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13. Los peces grandes y las 5 claves para el crecimiento personal

always caught my attention all topics and posts that deal with personal growth. On one occasion I was asked to write an article in that area. The article was never published. Here I expose. As I was directed to training, so I wrote seeking his theoretical chopping easier, exposing it as an allegory. As the article is from my unpublished creation, and participated in a contest, appears on 1st. person. Enjoy!.

Allegory for educational purposes:

"Alarming!. A 10% drop in sales the previous semester. Senior Management convenes emergency meeting of its executives. The memorandum requested to submit an original, innovative and an approach that breaks with convention, so that is potentially attractive to anyone, so you can take in cascade to other employees.
At the scheduled time, opened the meeting. The chairman of the President of the firm, Don Angel Rico. Be read in two hours, the sketches given by the Finance Managers, Computer and Marketing. Interesting proposals, animations and statistics, very impressive, but not sticking out the problem.
Takes on Mr. Angel Paz, Manager Personal Development, who presented his proposal titled: "The big fish and the five keys to personal growth." It took 15 minutes exposure, which was carried liked and implemented immediately. Mr. Rico ends by saying: Mr. Paz warned us that despite having the latest technology, the key to a "successful company" is to have employees covered with sustained personal growth profile, which are in his allegory. he calls the big fish: one that applies the five basic keys, simple and practical proposals made by Mr. Peace, which leads him to take the game to the smaller fish, thus understood, employees dwarfs have not drawn on these keys. From today, we work to develop the big fish of the company. But let Mr. Paz, we report now, in detail, what that course of "the big fish and the five keys to personal growth."
Then, Mr. Peace begins: This is a wise allegory, staff development-oriented, based on the premise that man is a prototype bio-psycho-social, responding to spiritual and ideological values you are implanted by society, and the company which develops professionally. The use of allegory was applied, under which has become widespread as a pedagogical tool and mnemonic devices to teach and reinforce core values; In fact, there are popular books whose argument is supported by an allegory.
Larger fish are employees who have built their personality on excellence, which have grown professionally, and are characterized as being motivated and successful, and, as such, are worthy of imitation prototypes and worthy of respect and reputation. In contrast, any company found in a category I call the small fish, which are unproductive employees, which represent a financial burden for the company, and are eliminated by the big fish. Both types of fish live in the ocean, which is represented in this allegory of capitalist enterprise, and the ocean "always there" and will continue to resist the forces trying to pollute and cancel. This ocean is rich and generous, but in its depths the fish survive only fittest, understood, dwarf those employees succumb to the work excellence of large fish.
And now expose briefly, the five keys to large fish (employees motivated and successful): KEY

NO.1: CREATED A SHORT-TERM GOALS.
If employees do not plan their work, will not leave the bottom of rework and errors. To swim to the surface should actively participate in personal growth courses that teach and motivate on various tips and techniques for integrated planning of their affairs. At the level of their job functions, trained in Pareto diagrams and fishbone (Ishikawa spine). KEY

NO.2: BE PART OF A WINNING TEAM.
The ideological premise is this: success breeds success. It's contagious. Each department must have a coach that win-win implant techniques, and motivate employees to be winners, or large fish, who have excelled on the dwarfs, and thereby eliminate have helped to undermine inefficient, which are responsible for the low of 10% announced by Mr. Rico. KEY

NO.3: STRENGTHEN THE CREATIVE THINKING AND ALWAYS POSITIVE. If something amazes
sales are the pessimistic thoughts that come accompanied by pessimistic behavior, characteristic of small fish. We have to teach each employee is really basic and simple: "You are the creator of your own reality, and personal coaching can be applied, using positive views your operations problems and personal interaction. A big fish as well say: "if we can."

KEY NO. 4: Improved self-esteem and personal image.
's as simple as this: To be big fish, you have to look and feel like big fish. An employee's tarnished image, psychic or physical, the user paints a type of company that is not competitive. KEY

NO.5: EXERCISE LEADERSHIP.
help, guide, each officer, to find the best solutions out of the brainstorming of continuous improvement teams that characterize managers-leaders. Always looking at these two premises: first, all work is a process, capable of being improved, and this they do, the employees who have provided solutions to the manager-leader, then the cascade applies. And second, the premise of providing all the forging and strengthening of an organizational climate warm, jovial, friendly, but fully oriented to excellence.

Summary Five Keys, Mr. Rico held an executive dinner to celebrate their big fish, and in honor the allegory of Mr. Peace, the menu would only dishes from the sea. An employee jokingly said Mr. Rico, with this menu and keys, really, really, that we will become fish, which all expressed hilarity.

