CLT Employees
Legally the employees of the CORSAN, as well as of any another public company or mixing economy, do not possess stability, therefore they are prevailed by the CLT and not for the statute of the State servers. In a superficial evaluation this could seem a disadvantage in relation to the employees of the direct administration. In the practical one, however, thanks to the collective agreements, the employees and unions of these companies had obtained to join conveniences of the Estatudo of the Servers with the ones of the CLT. The employees of the CORSAN have, for example, weekly day of 40 hours, when the majority of the workers of the private initiative conducted by the same consolidation, works 44 hours per week. Another example is how much to the stability in the job: Nenhumn officially employee of public company has stability guarantee, in the practical one, however, the company simply does not fire its employees.
She is notable as these protectionistic characteristics not planned administratively and hardly imaginable in a private company, they finish bringing some benefits. We perceive that the majority of the employees found in this environment a place adjusted for the exercise of its professional life. The natural election was puted in charge to homogeneizar the picture of the company: The unsatisfied employees with the lack of perspectives and the previsibility of the plan of positions and wages finish if disconnect, others finish if adaptando, many find in it the ideal job and produce realtivamente well. One group that we perceive to be sufficiently significant is of people who search perspectives of cresimento in the market but time in the company is remained sufficiently, therefore perceives in it the chance to acquire experience while they search to improve its professional qualification for the academic formation being also considered the possibility of installment of competition in the proper company for positions for which they will be apt. Still thus, the number of completely not motivated people, and until moved away for psychological problems as depression, in function mainly of the lack of perspectives and challenges is considerable.
The biggest joined difficulties mention the knowledge to it that the majority of the employees has of the market, to supply a comparison parameter and thus to be able to evaluate the proper functional situation under the perspectives of the external way. The majority of the employees – about 75% of the picture of the searched superintedncia – is in the company has 15 years more than and amongst these the majority has in the CORSAN its only job. new employees had been almost unanimous in considering the company as excellent to work, they compared when it with its last job, and, according to its you command the production between these employees is considerably to mair that of old fucionrios. We discover that the relations of being able and the efficient leadership depend very on the contigenciais factors. In the case of the CORSAN, as the presented diagnosis, many factors are favorable for the leader beyond these many times not to more have the looked characteristics in the leadership. However, in an environment of freedom with little pressure for goals and almost the inexistence of the unreliability of the empregabilidade, the employees finish positively contributing for the matuneo of this order. The CORSAN does not depend on the safes of the government to remain itself, presents efficient management, although not necessarily efficient, and still you make use of proper resources to invest