at professionals in the area of \u200b\u200bcoaching and training staff, topics often not covered in the texts of Directors, and, second, and a consequence of the above, also make a material or reference guide to Universities, Polytechnics and Colleges, where mention is made of the labor situation. Indeed, the entire intellectual output of this blog, other unpublished, is geared towards those two goals just mentioned recently, and although the geographic situation alluded to these experiences are developed in each post is for companies in the city of Maracaibo (Venezuela) , I have the conviction that the reflections presented in each post are applicable to businesses anywhere in the hemisphere, given that although each country is characterized by cultural and ideological patterns is dealt with situations arising from conflict needs and the main actor of a company which is the human being.

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03. The hidden enemy: beware!.

I heard from people that have long been involved in evangelical activism, and there was a decisive factor that made them away, which I have called in this post as "hidden enemy" and that is none other than the gossip. I reputations been seriously injured by the burning of acid comments, some true and some not so, issued by the tongue of gossip. I have seen marriages where the couple are feuding because they have paid attention to comments of a malicious gossip that is trusted sorry for them. A gossip is a person full of doubts, conflicts, complexes, that make you feel envious of others, and that makes transmitter comments, some true and others misrepresented, those with some level of intent which seeks only to mumble mumble , but sometimes mutter to prejudice pursued.

Summarizing the effect of leaving a gossip, we have: questions, conflict, anger, rework, mistakes, etc. A gossip can harm r any environment: family, work, church, etc.. and much moral damage and suffering it can cause.

met a workplace where all peaceful and harmonious working until the "charge" of the gossip back from holiday, showing that experience, the possible negative impact to a company employee to have a gossip. The gossip does not build, because everything he says with unwholesome intentions. From the above it follows that if we want to work happy, we must confront the gossip, slowing your comments and even excluded of our conversations, to prevent poison the environment or who becomes aware of things that can be repeated elsewhere. The manager, who must take care to maintain a harmonious organizational climate, you must eliminate all gossip, either admonish or dismissing the employee who is so negative. Qualify the gossip and the hidden enemy, because all we have ever been victims of a sinister murmuring, and is the person I least felt we could assume that twisted affections on our person.

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02.Por 8 hours of harmony at work.

I want to raise the importance that affects the workplace, in a very simple reason: we spend 8 hours a day our life in a working environment where physical and verbal exchange experiences with colleagues, with some futile talks and others of a more technical level, and using specific knowledge of the area where we perform. This leads to reflections in two ways:

_1. First, the role to be played by management of the company, which guarantees a level appropriate harmonious relationship between all employees of a department.

_2. Secondly, the attitude with which each employee must assume, trying to share a valuable time of 8 hours in a work space where they must integrate their skills equipment and human decisions.

Derived from the two previous considerations, let us make that is vitally important to study labor relations, and as regards the implementation of policies and tasks that allow for the work, not only efficiency but also harmoniously. As well, each provision of this blog becomes a very important sound block in the task of building the edifice of the strategy that combines efficiency with harmony. Consultation of professional books, gives you the professional framework, and reading http://www.trabajandofelices.blogspot.com/ , gives you simple tips, and daily fresh that can complement the professional literature of the subject. From Venezuela to the rest of the blogging world.

Raisins 8 hours of work in your business. Try to have fun, because if it is true that your employer is responsible for very important in that goal, it depends on you, and that would be the message of this post.

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01. Welcome to the Board of labor issues.

I am very pleased to consult the Internet. In addition to amuse, to instruct, has now become my tool, since I dedicate it to write several personal blogs. This has meant for me a research about reading preferences, writing styles, themes more often than reading a book. I represent a curiosity, it is not so much the influx of bloggers to writing posts that address the issue of working environment and on optimizing it. That has motivated me to dedicate an area of \u200b\u200bwriting time, to address these issues. And so that try to capture in each issue of this blog, and I say try, because definitely the success of such work is appreciated and valued for the views and comments to my post, I reported my intellectual work includes fruit. Figuratively speaking, this blog becomes the passage to go through it, leads you directly to the room daily labor issues, and somehow, you contribute ideas and tips to improve the quality of your work environment.

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Mendoza Giramundo Coordinator in Defense of Alternative Communication, Community and

Social, political, workers, students and academics, human rights and alternative media make up the Coordinator on behalf of Alternative Communication, Community and People. In the context of public debate about the media, understand that it infringes the right to alternative communication media, popular and community. That is why we organize and mobilize to assert their legitimacy and to express our demands.

Successive governments and business groups have put the media to serve their own interests. Instead, alternative media, community and popular play an important role to build a separate communication of those sectors. For its construction and conception of communication as a social space for participation, are conceived from and to the community as part of organizational processes, debate and decision of social sectors to which the system marginalized in various ways (economic, social policies). This is reflected in the social ownership of means, such as construction of its programming and management.

Freedom of expression and communication rights are guaranteed not only by avoiding any kind of monopoly (private or state) but safeguarding the rights of all sectors, especially those who day by day build a supportive communication, participatory and pluralistic to defend the interests of workers and the popular sectors.

With the endorsement and support of successive governments since the dictatorship to the present, large companies have taken over the communication media oligopolies pose. privileged positions obtained from these gains. Communication transformed into a commodity. Always serve their interests, and acted discriminated against popular sectors , condemning their struggles and goals of social transformation, often accusing them of being violent, and hiding the true reasons for their claims.

not better perspective if you look at the precarious working conditions of media workers in the media. The constant demands of journalists, cameramen, editors, diagrams, technical, etc., Are unheeded by the employer and the union bureaucracy. The precarious political work goes hand in hand with political attacks freedom of expression: that is why they are often censured for not sharing the political positioning of the company.

Today, after having been enacted into law Audiovisual Communication Services, alternative media are still not recognized in its reality, identity and practices, because they require legal, technical and economic factors that are not consistent with characteristics. Although some of these means managed, with great effort, to comply with the provisions of the enforcement authority AFSCA, their rights are being violated in favor of commercial media and / or aligned with national and provincial governments . This is the case of Channel 13 Giramundo of 770 AM Mendoza and Buenos Aires.

alternative media, community and grassroots have specific characteristics. Therefore, they can not demand the same requirements as commercial media, nor to other nonprofit entities, such as many NGOs, unions and foundations
linked to political and economic power.


For all this, we must continue to fight for respect our right to communication. Defending the legitimacy and practice of alternative and community media from any exclusion by the state and large multimedia. Accompanying the struggles of the press workers commercial media.

We will fight for conditions in which alternative media and grassroots community to continue to function, and we will defend street from any persecution, discrimination or abuse. Because this struggle is part of a more general fight for workers and the popular sectors , demand:

- In media advocacy community, alternative and popular, not the declaration of illegality and seizures. No persecution of media and journalists.
-Grant
licenses for all community media in the frequencies and applied powers. Competitions differentiated for community media. No appropriation by commercial media or government of frequencies used by community media.

- Special arrangements for community media: Exemption of all liens. Do not pay a rights management [1].

- Equal opportunities for various communications projects. Resources for community media.


call on all organizations communication, social, political, professional, and university students, human rights and men and women who share those ideas to apply and participate in space.

[1] are entities that act as intermediaries between the medium and the author of a work. Usually generate profit at the expense of the artist through the media.

coordinadora.medios @ gmail.com

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