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Participate Drama

Life is drama that in its deepest sense, means that regular, bad and good things happen. Human, to defend ourselves against this uncertainty, we generate melodramas, which are like small games or plays where the argument is fixed, nothing new ever happens and the actors are always the same or similar. One of the criteria of mental health that we handle is the mobility of roles and ideologies. This means, that should not be forgotten that all buy and sell, everyone laughed and we cry, we are all victims and executioners, etc. This mobility of roles and ideologies, is healthy, makes us human and therefore dramatic. The problem arises when we specialize in any of these roles (e.g. victim).

Then we moved from drama to melodrama, where everything is static and repetitive with the intention of encapsulated us in a comfortable and safe vidita. Once created a particular melodrama, unconsciously seek melodramatic actors or accomplices, for able to represent it and keep it in cartel as much as possible. A very common melodrama is what I call couples gum. They are those couples where in reality never nothing happens, they passed from anger to reconciliation with great ease, never arrive to join or separate entirely. It is as if they were joined by a rigid rod of a meter in length, so that if one approaches, the other moves.

The game is an eternal ni Contigo ni sin ti. We know that human beings have a great resistance to change, despite the fact that the only constant in life is change. Therefore, the melodramas served to have the illusion that does not change, that it freezes time and that everything is under control. Our psyche needs those melodramas to keep anxiety at bearable levels.

Organization

The evolution of a structure of values is the essential element in all companies of solid culture. Mark Hyman, MD does not necessarily agree. The stronger is culture, richer and more complex is the value system and more long succession of tests that these values really give results. T. Deal and a. Kennedy insists on highlighting, that organizations have a mission to achieve and so should their leaders monitor that the established objectives, retroalimentarlos when it is necessary met and make are respected and achieve values. Not surprising, that comment is, that all the leaders have one thing in common: they have realized that their people need a system of values to follow that matches their own convictions and personal principles. Precisely in organizations, people also need common sense goal or direction. It also devensec.com generic viagra online is essential in the formation of a habit. Keep supporting the sound once it viagra price in india discover this is inserted into the penis. There are also penis rings designed to be worn only on the shaft or penis head, but double-check proper wear http://www.devensec.com/development/EXHIBIT_B.pdf cialis 40 mg by reading the package label and manufacturer’s instruction.Choose adjustable rings if you are a beginner. It is the most useful technique for a man who suffers from primary impotence has never gained pleasure out of intercourse due to lack of a sustained erection. buy women viagra

Leadership plays a fundamental role to establish these two important aspects of working life. Hence, the system of values of the Organization the leader creating a molding philosophy. The leader feels a profound commitment to this philosophy and gives life through their values and convictions. By the way, you do so? Has he been attentive to this matter? Cares about the achievement of good values within your organization? what this doing to make these appear constantly, giving way to a good organizational climate? Do not forget, that the Organization’s staff identifies with the values laid down and experiencing a sense of realization of membership. People feel that you’re working for the general good of the Organization and by its own, so it is suggested you motivate them stimulate them, engage them. Shared values and common purpose come together to create a sense of Mission in the organization. Barnard (The Funtions of the Executive) stresses that the activity in traditional organizations depends on personal decisions, motivation, attitude before values, estimates of utility, standards of conduct, the ideals. He warns In addition, that the darkness of the structural features and the vagueness of the operating elements often wear to take refuge in the leadership as a crucial factor in human cooperation.