Management can not miss the scope, relevance generating knowledge to motivate, activate the human talent of its staff. You must know how to generate stimuli that give way to activate that potential that each person brings in favor of the passage of the initiative, participation, management encourages creativity, productivity, operability of the company and hence that happened to personal growth and integrated professional person to the organization. Constantly insist, you can not waste the human talent, the capital that any company has in its human factor, which can provide driving sabersele beneficial results for everyone.
We are aware that an increasing number of scenarios are characterized by dynamism, the major changes that occur in them, creating challenges and threats, but also great opportunities that take advantage sabersele helps the company to cope successfully, says about Rodriguez Yoany , who l as modern organizations are developed in a rapidly changing environment, where technologies quickly and expire income their advantages and competitiveness, leaving behind an entire infrastructure built for that purpose, putting organizations at critical points to keep in the market. Facing this situation is a constant element of the future of organizations, which are forced to seek ways to overcome them and stay alive in international competition and reach levels of efficiency, effectiveness and quality standard for the activity they perform. The answer to this uncertainty has become the driving force behind all theoretical trends – practices that are in the current literature regarding the business sector, which seek to draw models to help them overcome this situation so troubled.
It is critical that schools of business administration teach management science, as the postgraduates need a specialty of management science and its various references to provide the necessary motivation for future managers and administrative specialists. Science can identify with the responsibility to give way to new tools, paradigms generate administrative knowledge, which promote organizational development, effectiveness the operation of the empire and achieve a significant role in their participation in the current scenarios. a do not seriously disadvantage businesses, harms the administrative science professionals to be successful and participation for all. Consider that through history, philosophy and epistemology have been the pillars of personal development as a new paradigm, says Joel Barker, replaces another you have to start again.
The same Joel Barker says that the paradigm of the twentieth century, it was productivity, not mass production, or the division of labor, but the quality which has been called the third stage of industrial revolution. It is claimed that the fourth stage of the industrial revolution for the twenty-first century is encrypted in the system of profound knowledge, which is the last legacy of the father of the third stage and the well of the quarter; W.
Edwards Deming (1900-1993). By 1980, the Bekaert group’s management was convinced that the quality would be a strategic necessity for them. Since then, he has devoted to a ten-year program to condition the mindset of the company, in 1980 it was called “swear concept (quality improvement). The use of paradigms for the study of organizations is not new, there are precedents: One of the best work on paradigm was made by the author, Bernardo Kliksberg, who points out correctly that the first problem that arises when analyzing the different schools or organizational theories, is to define a single criterion for them.