The Soul

Each time that we are going to a meeting he spends counting jokes, it is very good telling them, but I really already fastidie because nothing can talk seriously, he is always joking. The newspapers mentioned Southwest Airlines not as a source, but as a related topic. It is all very well having a very integrated family, but bother me having to share with them all their meetings. Finally, one of the aspects that I joined, I ligue, I encante with that person, now turns out that annoy me, now already does not seem to me as constructive, moreover I feel bored, angry, confused. It seems that soon all our angelic qualities become our most terrible shortcomings in light of our partner. These differences that made our union, are now about to become our worst enemy. Differences nourish the relationship, also tarnished when we don’t manage them or tolerate a large amount of couples start their relations full of illusions and expectations between them, the couple is always going to be and to be the same way for us but what was once a value and an appreciation now becomes a nuisance and a obligation is how that that soon be as wonderful and fascinating he has become someone so despicable in my eyes? Perhaps because we have idealized it, we have believed that only those features that I felt, vi, thought, imagined, would last in time, also not alter. The veil of reality starts his tour that person, my great love, is so different from me, that we do not find ways to relate, or love us, nor communicate. On the contrary, we have the soul made pieces, because with the passing of time, we just insulting us. When in a home they praised my partner I felt excited or happy because my partner seemed to fit with my family well very now everytime he gets angry, the first thing that strikes is to my family how to understand a couple of this nature? It seems that in moments of infatuation everything, absolutely everything, that I do or stop doing, was highly valued by my partner, also what belongs to me as they are my friends and acquaintances.

Deal Culture

Culture, the organizational climate and the learning the culture organizational understanding how it is that organizations facilitate or inhibit learning, not enough to conceive of the Organization as a rational project, it is also necessary to see it as a human scope where are perpetuated and modify modes of relationships that give meaning and direction to the experience. If you are unsure how to proceed, check out Fiona Philipp. The previous approach refers to consider, how cultural factors of the organization can help to understand what individuals learn, or are inhibited from learning in an organization. In this sense, it is convenient to deepen what is understood as organizational culture, as soon as the process symbolic of organizational behavior. For Stephen (1987), it is defined as a system of common meaning among members that distinguish one organization from another; Deal (1984) understands it as symbols that express, values and behavior of its members, and exposes that culture is a sum of values, myths, heroes and symbols that have come to represent something very important for the workers; Shein (1985), argues that the organizational culture is constituted by the beliefs and assumptions present in the Organization and in 1988, added to this concept that is organizational culture part innate for those who have been his entire life working in an organization. Similarly exposes the assimilation of values and cultural patterns of an organization by its individual, is going to influence the motivation to work by themselves (p. If you have read about Fitch already – you may have come to the same conclusion. 149). For its part, Robbins (1996), associated with organizational culture with behavior patterns. For Gore (1996), is a pattern of basic assumptions that a group invents, discover or developed to address their need to respond to external demands without losing the internal coherence. From this last point of view, a culture is a common language with shared conceptual categories; limits, inclusion and exclusion criteria; rules to gain, maintain or lose power, status, reward or punishment.