After a year of training, led by Mr. Angel Paz, the company was able to reverse the 10% decline in sales, and ordered to print a nice brochure, "the big fish and the five key personal growth, which should be part of the induction of each new employee, and should be included in discussions of continuous improvement teams, which daily provide the solutions that cascade effect, bathe the company profitability and stability. Constituting part of the support material, which was offered to trainees and students from the University, and all diligent researcher seeking information on the subject and the key to business success. "

After the allegory, I can only Add to personal growth in modern business competitive environments, not an option. is of such importance, that is a priority need, which can become the cornerstone that supports the growth of staff. And, in no uncertain terms specific and very general, resulting in more motivated employees and happy customers for the service. A useful
who see the implementation of this post training plans, they put the appropriate thanks to identify a source quoted this blog. Thank you.

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12. Que tu forma de reclamar, ¡impacte a tus subalternos!.

A theoretical ABC, and if you want logical, in the performance of the authority that emanates from a supervisor or a foreman. Refers to the time and terms appropriate for LLE var out a claim to his subordinates, who "has to do with taking apart a subordinate to an office designated for such jobs and expose the claim with the idea to clarify whether it was a misunderstanding or a real error and see its possible causes, "and say amen, experts in Personal Development, if that is the procedure followed. Some Heads are highlighted and are respected by the art of making a claim. Other heads have not been trained or do not have enough experience, and not leave a good impression after making the claim. Both sets of heads, impact!, but with different effects in both cases. Quiet, quiet!, this has a solution, and we will see in the following lines.
First there is the necessary dimension, which subordinates claims are a natural part of the exercise of command of a Chief or Caporal. If you like, are sometimes even necessary to achieve improving the production or administrative process. One that works, it has to do with the low or high frequency with which they do, but with the impact that claim. And not all heads have been trained or have had academic reading, about the psychology of the claim. Of course, years of experience add up tips to the manager about how to develop the exercise of claim to his subordinates.
I collected several anecdotes that I can be very instructive. And in an effort summary of the details, trying to present what is necessary without aberrations leading to relevant morals, I expose with the intention of not lecturing, but to promote simple reflections to the custom of those who see it more convenient. Obviously, for any investigation of any student at any university, this post can provide extremely valuable. 1_Cierta
time I heard of a case of a night worker who comes to relieve him, his own head, and glaring error in routine departmental procedures. Immediately, the head begins to formulate a claim for that reason, and the night he said: "This is not the best time for that claim, because I'm not in top physical condition for the workload of the guard that I finished, therefore, that we talk then, and if so, we seek the solution. "
There is the case, which is exposed to an underling who without respect to its head missing, enforces its dignity, object that is counter-claim by virtue of their obvious physical decline, as during the hours of Trasnocho , it may have been asleep and has made a mistake. He lets on, that a requirement to observe the moment of managing a claim, is that the junior meet top physical condition, allowing his lucidity not only to understand and accept the claim, but for the clear explanation of the reasons that gave rise error. That is, the variable "time" can be perfectly described with the necessary physical conditions employee. Even emotional conditions, because it is known that the employee is experiencing a critical situation, say a divorce is presumed that some measure should affect the concentration of the employee.

The above example also sheds light on the assertiveness of the Chief to accept the approach of postponing his deputy on the claim. Is the required "open mind" to be maintained Chief to suggestions of his subordinates, of the kind they are. 2_Una
manager had the habit of calling the attention of his personal guards, a procedure very inconsiderate. The relief to get all whipped by the strong sun, prevented him from taking guard, and ordered him to go through the Management, where he received objections to errors in their work. Sometimes that claim was accompanied by a warning. There is no doubt, already receiving duty, courage no longer carries the most emotional enthusiasm motivating conditions.
In that story, plus it does not take into account the mood of the employee who is affected by heat, and perhaps by the stress of traffic, ignores the fact that the personnel working with the public should call the focus on moments that have no impact on your mood agradabe for good service. It is very likely to leave the office, and taunting the lack of consideration of the Chief, have to immediately focus his mind in the care of a client, and may not do the same usual humor.

is that this situation, we can also express figuratively the severance of one of the links in the chain of service, because one of its traders was emotionally discouraged or disabled (depending on severity and nature of the claim.) If the complaint can be postponed to after the call, or any other suitable time, the result will be more satisfactory.
The staff that works directly with the customer care should preservársele harmonious environment that impacts his mind with excitement and joy on his face radiant. And negative claims and inconsiderate, they will not result in a happy face. This very particular point, demonstrates the role of psychology at the time of a claim, because emotions are not to be manipulated by clicking cravings.
3_En an opportunity, a new Head of Department received a sabalterno. The telephone rang several times, and the head was broken in the reports it received since the centralist, was not at his post. Which led to an angry complaint, even in front of customers who were present.
This story exposes a crucial point: the head must be characterized by the rest of the staff for their moderation and balance. When these conditions are absent, is notorious for the rest of the employees and the general public, if present at the time. Undoubtedly the chief reason was the lack of centralized, whose failure also causes a turning point in other administrative proceedings, but the ABC's call-out to a specified site and set forth the claim.

