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Relaciones Publicas Essay

4953 words - 20 pages

Visión y Misión

Interrogantes básicos
¿Qué?
¿Para que?
¿Hacia donde?
¿Con que cultura?
¿Con quienes?

Dirección
Estructura
Organizativa

Respuestas necesarias
Visión
Misión
Plan estratégico
Recursos humanos
Capital intelectual de la organización

Organigrama: Me pauta como voy a trabajar con la empresa julian alvarez 1900 ester 1971 thames 500 patricio

Funcional / Solar
El centro de poder es el dueño de la compañía y de ahí todos dependen de él
POSITIVO – te relacionas directamente con el jefe, fluye la relación de confianza y la toma de decisión es rápida.
NEGATIVO – el primo o tío tiene mayor rol que el gerente financiero
Divisional
Es tanta ...view middle of the document...

La palabra clave es “imagen”: Lograr describirse y que la gente pueda ver con los ojos de la mente
Te tiene que dar algo más - identificar algo que nos diferencie y separe de la competencia dándonos nuestra propia identidad.
Es un cuadro mental de la empresa, que opera en un cuadro mental de la empresa, actúa según algún criterio de excelencia, y es apreciada por lo que aporta.

Misión
El ser lo que soy y a su vez me da los medios
Cómo vamos a hacer para satisfacer la visión
El medio que nos lleva para alcanzar lo proyectado
El enunciado de la misión nos dice cómo vamos a hacer para satisfacer la visión.
Señala qué actividades o servicios brindaremos a quiénes, y de que manera.
La visión es el lugar al que queremos ir, o el viaje que queremos emprender; la misión es el medio que nos leva a fin de alcanzar el estado de las cosas proyectado.
*
Es importante definir la misión y la visión porque si te conoces y sabes adonde vas la organización puede ser mas sólida y más segura.

Cultura

“Cultura...es ese todo complejo que incluye conocimientos, creencias, arte, moral, leyes, costumbres y tantas otras capacidades y hábitos adquiridos por el hombre como miembro de una sociedad”.

Tres características de lo cultural:

1. Se comparte socialmente, la cultura no es individual.
2. Se transmite, lógica consecuencia de su carácter social perdurable.
3. Se requiere aprendizaje, la cultura no se tiene de manera innata, se recibe por interacción con otros que la poseen, en un proceso que denominamos de socialización.

Cultura organizacional

* Es un aspecto profundo y complejo que no se puede cambiar fácilmente debido a que debe adecuarse a la situación de la organización.
* Incorpora elementos tales como:
* la filosofía empresarial
* los valores dominantes en la organización
* las normas que rigen los grupos de trabajo.
* Es un estilo organizacional y de comportamiento de los miembros de la empresa.
* Afecta los resultados de la empresa.
* Está condicionada por el entorno tanto interno como externo.
* Es una parte integral de la organización ya que abarca a todos los miembros que la componen.
* Se caracteriza por los principios o valores de la organización que se han desarrollado a lo largo de la empresa y en cada uno de sus integrantes.
* La función de la cultura de la organización debe ser la de guiar el comportamiento hacia los modos de acción que convienen a la organización y a sus objetivos teniendo siempre en cuenta a sus integrantes.
*
* Los Valores: Se expresan a través de rasgos de identidad.
* El Ambiente: Es la estructura de las relaciones de sus miembros (donde se mueven y desarrollan sus actividades).
* Las Normas: Controlan el comportamiento de la organización (de todos y cada uno de sus miembros).
* Las Reglas: Rigen el sistema de ascensos y el desarrollo profesional del individuo.
* Los comportamientos:...

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