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Reservations Star

(Function lock all doors, feedback, autostart – it is for your convenience), 2) Reservations glasses. Book glasses – it's actually the same tint, but the film is much thicker and break the glass improvised means (motorcycle helmet, such as usual), it becomes impossible. Protection against 'hijacker layman "with them harder, they are not just stole a car and already know what's what. So how can we resist them? What they are doing or trying to do, to steal car? 1) Breaking Glass. Defense: Book of glass, alarm system with siren, which will attract attention until the thief tries to break the glass, and 2) Open the hood. Defense: mechanical lock on the hood, and 3) start the car.

Defense: immobilizer (with an identification mark, or fingerprint reader), 4) To go by car. Defense: mechanical lock the steering shaft and / or mechanical locking gearbox. Protection from 'professional thief' How sadly, but such does not exist. "Masters" of his case will be within a month to track down the car and pick a convenient time. Typically, such hijackings occur on demand and in the quality of the work is not so good doubt. But they can interfere, thus increasing the chance that your favorite car will be in place, the truth means to do so is not cheap.

What can I do? Any remedies car – this time for professional thief! Means necessary to put that protection, which takes the most time at the intruders: 1) All the above funds, 2) a satellite tracking system for the car, 2) Manual alarm system 'Tehnoblok. What to choose? Adding a bit of concrete, based on our experience we can advise: Alarms Star Line, in particular Star Line Twage A9, Star Line Twage B6, Star Line Twage B9. Alarm 'StarLine "refer to systems of high technological level extensive protection, anti-theft and service capabilities. Well as to the merits of these alarms can be attributed the relatively low prices. Immobilisers: Black Bug Super and Black Bug Biocode. Mechanical anti-complexes: Dragon, Mul-T-Lock, Garant, Tehnoblok (TECNOBLOCK). Gsm-ins: Reef GSM-2000, Reef GSM-3000 satellite tracking systems: Cesar Satellite, CobrConnex All of the above remedies can and should be combined and then choose what you like, but remember that the best protection – complex.

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Luis Martinez

The measurement of organizational climate is usually done through surveys applied to workers in an organization, or any area within it that you want to measure. Although there are different instruments, methodologies and surveys to measure organizational climate, almost all agree on the need to measure the properties or variables into two parts: one, the currently existing organizational climate, and other climate organizational as it should be. The gap between the two measurements is very useful for diagnosing organizational problems, which could be subsequently scanned and corrected. Some of the relevant variables when measuring employee satisfaction, and have proven to make a significant difference in the results of an organization, include flexibility, accountability, standards, forms of reward, clarity and commitment to team. All members that are part of the team of organizations play a decisive role in pro of organizational behavior, therefore, in the results of climate, jobs are individuals with knowledge, behaviour, personality, needs, performance, habits, culture that must know you handle in order to get the best of the best of them. All organizational climate involves a series of elements, components that cannot be ignored as Luis Martinez reminds us of them: climate refers to the characteristics of the working environment. These features are perceived directly or indirectly by the workers who work in that environment. The climate has implications for labor behavior.

The climate is an intervening variable that mediates between the factors of the organizational system and individual behaviour. These characteristics of the Organization are relatively permanent in time, differ from one organization to another and from one section to another within the same company. The climate, together with the structures and organizational characteristics and the individuals that compose it, form an interdependent system highly dynamic. The perceptions and responses that span the organizational climate originate from a variety of factors: factors of leadership and management practices (monitoring types: authoritative, participative, etc.).