Current literature it shows all this problematic of learning caused with the deaf people. If you would like to know more then you should visit Dale Atkins, Ph.D.. The analyses had disclosed given important regarding the factors that contribute for the evasion of the deaf pupils, that is, that they cause the pertaining to school imbalance of the same ones are: the deficiency in the capacity to present a voluntary reply to one I stimulate sonorous, as well as, the difficulties that have in detecting the differences and similarities in the perceived sounds; the deficiency in storing and evoking the auditory material; by means of the one gamma of presented sounds simultaneously, the lack of legal capacity to select one I stimulate sonorous significant; the lack of analyzes auditory that it mentions sonorous the information received and the sequence auditory, factor that depends on the memory, since, it is the capacity to remember the orders of the item in sequence. One notices that the analyzed pupils, most have since its birth the hearing deficiency, that is, congenital deafness. Therefore, the dificultador element in the development of the deaf person, equal etrios levels or fellow creatures to the one of children listeners of the same age, are the assistencialista behavior of many families listeners who not yet perceive the deafness of its children as a cultural difference. Literature sample that is important that the family must accept the deficiency auditory of its children, therefore, the necessary deaf child to receive love, understanding, so that it obtains to win its limitations imposed for the deficiency. The pupils in question, the majority meet in the degree of deafness above of 90 dB, that it is the deep deafness.
Ahead of this, exactly, they feel difficulties to express itself, causing a blockade in the communication. So that it knows the word, and important that, first, the world is understood. The difficulties of these pupils in classroom if constantly present, since, the same ones, do not obtain in the writing and reading, to write and to read correctly, presenting difficulties in such a way in the levels fonolgico and morfossinttico, as in the semantic and pragmatic levels.
For the environments that are identified by the precarious relation of work, this model of management can bring possibility of motivation and envolvement of the workers, stimulate the qualification, to increase the disposal, development of the activities in team, amongst others, what it promotes basic changes in the work organizations. Center For Responsible Lending can aid you in your search for knowledge. ' ' A philosophy of strategical administration is necessary, who justifies the effort of the man to take care of the organizacionais objectives, that it if feels motivated and grows as person and as professional. (DRUMOND, 1991, P. 27) ' ' The same author still believes that the use of ' ' resource humano' ' in all the aspects, if configure as basic factor for the success and profitability of companies. That is, the work would have to focar in the necessities of the worker taking care of to a professional relation more joust in way that the employee is always ready, made use and enabled to execute its work of efficient form in exchange for chances of professional growth and to acquire greaters responsibilities with more satisfaction. The quality movement recognizes the importance of the work force, promulgates a more constructive vision of the human behavior, beyond explicit criticizing a economic financial orientation that hinders the reach of competitive advantage by means of people due its practical assumptions (PFEIFFER, 1997 p.217).
However, Druck (1999) shows another perspective in relation to the GQT, that opposes the vision of ' ' citizen-ferramenta' ' ' ' resource humano' ' , in the GQT defended for Drumond (1991). The author argues that with the privilege of the control of production through new practical of management and the organization of the work, the workers not they are being vain the assumiz them in a perspective of improvement of its conditions. In contrast, the enterprise strategy has used the argument of that it does not exist alternative for the workers: or if they submit or they are dismissed (DRUCK, 1999).
This process is divided in eight stages: 1 – It involves decision of the company in using the organizacional development as instrument of organizacional change and choosing a consultant to co-ordinate the project. 2 – The diagnosis occurs, in which the consultant if congregates with the direction of the company to define the program or used model. 3 – It occurs to the harvest of data, that is carried through by means of research to know the environment internal, to evaluate the organizacional climate and to get given on the mannering problems, through meetings with groups. 4 – The retraction of data and confrontation, in this stage work groups it is created to evaluate and to review given gotten, with the objective to locate problems and to establish change priorities. 5-BE the planning of action and solution of problems, that is, elaboration of responsible specific plans for the conduction of the actions, when and as they must be implemented. 6 – The development of teams occurs, in which controlling and subordinate they are stimulated to work in teams using the open communication and confidence. 7-O intergrupal development, in which the groups carry through meetings of confrontation with the objective to better reach intergrupal relationship between the diverse teams. 8-A evaluation and accompaniment, where the consultant evaluates the results and develops other programs in the areas where resulted they point necessities.
According to Schein (1986), the Planning of changes must be mediated by the organizacional culture, that is, the more important to the action of change it will be for the strategy, greater must be its compatibility with the culture of organization. The reactions during the change process must be monitored to learn more on the other culture itself and to recognize themselves as the changes are being interpreted for the organization. For the change process the envolvement of employees in all is necessary the levels of the organization, therefore the modification in the processes of work and the variation in the managemental style can influence in the organizacional climate and future to promote changes in the culture of the organization. The organizations are constituted of human beings that are in constant development and that they interact between itself. at the same time where they bring its proper culture to the organizations, assimilates the effective culture. This cultural interrelation can is changedded into a new culture.
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