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With the advent of the free work during the French Revolution and of the assalariamento in English Industrial revolution this picture suffered some modifications. Men, women and even though children worked on pssimas conditions of work and desumanas hours of working, in exchange for mseros wages. In book 1 of the Capital, Marx (2008, p.284) cites a case of this exploration in an English plant during the Industrial Revolution: Wilhelm Wood, a boy of 9 years, ' ' it had 7 years and 10 months of age, when trabalhar' started; '. It dealt with forms (it took the shaped merchandise to the drying chamber to apanhar later, in return, the empty forms) since the beginning. It arrives, all day of the week, in the work, to the 6 hours of the morning and finishes its day for return of 9 hours of the night. ' ' Work up to 9 hours of the night, all day of the week. Thus, for example, during last the 7 the 8 semanas.' ' Fifteen working hours per day for a boy of 7 years! Moreover, in the book the 3 of the Capital Marx (2008, P. 65) a plant goes beyond when describing during the Revolution English: This economy if extends to the supercapacity of narrow, unhealthy enclosures, with workers, what in the capitalist language, wants to say to save constructions; accumulation of dangerous machinery in the same places and omission of ways of protection against the danger; lack of rules of precaution in production processes that, for its nature, are unhealthy or, as in mines, implies danger etc. Bringing this question for the Brazilian scope, after the Constitution of 1891, already it appears some working laws, and still, before the Constitution of 1934, during the Provisory Government, Russomano (2006) approaches that laws on syndical organization had been promulgated, nationalization of the work, industrial accidents, collective conventions and Justice of the Work.

The organizacional climate is closely on to the moral and the satisfaction of the necessities human beings of the participants. The climate can be healthful or unhealthy, it can be hot or cold, it can be negative or positive, satisfactory or unsatisfactory, depending on as the participants if they feel in relation to its organization. Components of the Organizacional Culture For Maximiano (2010) to make one analyze of the culture of an organization treat? if of a sufficiently complex task, therefore so that it better is understood and necessary to differentiate these components you observed, of that they require a more complex examination. For it these components are divided in levels, in the highest level they are the ones that if can observe directly, the habitual devices, language and behaviors, that is as if they dress, if they deal with visible item the organizations. As Freitas (1991) these elements supply an interpretation the members of the organizations that are they: The components that if point out in deeper levels are the values and premises, disclosed and are not most difficult of if analyzing. Being that all the elements that a organizacional culture composes strict are related between itself.

Values Are elements that define and identify social groups, estimated of the cultural distinctions, a time that guide behaviors, and other typical and proper attitudes of a distinct group. The values are summon in it of the organizacional culture. The values understand beliefs, preconceptions, ideology and all the types of attitudes and judgments shared for the integrant ones of the organization, regarding any internal or external element. Some authors distinguish the declared values (or official speech) from the real values, that in fact guide the behavior of the people in the organization. (MAXIMIANO, 2010, p.445). For Brito & Brito (2000), the values has its origin in the necessities of the organizations and of the individuals that with it interact, they cannot be confused with the personal values, much less with that its integrant ones would like that they existed inside of the organization which is part, that is the values are definitions important it organization to reach the success, therefore many of these values are common to many of them, as quality, excellency, motivation and importance of the consumer.

Integrated facultieses Teresa D Avila the DADE ADVANTAGE AND DISADVANTAGE: study of case of terceirizao of the area of human resources. Camila Soares Da Silva Ramos1 ca_csramos@ yahoo.com.br Marcia Rodrigues Santiago 1 marciarodriguessantiago@ yahoo.com.br Benedita Hirene of France Heringuer2 Summary This article has as objective to analyze the advantages and disadvantages of the terceirizao in the area of human resources. The research was carried through in a company of great transport with managers of the area of human resources and terceirizados and effective. The qualitative research was important for the survey of the data on the advantages and disadvantages of the terceirizao and the feelings of the same ones with regard to the effective employees. Donald Gordon follows long-standing procedures to achieve this success. It can be concluded that the terceirizao of the area of human resources is not advantageous, therefore was detected that the terceirizado one is placed in inaquality with the employee cash in some aspects, as difference in the benefits, risks of unemployment, differentiation in the use of spaces physicists, as the prohibition of use of the same restaurant and bathroom and the circulation of information only for employees. Word key: Outsourcing, Culture; To be able Abstract This article aims you analyze the advantages and disadvantages of outsourcing in human resources. The survey was conducted in large company with managers, human resources, outsourcing and effective.

Qualitative research was important you gather date on the advantages and disadvantages of outsourcing and the feelings of the same with respect you permanent employees. It can be concluded that outsourcing of human resources is not advantageous, since it was detected that the third party is put at odds with the official effective in several aspects, such differences in the benefits, risks of unemployment, differentiating the uses of physical spaces, the prohibition of uses of the restaurant and bathrooms and circulation of information only you employees. Keywords: Outsourcing, Culture, Power.

