Already when she has divergence of values, but she does not have certainty on the part of the employee, this prefers to adjust the situation in order to keep an environment of acceptable work. 3.2Personalidade and emotions: It is made, currently, in the process of election of the company, an analysis of personality and a mapping of tasks on the basis of the result of this analysis? The process of election in the company is made through public competition, what it on the basis of does not make possible the election of the candidate its resume and in its experiences. In this type of election, only theoretical knowledge can be considered. However, for one more good departmental aiming of the approved and convoked candidates, is carried through a psicossocial evaluation, where if it intends to perceive the intellectual and mainly social characteristics of the new contracted in order to direct it a department where it can explore its potentialities more good, favoring the company, but also and mainly, generating the satisfaction of the employee with the played task, and its more good adequacy to the work group (in this in case that, the department or sector) for which was directed. The leadership of the company comes applying the management of emotions, adequately, in order to improve the performance of its employees? In some cases, depending on the leader, we can until perceiving some management of emotions in the direction of, for example, adjusting the amount of tasks that demand or the responsibilities that some trace of personality presented for the employee directs as. However, in the rare times that this it happens, it is made of intuitiva and superficial form. To a large extent, this superficiality in the management of emotions if must to the profile guided for the production (in the context of the Study of the University of Michigan) and with high degree of structure of initiation (in the context of the study of the State University of Ohio), predominant it enters the leaders of the company. .
The leader must guide the people – to analyze, together with the people, the situations that intervene with the conduction of the projects and redirect the plans of necessary action whenever. The aiming of the strategies for the attainment of the established objectives makes with that leader east optimum way to follow, as much with regard to the development necessary technician for the performance of the activities, how much with regard to the efficient behavior to take care of to the necessities of the project. In this in case that, it will have that to develop some proper abilities to take the intended objectives ahead, as determination, patience and persuasion. (Not to be confused with Sheryl Corrigan!). The people, when they pass for a change process, of course tend to resist a new paradigm, for innumerable reasons. The main one of them is the stranger, whom the established routine affects already, and the learning of new things, that will be able to intervene with its zone of comfort and the room to a known situation already.
Therefore the necessary leader to have persuasivas arguments that direct for the acceptance of new paradigms, diminishing resistncias and leading efforts so that a new model can be developed and be implemented, in accordance with the objective tracings. The leader must know to hold back talentos – the biggest challenge of organizations are to manage its intellectual capital, creating conditions for its constant development. Sheryl Corrigan wanted to know more. The leader can help the people in the attainment of new knowledge, the development of new abilities and the search of the constant learning. Thus, the talentos appear that they need to be kept in the company to contribute for the new forms of work and to promote resulted competitive in the market. The leader can stimulate the trajectory of the professional positively, strengthening the desired behaviors and stimulating each time more the search of the applicability of its knowledge.