RODRIGO GONZALEZ FERNANDEZ, SANTIAGO CHILE.

RODRIGO GONZALEZ FERNANDEZ, EN LA ACTUALIDAD DIRIGE DESDE SANTIAGO DE CHILE 46 BLOGS TEMÁTICOS EN LA RED

Va  cubriendo areas muy interesantes como blogempresa, derechoshumanos, vinos, agricultura, mineria , biocombustibles, energía nuclear, OTEC-chile  ( blog privado) ; tabaquismos21, librocomentarios; lawyerschile; derechovirtual; observatoriopolitico; corrupcionchile, defensorpueblo, COLECCIONISMO , chileportal , lobby, teletrabajorg ,blogs y empresas.; cursosycharlas; etc. etc.

En el caso de consultajurdicachile.blogspot.com hoy ya  tiene 2632 entradas a las que hay que agregar otras 2500 entradas de un blog anterior que no se ha podido actualizar más por deficiencias en blogger.com, lo que gace un total de 5.162 entradas . Esto es una cifra muy importante digna de destacar.

Entonces, Rodrigo González Fernández, se ha transformado en un referente noticioso en la blogosfera nacional e internacional  y ha señalado que el objeto es reunir informacion  DE CALIDAD Y CLASIFICADA DE LAS MEJORES FUENTES y opinión en los diversos temas , para luego dictar charlas, cursos, talleres en empresas, organizaciones en Chile y el extranjero.

 

LA ORGANIZACION

SANTIAGO - CHILE

 

 

 

¿podria suceder esto en chile? ¿ hay indicios?

Acusaciones por fraude en Wall Street

La SEC acusó a empleados de varias de las mayores firmas financieras del país. El gobierno de Estados Unidos acusó formalmente a 14 personas por su supuesta participación en una red que se dedicaba al abuso de información financiera privilegiada. La agencia federal a cargo de la protección de los inversionistas y el mantenimiento de la integridad del mercado de valores, Securities and Exchange Commission (SEC), dijo que se trataba de una de las mayores redes de este tipo descubiertas en los últimos 20 años. Según la SEC, la banda obtuvo beneficios por más de US$15 millones. La agencia dijo que los acusados utilizaban información privilegiada de miles de negocios, robada a la empresa de servicios financieros UBS Securities LLC y al banco inversionista Morgan Stanley. "La acusación de la SEC alega que ocho profesionales de Wall Street -incluidos un director ejecutivo de investigaciones de UBS y una abogada de Morgan Stanley, dos agentes de bolsa y una empresa de operaciones con posiciones abiertas y cerradas el mismo día- participaron en la conspiración", dijo la agencia federal en un comunicado. "Los acusados también incluyen a tres fondos de alto riesgo (hedge fund), que fueron los principales beneficiados del fraude", señaló la SEC. Alto riesgo Entre los imputados están Michel Guttenberg, un director ejecutivo y cliente institucional de UBS, quien presuntamente aceptó cientos de miles de dólares a cambio de información que suministraba a los agentes bursátiles Eric Franklin y David Tavdy, el primero de los cuales dirigía un fondo de alto riesgo. Una ex abogada de Morgan Stanley, Randi Collotta, y su esposo, Christopher Colotta, también fueron acusados formalmente. "Nos indigna que un ex empleado supuestamente haya robado información confidencial de la empresa", dijo un portavoz del banco inversionista, uno de los mayores de Estados Unidos. "Hemos cooperado con las autoridades y seguiremos haciéndolo", añadió.