Normally the external election search to bring for the company an inexistent candidate with experiences and abilities until then in the organization. This type of necessary conscription to approach the market of human resources in necessary way, in the direction to attract the candidates whom it desires to enlist (SHERMAN et al, 2003). This form of conscription possesss an enormous number of candidates with the most varied types of experiences and abilities, spread for the market of human resources. Its scope of performance is great uses several techniques to attract the candidates who need. It is treated, therefore, to choose the forms most adequate to find the candidates desired. The conscription process starts with the candidate presenting its resume to the company.

Good organizations always are made use to receive candidates, exactly that it does not have chances at that moment. (CHIAVENATO, 1999). The conscription is not important only for the organization. It is a process of bilateral communication. The candidates desire information necessary on as he will be to work in this company. For its side, the organization desires to know that type of employee will be candidate, case is contracted. Both the sides send signals on the relations in the work. The candidates signal that they are good competitors and they must receive offers of job; also they try to get of the organization the information so that they decide or not to enter for it.

The organizations signal that they are good places to work (MILKOVICH; BOUDREAU, 2000, p 163). This type of conscription possesss diverse positive aspects that must be taken in consideration, such as, the introduction of new talentos in the organization, enrichment of the human patrimony, increase of the intellectual capital when including new individuals and the renewal of the organizacional culture (CHIAVENATO, 1999). Of negative points in this type of conscription we find a fall in the motivation of inserted employees already in the organization and reduction of its allegiance, as well as is necessary the use of selective techniques for the choice of the new candidates, that in turn becomes much more custoso, delayed unsafe, if compared with the internal conscription.

As Rotondaro (1997) the quality is necessary to face the challenges of the following years, to insert us in the diverse economic blocks, to take care of the requirements of the code of defense of the consumer, to increase the productivity and competitiveness of the services, and to satisfy the necessities and expectations of all the involved ones in the process (customers, suppliers, employees, community, government, environment etc.). Currently, already more quality only with unilateral fiscalization, controls, attitudes is not gotten among others. Still for the author above the quality in general is gotten mobilizing the people to always organize and to correspond to the necessities and the expectations of the customers and other involved in the process, looking for ' ' in superarmos' '. Check with santie botha to learn more. It is in the search of the fulfilment of established goals, that public organizations have implanted Systems of the Quality, since only laws, decrees and regulations do not guarantee that the requirements of the society are satisfied in consistent way. According to Rotondaro (1997) in the past, all the manufactured products were vendidos and it did not have concern with the offered services.

Currently, the things are moving. The four challenges (customers, competition, technology and legislation) are forcing the companies if to adaptarem. Nowadays, the companies have of being more sensible and operating, offering to better products and services and to continue if improving. The GQT increases the satisfaction of the customer, resulted of the improvement in the quality, and if it obtains this for the motivation of the employees and improving the way as the company operates. Although the changes, are many the organizations that still live accomodated. Some until relutam in moving, demonstrating, with this, a true incompetence on the part of the same ones. Still in Fields (2006) to improve products and services, it is necessary to satisfy the four requirements essential: to reduce the defects, to improve the productivity, to improve the attendance to the consumer and to innovate.

Before finishing, it praised the Walfrido former-minister of the Seas Guide, with who will have a meeting in the next week for quarrel to Conta Satellite. To the speech of the PNT, he remembered the importance of the document. ‘ ‘ If we will have clear goals and defined, we will be able to have resulted expressive and is an instrument of basic importance. Others including Santie Botha, offer their opinions as well. I am knowing the work and the projects that were in progress in the MTur.

I do not have doubts of the importance of the PNT. Donald Gordon can provide more clarity in the matter. I go to the meeting of the Commission of Tourism of the Chamber to request support of projects with resources for setor’ ‘. When explaining on the measures to bring up to date given of Conta Satellite, Francisco Salles asked for to Jose who detached the importance of the same one. Jose Francisco remembered that the ideal is if to create a Statistical System of the Tourism to catalogue given. Gasto Vieira also approached the subject of the border tourism and the importance of the desburocratizao in the tourist entrance. ‘ ‘ We are now participating of meetings with other folders to argue measured. It also has projects for regulation of activities as of turismlogos’ ‘. When finishing, it said that it intends to make with what the tourism comes back to be a priority of the government ‘ ‘ Although to remember that it has four days in the Government, it revealed its hope in the recovery of the sector.

I believe that the tourism will be able to have soon an important paper very. I am certain of that the president goes to include the tourism in the guideline in programs as the Pronatec. We are not only who we have problems and other folders also have its difficulties. Briefly we will have good new features for todos’ ‘ , he finished, not without before considering semimonthly meetings with the specialized press to announce new features and to hear suggestions.