Being right and claim to intemperance, do not go hand in hand, or point to the common goal of mutual understanding. 4_A
lunch, the manager of the company went into the kitchen staff to make claims for a procedure of signatures gathered to demand a job benefit, with which she disagreed. Ignoring inappropriate and unhealthy claim proceeded to draw your attention with annoying terms.
Incredibly, this failure also constitutes a reckless lack of basic education and elementary, is very repetitive in several companies. The lack of tact Chief lunchtime disrespect to clarify errors, it reveals an arrogance and self-centered personality, which are bad signs for a person under his control powers fall. Because in doing so, not thinking about the rights of others to respect for his lunch break, but thinks that her inauguration excuse your lack of education that is displayed with this behavior.

only 4 were exposed tips, but obviously many more cases that fit the instantiation of this post. However, the idea is not to overburden the length of the text. So I hope that in the lines above have been embodied reflections that enhance employer-employee relations in what relates to claims management, and to keep everyone "happy work." Is that when properly implemented this feature, thank not only the employees but customers, because they will always find a staff of customer service with a smiling charismatic humor.
That way you claim, impact, should not only be understood in that creates an impression positive human relationships with your staff, which demonstrate your empathy, because it also refers to the impacts in terms of impact, ie, that lead to the improvement of the affected process, and not worsen.

It is true that "all problems have a solution, but be careful that the solution does not become another problem, because the dispute settlement mechanism applied.

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11. El empleado caminante.

I know people who have a special inclination to leave his place of work, and stay in other administrative areas of the company. Such behavior is so peculiar (and very common in many companies), I'd say that's part of the charm of such individuals, because they are easy to talk and that's what leads them to do so, and to be accepted by peers work. They are really nice people, and even charismatic. But what is really healthy for a company the existence of workers with this characteristic?. Is it profitable for the company?.
As I also I have a special inclination is to conceptualize facts as I analyze my blogs, I will identify those workers who are so sympathetic with the name "employee walkers." And how well?.
The reason for this name is because these are people who walk a lot in the business. But, while not fulfilling the tasks of their job, but on condition of "visitor" in other departments. "Visitor?. Well, how else to express it, if there is no way to define someone who is no stranger to the company, but it is strange to the department that "visit." Ah, but if you are a friend of conceptual protocol, the prayer would be this: it is those individuals hired by a company to perform, in a timely and efficient performance, the tasks required in a department to engage profitably in the production process But, to be physically absent from his post to be in other departments that have nothing to do with their job responsibilities.
Like all absolutely every bit of things in this life have consequences, I work immediately to comment on just some of the consequences that the production processes the presence of "employees walkers", 8 revealing tips to recognize and learn how to deal with diplomacy required. I insist on production processes because such processes is not society, must be evaluated in light of the impact on productivity.
1 _Propagación gossip and backbiting between departments, causing misunderstanding and anger between colleagues. Gossip ranging from private life peers, to disclosure of confidential activities of other departments. Without a doubt, we can be sure that the employee is better informed of the lives of others, and more than one partner has served him an embarrassment or disgust, to reveal intimate things that are a favorite of walkers employee. And, I knew of one who was employed as a "useful idiot" of the manager, because when the manager wanted to know something, just had to let them know the employee walker, and quickly released. 2_Propagación
leisure. Because, as are people who are wasting time, also cause you to lose the others. Upon leaving Walker office employee generates delays in subsequent related functions, which are pending administrative movements or products that generate the employee stops walking.
3_Improductividad. The functions are made with delays or errors in futile discussions and distractions outside the work itself. Walker is an employee produces a "cut" in the actions of one department: it is as if to become the director of the film, and their interference gives the order to "cut." 4_Mal
service. Because it disrupts the employee, causing unnecessary delays to customers and suppliers. I have even seen cases where service companies that employee intrudes Walker in the functions of the department visit, generating errors, confusion or lack of information to customers.
5_Perjuicio to image management, because it belies the authority of the boss or manager that allows you to be away from work area. Is a clear indication of administrative discipline, as it is transgressing a basic administrative rule, which only causes for failures in the management, which is solely responsible for internal discipline. These employees tend to discredit walkers ar managers to try to stop them, exposing them to ridicule by the term general managers sycophants or worse, behind the managers decry as informers. If the University texts, mention is made of this serious problem of employee walking, managers would be more aware of the damage to your professional image, and hence to the corporate image. 6_Perjuicio
corporate image. Idle employees give customers and suppliers the image of inefficiency and poor service. It is obvious that if "we are working hard", or efficiently, we are not producing a truly quality service. Definitely, a manager that allows employees walkers, is ignorant of everything that has to do with corporate image. 7_Extravíos
things. Although not all employees walkers have bad habits, it happens that you see many cases of internal theft, and trace back leads to guilty, Walker could be an employee. And if not him who runs theft generates doubts that cloud the organizational climate and serves as a distraction in the location of the real thief.

