Monthly Archives: July 2016

The presented scientific research in this work approaches important points on the organizacional training in special in the Company Is Lucas Broker of Insurances of President Prudente. With the application of the research of organizacional climate, contemplating the subjects to follow: Company, Relationship in the Work and Managers, Remuneration and Benefits, Career and Autonomy with analyze and diagnosis of the results gotten through the research, sobressaltou the necessities of training to the managers and its team of work in regards to feedback in relation to the performance of the employees and communication in general way. The training is a powerful tool used in the companies whom interest in the success beyond bringing other benefits has salutares, considering short term of application of the program. Thus appearing the necessary proposals for the plan of action with the adjusted justification, resources and the pointers for evaluation of the effectiveness of the program of training in the Company..

Moreover, the characteristics of person, the difficulty and the environment of the purchase decision and the social context can affect if or with the heuristical ones of choice they are used (KOTLER and KELLER, 2006, P. 195). Competitive forces: They are the five forces that determine the intrinsic attractiveness, in the long stated period, of a market or segment of market: competitors of the sector, new potential, substitute, buying and supplying competitors. The threat of intense rivalry in the segment occurs when already it possesss powerful competitors, aggressive or numerous, where wars for price, battles in the field of the propaganda and launching of new products will occur, causing onerous competition. The threat of new competitors if bases on the configuration of the entrance barriers and exit of the segment of market, being most attractive for new incoming when the entrance has great small barriers of exit.

The threat of substitute products occurs when other products intervene with the decision of purchase of its product for the consumer, being able to be real or potential and affecting the limits of price and profit in the segment. The threat of the bargaining power each bigger time of the purchasers happens the measure that they organize themselves and if they concentrate, when the product represents a significant parcel of the costs of the purchaser, when the product is not differentiated, when the costs of change of the purchasers is low, when the purchasers are sensible the price due the low edges of profit, or when they can integrate previous periods of training of the productive chain.

We are living in an age of transistion. Not of more holding. The companies need to assume a position total directed toward its customers. In case that contrary, they will be abandoned by them or surpassed by the competitors. The organizations total need to be adherent to the innovations, to be prepared and until if advancing to the constant changes. They need to be each time more sensible to the customers and most prepared to be adjusted to a new profile of market. To say the language of the consumers and to have them as bigger reference, as well as counting on a staff sensetized for the necessities and desires of the public-target, demand changes in the structure, the body of employees and, many times, in the mind of the people who are in command position. I have observed diverse organizations that if they show flexible to amoldarem in accordance with the necessities and requirements of the market and to guarantee its place of prominence.

Others, however, still stop an internal battle, where many people do not have a vision of marketing they give more value to the routine questions. The problem is not only in the high administration, is also in the operational level. The employees if had accustomed to fulfill its routines exclusively. They feel themselves safe they fulfill when it. When they need to leave the rules and regulations to be taken care of to a special order of some customer, seem to have the special pleasure in saying the word & ldquo; no& rdquo;. They are felt safer, not having that to open a possible exception. She is necessary that the directions leave its rooms and search to follow more than close what occurs in the front-end one.

Making this, summer of close that it has left of its staff is & ldquo; cristalizado& rdquo; e, probably, not yet works with the due integration and vision directed toward the customer. In diverse cases, pode& ndash; if to observe the existence of closed groups and a teams properly said, in which all are made use to contribute with the function of the other, not substituting, complementing, following and having the same objective greater, that is full and constant satisfaction of the customer. To transmit empatia is responsibility of all, in the company. Either through the telephone, of the personal sales, in the site, the moment of the delivery or the relations of after-sales, the necessary objective to be always directed for the search of the best solution for the customer. The way is possible of being trod and the objective biggest, reached. All have responsibility in the process to generate trustworthiness, to improve the reply capacity and to extend the security that the organization passes to the customers in each negotiation. She is necessary to understand the behavior of the people and to transform the organization into something molded to take care of them, today and in the future. This thought sends in them to the words of Professor Philip Kotler: & ldquo; Most important it is to foresee for where the customers are going and to arrive primeiro&amp there; rdquo;. Master in marketing, administrator, professor of MBA in marketing and management, professor of after-graduation in the UNI-BH and director of the RT Consultoria and Treinamento.