) que pretende mostrar parte (significativa) da nossa realidade no mercado de trabalho, nas empresas para as quais trabalhamos ou com as quais colaboramos. This time, I ask your help in a work we are carrying out ( MBU ) you want to show the (significant) of our reality in the labor market, the companies we work for or with whom we collaborate.
This study follows on the matters with which I have been working lately and that has directly to do with the optimization of work teams and all decisions involving hiring, people change job, or the establishment of groups and social networks within organizations.
As we know, usually these decisions are made by the responsible managers, based on its user friendliness and personal information (behavioral) and technical experience (the decision maker and their perception of the candidate or their internal rating, if any) and its past recommendations, there is usually little information on quality and in most cases unreliable on criteria that directly influence, and a large-scale their individual productivity and consequently the team to which he belongs: the "ideal job" for a given individual, the leadership traits that profile, how it behaves under stress or what weaknesses or uncomfortable situations with which it normally encounters, are outputs of the methodology. The model of work in the MBU use either for our teams or for teams of our clients are based on the statistical reliability of a questionnaire we ran individual (behavioral), but above all by how they relate to 16 profiles, through 14 relacinamento different types. The reliability of individual psychological profile and interaction with the remaining 15 profiles among the four functions of the brain of an individual (2 conscious and subconscious 2) allows us to "link" direct relationships between employees and productivity from the inclusion of the value of salary paid to each of the persons constituting a group.
Then we have the expertise and knowledge that allows us to calculate how much money is spent by the organization for that particular team work in the best of their abilities, the assumption always present when a group of people together around a certain goal. We have not dealt with putting people in "boxes". It's an amazing job that allows us to see and have a first conversation with the main característivas a particular person or a working group with the sole objective of improving the team as a whole. In this model there are no good or bad profiles. There are profiles which fit more easily and more difficult in particular team.
Then asked for your help in filling out this questionnaire, and please share it with your contacts. On the one hand we know that this issue is more related to people who have direct responsibilities on the management of people, but we will not fail to have an "input" range of people not taking responsibility for deciding, have a clear perception of what is done in your organization. Thanks for your help: http://bit.ly/MBUtalent
Thank you for your help and always very interesting and sometimes surprising participation.
A special thanks to John Peak and the production of the video The Club by constructive criticism.
If willing and able to share the link directly to the questionnaire, thank you: http://bit.ly/MBUtalent
Richard Swallow