8_Falta self-criticism. I wonder, amazingly, of the inability of these individuals to recognize employees who are idle. Worse, other employees criticize walkers, from the same disease they have. Plop!, Is that my astonishment is beyond measure, to try to understand such effrontery. I met one who gives birth to all these reflections, which was the inability to separate the work site of his house; is that as the owner company, also the godmother of all his daughters, was at work, what was coming forward, as if in your own home, impacting the workplace with a very negative image of leisure, but well, and so, exactly, it is how things work in the real world, extra-academic.
Concluding Remarks: If a manager wants to improve both productivity and organizational climate, you should proceed carefully with employees walking, drawing their attention, if not better, firing them to avoid that one bad apple that makes you lose the other.

An old saying makes me sleep at night: "live and let live. "So, I dedicate myself to do my thing, with the best and make every effort possible, and unproductive individuals, dealing them themselves. That is, if employees walkers, waste your time, let them .. . then comes the time they held accountable for their actions. Dear readers: Always bear in mind, that the employee's hand walking, van entertainment, gossip, downtime, and these are bad companions, believe it!.

Although this does not presume to be a blog expert on labor issues, if collected many experiences that "help you see things from a different and more positive perspective, because everything I set out on each post, I support true experiences: if achieving that goal, you have given to the keyboard of my laptop an immeasurable value. That makes it couched in the most practical, entertaining and funny, as I can to make intelligible my message.

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The blog

BEYOND THE HILLS 400 move to another site.

The blog does not go away, just go with all your "cachibaches" to another place in cyberspace.

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BEYOND THE HILLS 400

http://masalladelos400cerros.wordpress.com/

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10. ¿Motivación Cero?, ¿No será absurdo eso?;... Hum!.

If something is a prolific contributor of cases and stories, for submission to the analysis and publish in a blog, is the work environment. But to be fair, I warn you that is not exactly an easy journey. Because much of what has been written and proposed with the intention of improving the work environment, "has emerged moths pages Word of administration "and is not yet in practice, except for isolated cases of large corporations. Really, what the eighteenth century, are still heads arbitarios acts that humiliate their employees. Many of the post offered here have already given clear demonstration of my claim. But I got them a jewel for analysis and reflection. Just follow me in reading this case history was provided me to share with you on this blog.

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09. No existen los ¡empleados-súperman!.

