very grateful, as every Monday to be with you again.
Yours With special appreciation, we wish you a very good week and give you a warm welcome at this second chance, our beloved Juan Carlos Parra Boggan, who last year shared with us a interesting article on Empowerment, Assertiveness and Leadership .
Today's topic, Coping with job mobility, we bring out a new trend that has been keeping a globalized world, where distances are shorter and although allow us to be connected all the time, we can also pay a heavy price if we are not aware that disconnect, to get in touch with our personal needs is so human and necessary as up to date ... indeed, the permanent search of balance between the world outside and internal needs.
Without further ado, then today's article:
Coping with job mobility.
By Juan Carlos Parra Boggan
The current situation, characterized by relative economic prosperity, whose genesis lies in the favorable prices of commodities, it presents many challenges for the business and management world.
commodities prices, have triggered a fast race for investment in productive projects, creating a voracious need for professional manpower and skilled as well as services and technology, making the Headhunters, one of the most required services.
In economic systems, with income distribution as unequal as ours, based on the "culture trickle-down ", this has led to high labor mobility, both for professionals, technicians and skilled personnel, seeking better pay, validating in some way, at least temporarily, those who profess dogmatically, that the improvement of living conditions comes through the philosophy that the market solves everything.
The dramatic nature of this phenomenon is that seems to have no limits, generating a constant and ongoing conflict between the expectations of employees and their managers, which burdened by this condition only apply quick fixes in a mechanical "carrot and stick" giving "flying blind", without seeing the light at the end of the tunnel.
The market also presents another scourge, consumerism, which engenders vices as pernicious as the overhang of the working masses, leading to a vicious circle of wage versus cost.
The present challenge is set, on how to get in business structure, incentive plans that balance, addiction to money and consumerism, introducing other elements attractive to its partners, to ensure policies aimed not only to retain talent but also to develop and grow.
The above, more starkly, strongly motivated by real facts and present, has been deciphered in past times, by gurus of organizational behavior, which established theories on the status of meeting the needs of people.
assimilating, outlined some of these assumptions, could elucidate the satisfaction of the people, has not yet taken off of the first steps of hierarchy, such as physiological needs (food, rest) and safety ( home-room), whose achievement could be linked directly to purchasing power or access to money.
But motivated by the situation in analysis, I venture to assert that consistently applying other theories, which indicate that the hierarchy of needs is not so, but people are constantly moving, changing between the physiological needs as exemplified and Social (belonging to a group, team, company), believes (social success) and Self (which we like to do), it is necessary to work in these areas:
• Facilitating effective communication creating bonds of trust, openness to dialogue and encourage the formulation of ideas.
• Focus action of the leaders in direct and active contact with its partners, paying attention to their needs and expectations, using the conversation as leading tool.
• Encouraging professional development through training and support in pursuing studies
• Promotion of challenging tasks and motivating achievement,
• Development environments labor are likely to teamwork, camaraderie and mutual support, creating emotional ties beyond mere employment.
• Establish systems of justice through adequate plans for promotion and advancement.
• Structure, managers or HR departments that are able to read the present and have appropriate leadership and innovation.
In short, we must work to establish communication links that reveal the reality of people's expectations, so changing employment strategies, seeking to lessen the impact of economic vindications otherwise understandable and legitimate in the context of being part of effects caused by unmet needs in other areas of human experience. Juan C.
Boggan Parra
Next week we will post the day off Thursday due to carnival ... and be our friend Sergio Sosa who share a very interesting subject and are the teams in these new times.
Our affection, respect and consideration for all of you
Until next oprotunidad,
linked.
Print enthusiasm and understanding, focus efforts and continue to link to further optimize their computers. 
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