Saludos cordiales
RODRIGO GONZALEZ FERNANDEZ
CONSULTAJURIDICACHILE.BLOGSPOT.COM
Renato Sánchez 3586 dep 10
Santiago, Chile

Lean en este boletin buenos articulos para la empresa

·   See Tom Live in Connecticut   ·   Leading Multi-Generational Talent   ·   New Addition to the Wow!Store   ·   Cool Friends   ·   Diversity Through the Ages   ·   Banners        Tom Peters Times - March 2007 See Tom Live in Connecticut The Quinnipiac University School of Business in Hamden, Connecticut, is presenting a Business Leadership Forum, and Tom will be appearing along with several other speakers. It is sponsored in part by a friend of Tom Peters Company, the Miller [Insurance] Agency. Space is limited, so act soon if you'd like to attend. To register, go to www.quinnipiac.edu or call 203-582-3766 by March 9. Leading Multi-Generational Talent How can Leaders possibly build a culture that shouts "Great Place to Work!" when it appears that their workforce that spans four generations has so little in common? Today, the Generational Differences can be daunting. From tattoos and pierced body parts of the young Millennials, to stories of D-Day and hip replacements for the World War II Generation - workplace demographics now span four generations. For the first time in modern history, twenty-two year old new grads are working side-by-side with colleagues who are as much as fifty years older than they are. There are bosses of all ages, and it isn't unusual to find Gen Xers supervising employees who are older and have more experience. It's true there are many differences among the four working generations. However, the good news is that there are also important commonalities. At Tom Peters Company, we've found that our clients are successful when they create Best Practices in their workplaces that support these similarities. Similarities among Millennials, Generation X, Baby Boomers, and World War II Generations include: - People of all ages view work as a vehicle for personal fulfillment and satisfaction, not just for a paycheck - Workplace culture is important to all employees. All generations (91%) agree that being trusted to get a job done is the number one factor that defines success. Although 86% of employees said they need to feel valued by their employer to stay happy, only 37% indicated they get such on-the-job feedback - More than 6 out of 10 employees would like their employer to help them with career planning - A large portion of all generations defines success as finding a company they can stay with for a long time - Flexibility is important - 67% of people ranked flexibility as part of their definition of workplace success. Leaders can create a "Great Place to Work" culture by understanding and taking action around these generational commonalities. (Research: Randstad, Raines, Murphy) Dr. Susan Murphy, Principal New Addition to the Wow!Store In the Company of Women, co-authored by Dr. Susan Murphy of the Tom Peters Company, demonstrates how conflicts between colleagues can be transformed into productive working alliances. Today women in the U.S. own 50% of businesses and hold 50% of professional / managerial jobs, and this timely, important book focuses particularly on the unique characteristics that exist among the behavior of women in corporate settings. Offering ground-breaking insights into the meaning of everyday behavior, In the Company of Women draws on the latest research on brain structure, genetics, and socialization to explain the unique challenges and positive opportunities that arise among women working with women. The authors challenge readers to explore their own personalities and behavioral tendencies whiles giving insight into techniques and strategies for building successful relationships. It explains how to keep female-to-female relationships positive whether you are female or male, the manager or a member of the team. Pick up your copy here. Cool Friends Rod Beckström is a successful serial entrepreneur. He's also on the board of Environmental Defense, and co-founder of both the SV2 philanthropy network and Global Peace Networks. Read his Cool Friends interview, where he discusses his recent groundbreaking book on decentralized networks, The Starfish and The Spider: The Unstoppable Power of Leaderless Organizations (coauthor: Ori Brafman). The book contrasts the control-center structure of a spider with the decentralized structure of a starfish to reveal compelling lessons about organizations. Diversity Through the Ages Generational diversity in the workplace is quickening, making it more and more likely to find a wide range of ages in any given organization. In the decade between 1993 and 2003, the number of college graduates increased by 40% ( National Science Foundation) , pouring more and more skilled workers into the workforce. These initiates must not only compete against each other for employment, but also against individuals already in the workforce who have accumulated years of on-the-job experience. As Dr. Murphy states, most generations are in agreement over which job traits they deem important. With the increase in competition for choice positions, how does one—from any generation—set themselves apart enough to secure the job that will make them happy? The answer lies at the core of every organization: Brand. The brand of the organization, of the individual, and how well the two coincide is what differentiates the quality of employment. Those individuals already steeped in the workforce have been building their personal brand throughout their careers. They know their strengths, weaknesses, preferences, and accomplishments. This helps them narrow down where they are more likely to fit and perform well. For the more recent entrants, they have the opportunity (and, in recent years, the inclination) to rapid-prototype how they fit into different workplaces. By "trying out" different realms of employment they not only build their personal brand around a diverse skill set, but also learn first-hand what environments are conducive to their performing well. Building and understanding this personal brand can be difficult, however. It begins with comprehending one's own traits—both positive and negative—and applying them toward projects that showcase the talents that one can provide. Capitalizing on generational differences can be a good place to dig in, as they can highlight changes in what employers previously valued and what commodities are in high demand now. With such variation in the workforce available, being able to stand out as one's own brand has never been more important. Building a brand portfolio is an ongoing process. By paying attention to and keeping track of the constant change in the workforce, one can keep ahead of the pack—regardless of which generation they are in. Nick Adams, TPC .............................!............................. Subscribe at http://www.tompeters.com/your_world/join_the_fray/ (C) 2006 tompeters!company Send this mail to a friend