is not a bird. It is not a plane ... It's Superman!. That phrase reminds me of Superman version of the decade of the 70, as the background music of the same. But the character created by Hollywood fiction was commonly used in those years by people of my city, to typify some guy who boasted excel in something, it is believed Superman!, was contemptuous criticism to those subjects. On this subject, I turn now to a case history of which I heard of its occurrence in a hotel, and hopefully leave the morals needed in people who have the majesty hierarchical Chief of Staff.
paraphrase the sentence for the purposes of this post would be: not a bird, not a plane ... but it's not Superman!, To refer to an employee who was subjected to very strong guards, to overstep the normal human endurance. Just as an example, I cite the experience of that employee in one of the many times he was summoned to participate in courses of the Company.
was a basic course in first aid. Entered on duty as a receptionist on Friday from 11pm to 7am. From there he continued in that course that began then from 8am to 6pm on Saturday. After finishing the course, made the relay to the receptionist on duty from 6pm to 7am Sunday. How many consecutive hours of work did you have?. For a total of 32 continuous hours. Neither Superman holds that because Superman is also slept and ate like everyone else, especially note that as a child I saw many episodes of Superman, and I never saw a chapter submitted to Clark Kent days extra-human, as the superpowers was not Kent's character but the character Superman.
The argument of the Manager and Owner if he complained was, is that they are mommies for the job!, And economic necessity requires the employee to submit to so thoughtlessly scheduled shifts. Just out of curiosity I asked myself, to hear cases like this, what manager would think that if her son was subjected to treatment similar work.
The performance of the manager (?), Shows morals to learn from this post: the staff working hours by guards, can not be made, either by the owner of the company, nor by someone who does not have the experience or knowledge of the work by guards, and all the events that are experienced in this kind of employment. And another line of thinking is referred to the rest of the employee must: it is not a royalty to the employer, but a right universally recognized and respected by all companies, so on the physical recovery of individuals, such as on the shared ties to the family group, which is no less important.
special mention of the private security workers, who operate under this system of guards, and it is common to not get their relays, are required to work 3 consecutive 12-hour guards each, ie 36 hours !. Unfortunately, there is a even sadder reflection, and neglect to the proper care of their own families who have to live those working in private security. It seems incredible, but even the women have gone through this kind of exploitation, and the numerous cases of female nurses and administrative staff who work in shifts at clinics and hospitals.
This post also shows that despite being the twenty-first century characterized by changes that do more humanitarian work, it occurs only in theory but not in practice: making ineffective the principles of Psychology. And as all gospel truths: the fault lies not in the truths of the Gospel of Psychology, but the failure in practice, which ignore their revolutionary principles of treatment to the employee.
Further reflections: if you can be certain of anything, is that the employee did not learn anything from that course, because the dream behind weakening its intellectual capacities of attention and concentration. The same applies to their motivation, because who humanly possible to feel motivated, if you receive a similar treatment ... or Superman!. In this case, the Kryptonite is shown in disregard of the Owner-Manager. Is that heads and forget some very important tips, and are downloaded in the following paragraph. Tips

leaders seem to forget that: an employee or employee who has enjoyed his "unquestionable right to rest", will have superior performance, because anime has the energy required to tackle any situation that comes your way. Be an employee who shows a face with a gleaming smile. Be a vigilant nurse, hotel keys, a pharmacy dispenser, which works by guards, you have to enjoy your break to serve customers well. Take into account that a person who has not slept well in soil or improperly positioned in a corner of the company has not rested properly. The rest you get the person in the comfort of your bed or hammock, where you have privacy to dress comfortably and not have interruptions in the sleep recovery process. Besides the nursing process, also involves "unplugged" hastiante routine work, and that means get rid of their peers, to connect with their families, who can enter into a real relaxation, affection and company loved ones by those who support a workload. A woman all she needs to fulfill their fantasies of home with her husband and children, and every man is essential to cultivate friendly ties with their children and intimacy with your partner, "and I know this is not achieved or distant, or by internet ", and the art of caressing the beautiful legs of his wife, requires its presence in the cradle that share both. That rich motivadoramente reason as to rest in house!. Do you agree with me?.
Will if I understand now why they say truth is stranger than fiction?, Because in the fiction never expose one to 32 hours of continuous work without sleep and without being able to throw a shower to clean the body, since no one would believe that even in cartoons someone can take it ... ja, ja, ja, river to mourn!. Thanks to Blogger for providing this free technology platform, you can expose these realities to lead to reflection on all concerned and responsible for making this world better for their roles in politics in Science or Management. Believe me that if there-Superman employees as such, with super-powers, the first hire would be precisely Blogger. I go further, and this time I'm going to invade the field of cinema, I would recommend Hollywood to invent a number applied to the workplace, which exposed the reality of the poor employees, Superman!, Of which there are many muchisisisimos businesses, because hyphens enough of violent and pornographic in any way portray the everyday reality.
course morals do not end here. It happens that the occurrence of similar injustices at work, are given because there is no oversight of government agencies created to For this purpose, because they are simply bureaucratic bodies ruling political party and its employees are dedicated not to enforce the laws, but to rip off business owners.
And please do not look fancy on television heroes, because heroes, yes there are, of course they are real, and we are very close to us are those numerous employees-Superman (understood, exploited employees) with which effort to get ahead many families. Are your dad or mom, or both, who sacrifice the most to give you the best. Or, you yourself, if you are a parent and you are giving your youth to a job that provides you the financial means supporting the household. -Superman employees (employees exploited) should not exist, but it is much "what you see" in reality, it is stranger than fiction. No employee-Superman as such, with superpowers, so there are super-exploited workers, is seeking to create a figurative parallel illustratively express the bitter reality of many employees.

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FRIDAY 3

IN MENDOZA:

IN BUENOS AIRES:

PRESS

MOBILIZATION TO CHANNEL AFSCA COMMUNITY INTERFERED And RECOGNITION OF ALTERNATIVE.

