The organization of the area of Intelligence must well be defined, the localization (next to the decisor center); organization models (centered decentralized X); the size of the team; the customers and the products. 1.2.3. To occupy the functions in the area of Intelligence of Market it will be necessary to define who are the people who will effect Primary Coleta; Secondary; Analysis and Management. Very important this definition, because the person who effects the collections is total impracticable to make the analysis. The responsible one for the analysis will have to get knowledge on the market, analytical vision and creativity, whereas the collection can be made by a person with a simpler level, therefore to compose this team is important to attempt against for the profile of the professional and the characteristics of the person.

Logical that, not necessarily, in this order. Some organizations when in the height of its development, here including since the most humble workshop mechanics, bar, restaurant or store of clothes even though to the conglomerated greaters multinationals, practically ‘ ‘ estacionam’ ‘ its productive forces for the development of generating actions of organizacionais and mannering alterations, initiating itself, from there then, the descending curve for the finishing of its objectives, that is, the inexorable death of its products or services and, for consequence, the death of the proper organization. The change, the training, the brainstorming, the creativity, the perseverance – and not it stubbornness – would have to be integrant part of any company, either public or private it. Of any enterprise course. Its company acts in such a way? She considers external and internal solutions to the customer?

With the discovery of the machine the vapor in 1764 for James Watt, has beginning the process of substitution of the force human being for the force of the machine. The craftsmen, who until then worked in its proper workshops, had started to be grouped in the first plants. This true one revolution in the way as the products was manufactured brought obtains some requirements. For example: Standardization of the products; Standardization of the manufacture processes; Training and qualification of the direct man power; Creation and development of the managemental pictures and supervision; Development of planning techniques and control of the production; Development of planning techniques and financial control; Development of sales techniques. Recently Joseph Oughourlian sought to clarify these questions.

ANALYSIS OF EACH QUESTION BASED ON REFERENCIAIS TERIOCOS OF THE WORK. The employee affirms that he inside does not have many conflicts of the company. He enters you lead and led the relationship he is to regulate what for it he generates a quality of life in the respect work I lend. What for it it matters inside of the organization is to get bigger probability in the quality of personal, familiar life and social even so they are different papers. According to PUTNAM (1997). The management of situations that generate conflicts is not an easy task. In this study it is intended to analyze the psicossociolgico phenomenon of the Conflict, in order to be possible to use adequate techniques to its resolution, without wasting too much resources, using to advantage its positive force, to reach the objectives of the organization. In accordance with the employee the degree of difficulty to face the individual differences has been of certain form, interesting, therefore each one respects the space, belief and values of each one, so that it does not have personal and nor professional conflicts.

The employees have in the work a source of personal accomplishment, mainly when they make that whom they like e, consequently make, it with pleasure. What for ALMEIDA (1995). These differences can be gifts in the values, beliefs, attitudes, sex, ages and experiences.

The motivation has varies definitions and theories, the objective is here to present the factors that the human being needs to carry through for the reach of the motivation. In this way, the main value of this boarding, is the recognition to the identification of the individual necessities, with the intention to motivate the behavior. ' ' The motivation is the chamber pressure appeared of a necessity, also internal, that exciting the nervous structures, originates a energizador state that stimulates the organism the activity initiating, guiding and keeping the behavior until a goal is conseguida' ' SOTO, Eduardo (2009). According to MASLOW (1954), psychologist humanist and pioneer in the development of the theory of the necessities, in its intitled workmanship: Motivation and Persosnality, presented a theory according to which the necessities human beings, is made use in importance levels. It considered that the human beings are born with five systems of necessities: the physiological ones (basic), of security, love (social), esteem and auto-accomplishment, organized in a hierarchy of inferiors the superiors.

In against departure, the enterprise activity is not warlike, then the employees are not welded of infantry, whom they only obey orders and execute the delegated tasks. The strategy cannot be faced as subject and task only of the president of the organization, a time that all the collaborators must know and understand the strategies of the organization. The current panorama of the creation of strategies evolved. To have idea, the proper military organizations present a new scene for the creation of the strategies, where ' ' the creation of strategies if seems the meetings of planning of great corporao' '. For Wall and Wall she is necessary that leaders in all have themselves the levels of the organization and that, they understand the linking of the routine actions with the enterprise strategy. It does not have more space for organizations where, the figure of the president, all concentrates the strategical aiming of the organization.