Saludos cordiales
RODRIGO GONZALEZ FERNANDEZ
CONSULTAJURIDICACHILE.BLOGSPOT.COM
Renato Sánchez 3586 dep 10
Santiago, Chile

Los coches alemanes dejan de ser un gran negocio

Los coches alemanes dejan de ser un gran negocio

Posted: 02 Mar 2007 02:41 AM CST

Un artículo en The Economist (en inglés) afirma que los coches de lujo alemanes no son el negocio que era antes. Tradicionalmente los coches alemanes eran un gran negocio para Alemania, eran productos de alto valor añadido, la industria alemana de la automoción era la mayor industria del país. Mercedes y BMWs eran los símbolos de la supremacía tecnológica de un país, su alto valor añadido había hecho que no fueran tan susceptibles de ser deslocalizados a Europa del este, o incluso a China. Ahora los concesionarios Volkswagen son los que más incrementan sus ventas.

No obstante las circunstancias han cambiado, el precio del petróleo sube y los combustibles alternativos todavía están por llegar. Las restricciones medioambientales crecen, así como las del tráfico rodado, como la famosa de Londres, la conciencia medioambiental por su parte empieza a influir. Cada vez se vuelve más difícil encontrar aparcamiento en las grandes ciudades. ¿Sigue siendo tan interesante comprar un coche caro, contaminante y difícil de aparcar?

La industria alemana ha hecho intentos para no quedarse atrás en los nuevos gustos de los consumidores, los Smart, la clase A de Mercedes o los MINI de BMW han sido intentos de fabricar coches pequeños, pero como indica el artículo, no son coches baratos.

Puede resultar fácil criticar a la industria alemana por no haberse adaptado. Se les puede acusar de falta de visión comercial, de falta de visión de futuro, se les puede acusar incluso de no haber interpretado bien las investigaciones de mercado. ¿Era tan fácil adaptarse?

Tradicionalmente en Marketing siempre se ha dicho, hay que dar un mayor valor añadido, hay que ofrecer más al consumidor, hay que dar más por el dinero. Es decir, hay que fabricar coches más grandes, más caros y con más opciones, pero no es habitual decir: cuidado, puede que el consumidor busque todo lo contrario, puede que busque precios bajos y simplicidad; a pesar de que algunos grandes negocios como IKEA, EasyJet o TESCO se basen exactamente en precios bajos y menos servicio.

En resumen, una mala noticia para la industria alemana, una interesante noticia sobre hacia donde van los caprichosos gustos de los consumidores.

Saludos cordiales
RODRIGO GONZALEZ FERNANDEZ
CONSULTAJURIDICACHILE.BLOGSPOT.COM
Renato Sánchez 3586 dep 10
Santiago, Chile