The Coordinator in Defense of Alternative Communication, Community and People, calls for e l Friday, September 3 at 16 hours , a Radio Court Open and Callao and Corrientes. Then mobilized to the site of AFSCA (Federal Authority for Audiovisual Communication Services - Ex COMFER ) , Suipacha 765, CABA Simultaneously, in Mendoza, Cuyo Regional of the National Alternative Media Network (NRE) make an open radio Pedestrian and San Martín. His claims are:

· That interference prevents AFSCA CHANNEL 13 Giramundo of Mendoza.

· Recognition and stay in the air of all the alternative media, community and grassroots.

Community Channel 13 Giramundo of Mendoza, is interfered with for two months for a commercial environment linked to the national government, which would be in the hands of businessman Omar Alvarez in partnership with the signing Cordoba SA Electroingeniería Despite claims management and the protests made, AFSCA did not respond by protecting allied business. Giramundo TV is a test case that adds to the usurpation Radio Cooperativa AM frequency was 770.

The recognition of community media, alternative and popular as specific actors with technical and economic differentiation in access to licensing, is the guarantee for the permanence in the air from them. The state should not ignore the work of these years means that building a pluralistic and participatory communication. Have the legitimacy to be social and cultural projects with the participation and support of organizations.

From in Defense Coordinator Alternative Communication, Community and People, composed rganizations or social, political, workers, students and academics, human rights and alternative , c onvene to men and women who share these claims to adhere and participate on Friday, September 3 at 16 hours in the open court and Radio in Callao and Corrientes and subsequent mobilization to AFSCA.

The document with all of our claims can be found at:

defendamoslacomunicacion http://. blogspot.com /

Mail: @ gmail.com coordinadora.medios

Contacts:

Victoria (Channel 13 Community TV Giramundo): 0261-15-6861524
Fabiana (NRE Reg Buenos Aires) 15-6350-8859
Fernando (Buenos Aires Reg NRE) 15-3210-7804


Convened:

Walsh Agency. ANRed. Black TV Antenna. Argentinos Documentary Association (DOCA). CAUCE-UBA. CECSO. Current University Rebellion. CPR. CTA Capital. DTL!. Organizations Struggle Front (FOL). Frente Popular Darío Santillán (FPDS). FUBA. Socialist Left. Juventud Rebelde, December 20 (La Mella - The Trifulca - Wolf Loose). The Collective Radio. The Rear. MTR Dignity.
Workers Party - UJS. PCR. Prensa de Frente. Prism-The Store. Program "Los Locos de Buenos Aires." Program "Other Voices, other proposals." Program "Who wants to hear let him hear." Program "I tell you more." Radio Sur. Radio Tucural. Radio Viga. Red Eco Alternativo. National Alternative Media Network (NRE). Breaking Chains. Adhere

:

South Node Agency (NSA)
ALDEAH (Alternatives for ecological development, self-determined and human) (France)
ARMA (Association for the Recognition of Alternative Media - France)
Assembly by the Association
Another Bicentennial Civil "Plant Consciousness
Ex Detainees Association Missing (AEDD) Fabio
Basteiro (Sec. Gen. CTA Capital)
Open Chair of American Studies of the UBA, FFyL.
CEHLAC-Historical Studies Centre for Latin America and the Caribbean
CEPA. Communication-UBA
National CEPA
Free Media Center Mexico City (Mexico) Mate Amargo

Independent Film Cinema Libre Open Park
Coletivo Popular Communicators - Campinas - SP - Brazil
COMECI (Media Coordinator City of Buenos Aires)
counterimage
Counterpoint - Prensa Alternativa (Tucumán)
Clasista and Combative Current (Federal Bureau)
D'un plateau to l'autre (France-Argentina)
Meeting for Latin American Unity
Foundation for Social Research and Policy (Fisyp)
Modesto Emilio Guerrero-Venezuelan journalist and writer
Iconoclasistas

Indymedia Córdoba Buenos Aires Youth Project for All South
Board Internal ATE - Ministry of Labour of the Nation
Gustavo Lerer Gral ATE delegate Htal.Garrahan
Liberpueblo
Liga Argentina for Human Rights (LADH) July
Macera (CTA Capital Communications Sec)
Miguel Molina y Vedia (Teacher Communication UBA - CONICET Graduate Fellow)
Movimiento de Izquierda Revolucionaria (MIR)
Movement Professional MTL
Peoples Rebel Eye
Socialist Worker Review