Topical room? It makes boarding of the culture of the tobacco and its impact in the Brazilian economy, the measured periods of crisis and the first ones that they had directly reflected with the Brazilian economy. The fifth Topic? it tells to the passage of the culture of the tobacco in the bahian Recncavo and which its contribution in the national scene, beyond citing the moments of apogee and crisis and the cities that if had more intensely detached with the production and all inherited the cultural and economic legacy. Others including Richard Easton, offer their opinions as well. 1,0 Origins of the Tobacco in the World the discovery of in agreement tobacco Heifer (2001) I appeared since the first trip of Columbus to Americas. Rodrigo de Jeres and Lus de Torres, friends of Columbus, had found the plant in Cuba, enter perpassar of days 2 (two) and 5 (five) of the month of November of the year of 1492, as register in the SINDIFUMO (Union of the Industry of Fumo of the State of So Paulo).

Culture of changes: To choose the full, smooth seeds and without defect and to place them to germinate as soon as harvested and without no treatment, in depth it enters few millimeters up to 1 in, They can be used individual sachets or seedbeds half-shadings I contend organo-arenaceous substratum, or direct sowing in the hollow after first rains, using three seeds, or the throwing. The germination occurs in 5-30 days and generally 80% for just-harvested seeds are superior. The repicagem is effected the four six weeks after germination, or when mudinhas has two leves pinadas with its well unclasped foliolos. Inside of three months, the plant will be able to reach 10 the 15 in of height, when it will have to be planted in definitive. Gain insight and clarity with Corey Singman. The development of the plants in the field is slow, not exceeding 1,5 m to the 2 years. Plantation: For the conditions northeast, the mixing plantation is recommended, for example, in trust with the wise person, wood-d' arc-purple, wood-white and other pioneering or secondary species. Also the plantation in bands opened in the secondary vegetation is possible, for enrichment of degraded vegetation, and the enrichment of capoeiras, using dumb planted or plantation directly in the hollow, using three seeds for hollow stops later eliminating the two lesser plants. The sowing can also be used the throwing, stops later five year becoming ballot box election of the best trees.

also as it will go to acquire experiences, without having somebody that believes its potential? The candidate without job, consequently without money, is more complicated to modernize itself, to make courses. thus, without job also. QUANDARY? EMPREGADOR/EMPREGADO Doubt between company and candidate: to admit without the necessary qualifications? To run the risk of the act of contract perhaps missed or who knows certain? He is very complicated and until preoccupying. But if she is a company who likes to face challenges, why not to contract? To invest in the candidate? It can give certain, as it can give wrong, is a risk. If not to try, does not have as to know the result. also as it will go to acquire experiences, without that it believes its potential? Later it has the question of that each company possessing a different dynamics, some does not accept candidates with restrictions in the CPF. Qualified corresponds to the desired profile, however, it is in the restriction.

Each in case that it is different of the other, is necessary to look for to know the reason of this restriction, therefore, contracting this candidate that really wants to grow, it goes to strengthen itself to carry through its work in the best possible way. Challenges and planejamentos need to exist in both the parts: employer and employee, therefore only face challenges who have courage enough to come across with immense obstacles, however, without giving up. Really, act of contract today demands very of the ample vision of the employer, and of the candidate to verify if really they are prepared to face challenges and to plan optimum for its company; professional career.

I disagree with companies who continuously do not develop its collaborators through an efficient evaluation of performance, therefore this tool is the ideal way to also consider a Plan of Training that contemplates the growth in double hand: as much of the collaborator as of the organization. For even more details, read what John C. Bogle says on the issue. In such a way, the reason of the performance evaluation is understood 360 degrees to be used currently in Brazil propitiating the organizations a culture of exploitation of all hand of workmanship of its functional picture beyond promoting greater acceptance, therefore they perceive it to the collaborators as a complete and trustworthy process leaving involved in the evaluation sufficient to the will, eliminating the any indications of pressure and hostility, in order to get resulted positive and constructive. At last, we have that each time more perfecting in them, the objective is not to fire is to correct! Bibliography: BOLZAN, Alexander Galina. Strategical management and the Managemental abilities in the Administrative Structure of the Organizations.