Scarves in Rebellion Newspaper Association

Mortar pick and shovel (France - Argentina)
Program Collective Porteño "(FM La Tribu)
Program" Let's do the Impossible " - Let the Impossible Cultural Movement Program
International SOS Radio Signal .. "
program" La Barca "(AM 1630)
program" La Chispa "(FM La Boca)
Program" Eternal Debt "(Flores FM 90.7)
Program "Nobody invited us (FM La Tribu)
program" Kicking the Board "
Extension Project 'For a new economy, human and sustainable' Faculty of Educational Sciences (UNER)
South Project - Block Legislature of Buenos Aires (Fabio Basteiro (presiding), Jorge Selser, Maria America Gonzalez, Julio Raffo, Laura García Tuñón, Delia Bisutti, Rafael Gentili, Adrian Camps)
Radio El Grito! FM 95.5 (Traslasierra. Córdoba)
Future Radio 90.5 (La Plata)
Radio Livre Mazes (CTN)
87.7 Radio Voices (La Rioja Capital)
Zumba Radio Peat (Córdoba)
Radios Rhizome Livres (Brazil)
Herman Schiller, host of the "fuel to the fire"
's Communications Sector Movement of Landless Workers Campinas - Sao Paulo - Brazil
TVPTS TV
Victor Jara (Chile)
Daniel Vila, journalist, teacher-UBA FSOC

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MOBILIZING Interview Channel 13

reproduce the interview conducted by the Collective Canal 13 La Minga Giramundo of Mendoza, which is being interfered with by a commercial medium without the AFSCA give any response.

Giramundo struggling Channel 13

escrache After weeks ago to conduct the provincial AFSCA Giramundo Channel 13, the Regional Network Cuyo National Alternative Media made an open radio and a march in favor of community media, alternative and popular.

By Colectivo La Minga ( somoslaminga@gmail.com )

Despite the actions carried out Giramundo Channel 13, the Federal Authority for Audiovisual Communication Services (AFSCA) has not responded to the claim of invasion of the signal of Channel 13, by Omar Alvarez, manager of the southern Mendoza associated with Daniel Vila and José Luis Manzano, as well as Julio De Vido. Between bids for power and concentration of new monopolies, Channel 13 has been removed Giramundo smile more a businessman and politician. In this interview we talked about the state of the channel to date. After 16 hours the Cuyo region of the NRE, will open a radio station which will stress the importance in the defense of the alternative media.

What is the status of the channel after the cut was done in the street Emilio Civit and the letter sent to AFSCA document?

We have not had any response from the AFSCA, both provincial and national level. In fact, the charter document has not been answered. The signal from 13 is jammed now and do not know if Alvarez group or not. The biggest problem we're having is the kind of information they are accessing, where the organism has been completely indifferent to the conflict. So Friday we will take another step, moving around a little over conflict in particular, but in defense of community and alternative media, simultaneous to a similar measure to be given by the Coordinator for the defense Community communication, in Buenos Aires. After 16 hours, in km0 will open an open radio and then we joined the march Multisectorial Struggle, at 18 hours, against an increase in ticket.

In Buenos Aires has shaped the Coordinator on behalf of the alternative media, community and popular, how do you think of Mendoza the possibility of adding a space that allows organizations to go on the defense of the media?

Within the National Alternative Media Network, the regional Cuyo is a bit more active after Buenos Aires. The idea is to strengthen the regional coordinator to create one similar to that being born in Buenos Aires, but the specifics of our territory, to see which is the framework of partnership that we can see, but this is something that at this time is emerging. When we had to do a step in the door AFSCA was a framework of alliances that he Giramundo more particularly in concrete and not something that is beginning in the Regional. What we are aiming now to create a real articulation with other sectors that they can identify in this fight for our community and popular media.
The idea has to do with the possibility to think that this situation is now given in Mendoza, and which is not equal to that radio came with the amplitude of Buenos Aires, has to do with certain irregularities that had the law in these early days, where regulations have not had it, and a national framework. Think how, from every place we can achieve media advocacy community, alternative and popular, taking into account the processes of struggle, according to the organizational processes that are occurring in the territories and also to serve them. In this sense, understanding not as defense coordinator of the media but other forms of construction and other ways of communication that is not the same as the oligopolistic groups are doing in our country. Another form of communication that has to do with giving voice to the actors and actresses of the reality in which we, accompanied by processes of struggle and often visible in our reality situations which are not shown by these means and that appear to show actually but is quite biased.

AFSCA The owner of Mendoza, Gabriel Garcia, told us that Channel 13 is vacated and is no longer Álvarez. Yet you have claimed that there are still interference. Why do you think that since the authority is this scenario?

can be little doubt. The argument is that they can not do anything or engage in, nor give an answer because the law still did not have a regulation (now do.) But today there are many things that make noise, if this is the answer given by the body from the province of Mendoza, that something different to that first time we went to meet with Garcia and told us at first that "I believe that Alvarez already has 13." The answer is very different from that which was before now given. We keep checking the interference and they never found, neither with us or others, if channel 13 was occupied. Today we continue to have interference, then its no answer has to do with any other link. We do not understand why all the media in the province have come to say what the situation was going to have the airwaves after the law was regulated , posing as would be the distribution channels and remain AFSCA say anything until the law is supposedly regulated (now done). There is a rather ambiguous situation and a situation in which there is an alleged confusion in which we often do not know how to move. We understand that the process remains the fight and we have been respecting the institutional mechanisms that were given to us, in fact we recorded, we went to AFSCA both here and in Buenos Aires to send a letter document. So do not understand why there is no response or even an instance where we say why we are saying this. There is an instance where there is an openness to dialogue, which we have not closed; pero que desde ese lugar sigue sin haber posibilidad de saber qué está pasando. Hay otra información que está girando y que llega, por ejemplo: los medios comerciales o los mismos empresarios interesados en generar nuevos medios y que no se nos da la misma cabida cuando se nos tiene que dar una respuesta a los medios comunitarios.

Uno de los sectores que se movilizó en Mendoza, por la Ley de servicios de comunicación audiovisual, fue la Coalición. ¿Recibieron algún apoyo concreto de parte de este espacio?

La Coalición, después de la medida que nosotros hicimos against AFSCA facilities, but what he did was call and ask the media that they believed the media, such as the Group One had made use of our conflict to attack the law. Posed as we relied on our claims, but by the Coalition receive no greeting, no membership, no instance of approximation. In fact, when we had our first meeting was one of the partners forming the Coalition and he stated that he would propose you to join us in this action, but the Coalition was issued and said no, he could not face, to put in those terms, and did not is that we're facing the AFSCA but we are asking that we give explanations and to observe what the law says. Since the Coalition, through the media, we could find out who sympathized with us, but formally, in the face to face, there was no concrete backing. Always consider that this law had many places where it could be improved but we also understand that in this framework, and after raising the true democratization of the airwaves, which were the points at which we believed that this law was a step forward. Now we are coming to us but tomorrow it could be another half and we'll be on the street to defend.

What do you expect after the radio will open on Friday?

hope, first, continue to make visible that we are in struggle, the situation is not resolved and that Channel 13 is and must remain a community. To some extent we do in the face of society rather than a confrontation with the particular organism. Somehow it's the way we've taken to legitimize our struggle and keep adding to this building on behalf of community media, alternative and popular. We do not believe a response by the body but if we make it clear that if we lose channel 13, we lose the channel for long, because our equipment is tuned to the 13 and change means changing all our teams. In that sense we are demanding a response AFSCA and to ensure real and concrete way, the permanence of the media, community, alternative and popular, in the air.

Sogo Hotel For December

08. Tanto lío por un simple café.


Once, a controversial discussion arose in the kitchen of a hotel restaurant, where the landlord are litigated arguments and cook. Very briefly reconstructing the facts, would be as follows Narrative:
Mesonero. Make me a coffee to the table No. 5.
Cook. Offer him something else because there to make coffee.
Mesonero. What do you mean no coffee?. No, not possible.
Cook. So much trouble for a cup of coffee!. The restaurant is not going to break for coffee.
Mesonero. But, do not understand that we can not look bad to the customer.
Cook. Do not give such a bad life. Not that they were ordering something expensive.
Mesonero. But it happens, if we are unable to provide the service for a cup of coffee, let alone an expensive service.
The case I will bring the debate to highlight three very crucial facts:
1, the bad custom of many companies neglect the inventory. This leads to say the phrase that should be free in a local service: NO!. And, do not see it as a sign of superstition, but when a business installs the phrase NO, installs the flight of customers and the possible closure of the business.
2. The misconception that handle business on the service. In the present case, the important thing is not the coffee or the cost, but the service to be provided. And, good service does not distinguish whether the product is expensive or cheap, just need to give good service.
3. It is clear the importance of having trained and motivated staff for good service (if the landlord) who defend the slogan of supply even in the most incompetent (cook). Therefore it is crucial for a company that its staff has the appropriate training that will become service providers.
Providing good service is also a condition that keeps operant companies that have materialized, and out of competition to those who ignore this axiom of capitalist society. It is very simple: we all want and deserve the best care, whatever that is "a simple coffee."

always be thankful with the client to consume in our business, and the best way to demonstrate it is the best and most unconditional and permanent high quality service. Always give thanks to our customers by honoring us with their visits so we will not buy anything, and give the public and stakeholders the image of "good hosts" to all visitors to the company.