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News Roundup: winter business, fraudulent dismissal

"Businesses that can warm the winter"
One product that puts the sweet to the gray of winter is the pudding, dessert at this station increased its sales by 50%. Coffee is a beverage that is positioned in the minds of consumers that if once a year the average consumption was 400 grams per person, now the figure is 600 grams (equivalent to 85 cups). Chocolate is another drink that uses the cold season to increase their marketing. Another business that benefits the station is the grilled chicken. As this is a food that is eaten hot, the number of people visiting this area establishments increases up to 15%.
Source:
Perú21

"fraudulent dismissal and refusal to submit to the dosage ethyl"
According to the Constitutional Court, dismissing fraud occurs when a worker is dismissed with evil spirits and sponsored by deception, what happens, for example, where it is alleged the job done well not exist, false or imaginary or not attributed to a lack under the law violates the principle of criminality or the extinction of the employment relationship will defect by fabricating evidence.
Source: El Peruano


Note:
For more news click the link to the source.

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Pro Youth - Youth Training Building Peru

The objective of the program is to facilitate access to formal labor market of young people aged 16 to 24 years old and of limited economic resources. Projoven

aims to help young people, aged 16 to 24 years of age who wish to be trained and could not do it, supporting one of the most important tools that can be overcome: JOB TRAINING

Will you be participating? : [click here]

Source:
MINTRA

Note:
For further information click the link to the source.

consists

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IMPORTANT! MIDWIVES TO THE CLAS

Please note that we left on Friday Maldonado 13/05 at 06:00 of the esplanade of the University (July 18, and Eduardo Acevedo) and returned the day from 15/05 to at 20:00 from the campus of Maldonado.
Accommodation for the entire delegation of Uruguay will be at the Club Advocate, in which there are several bathrooms with showers and where we camp, so is important to bring:

-Tent

Sleep-Over

- Cutlery, plates and glasses

-Elements personal hygiene

Any questions may be directed to the official facebook CEDEP or mail: cedeparteras@hotmail.com

Greetings

CEDEP

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Temporary income generation and capacity development for the unemployed in urban and rural areas, primarily favoring those with lower levels of income, in poverty and extreme poverty, through project financing of works and services labor intensive, presented by the people whom he addresses the Program, as well as by private entities, and they organized local, provincial and regional.

The selection of participants was conducted in the target population and priority is given to parents or mothers, who can prove having at least one child under 18 old. Also be considered within the participants, up to 25% of young people (male or female) between 18 and 29 years of age without parents assume the responsibility of caring for elderly or minors (family burden) or present unsatisfied basic needs. Also considered the inclusion of persons with disabilities, to a maximum of 5% of project participants.

you be participating?: [click here]

Source:
MINTRA

Note:
For further information click the link to the source.

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!


This is the first time you perform a Latin American Congress of Health organized by student centers in the area of \u200b\u200bhealth in Uruguay as well as students and workers in Argentina, Chile, Cuba, Ecuador and Venezuela.

We as student center is the first time we participated in organizing such an important .

sa call on everyone to participate on 13, 14 and 15 May in Maldonado, Uruguay, registration will be until 29.04 at the door of the school from 12:00 to 15:00 at a cost of $ 200 which includes food, accommodation and transport.

may find the program at the registration desk or official facebook CEDEP.

L @ s hope!

For more info: http://congresolatinoamericanodesalud2011.blogspot.com/p/el-congreso.html

Greetings

CEDEP

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News Roundup: availability of the CTS, T-register, inspection labor, non-union benefits

"Free availability of the CTS may be removed only on Saturday "
CTS Using money from Sunday May 1st will be a privileged few, because to withdraw its free availability, the employee must have six plus accrued wages surplus Compensation their own time in Services (CTS).
Source: Trade


"job changes come"
from 1 July will take effect on T-Log, a new information system Sunat working, whereby workers or pensioners must submit evidence of the condition of the beneficiaries, ie family members the worker or pensioner.
According to the recent changes to the regulations of the Law on Inspection, the Ministry of Labour officials are empowered to oversee the day the complaint is taken in cases of unfair dismissal, accident, strikes, closure of the workplace , among other matters that require immediate intervention.
According to recent Supreme Court jurisprudence, the company workers are not unionized themselves can access the benefits of the collective agreement to obtain the union of the company, provided that the member has more than 50% of workers a company, unless the agreement itself specifically otherwise stated.
Source: El Peruano


Note:
For more news click the link to the source.

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News Roundup: business ideas, workaholic, occupational hazards

"Jorge Bendezú of itinerant entrepreneur"
Tired of working for others, took the S/.1000 had savings and started as a street vendor. "Many doors closed to me, there was also fraud and delayed payments." But George went on, more so because their parents, and Eleuteria Bendezú Germain Miranda, supported him. "They told me to continue. He had shelter, food and shelter, so I only have left to do my part: persevere. "
Source: Management


"Working a lot can be dangerous,"
A long-term study has shown that working more than 11 hours a day increases risk of heart disease by 67% compared to being job in the usual 7 or 8 hours a day.
Source:
Perú21

"62% of Peruvians are addicted to work" work more time
fixed hours, take work home every day, avoid taking vacations, and constantly put aside the family weekends are some of the patterns that indicate a person is falling an addiction to work.
Source:
Perú21

Note:
For more news click the link to the source.

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News Roundup: entry in the labor market, business ideas, working mother

"Peru: 48% do not work on anything considered"
48% of professionals would play in a field of work that has no relation to what they studied. Of these, 45% chose the commercial and sales, 19% chose the area of \u200b\u200boperations, 12% work in finance and administration, 10% in telemarketing, 9% in technology and informatics, and 5% marketing and advertising.
Source:
Perú21

"I have to reinvest to grow"
"I worked almost eight years in various state institutions, but he was not happy, I felt I did not grow," says Claudia. Then he began to work in parallel on a personal project for some months that haunted him in the head his own company, a floral shop delivery.
Source:
Perú21

"Moyabamba Youth leaders form their own 'eco-business,'" Young entrepreneurs
Moyobamba, San Martin, created a recycling company in order to improve economies and contribute to the environment.
Source: The Republic


"Press infants in work"
Many women in the country reduce breastfeeding their babies before the pressure exerted by colleagues and managers, poor information and the absence of feeders in the public and private institutions.
Source: El Peruano


Note:
For more news click the link to the source.

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Job (public) New stage


Source: MEF



Source: MINDEF



Source:
MCULTURA


Source:
MINCETUR


Source:
MINAG


Source:
MINTRA



Source:
MINTRA

Notes:
1) Click on the image to better visualize the data.
2) For more information click the link to the source.
3) The information published is only referential.
4) This information will be updated during During the week, so we suggest its review until next Monday 02 May in another report to be published.

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Thank you for your comments and messages to our e-mail, during this stage of restructuring of the website. From the date we will publish daily information relating mainly to the following topics:

1) Job opportunities.

2) Business Ideas.

3) Current news on the labor market.

4) Content of labor standards.

5) Others who are nominated by our visitors.

On Saturdays, Sundays and holidays (in Peru) we update the information published during the week, so in those days usually no publications.

This information effort will be made possible by financial contributions of our customers, whom we will provide ongoing information and advice from wherever they are, through our Facebook page , email, text messages (SMS) or by messenger : asesoriaonline@hotmail.com

Just for clarification, our clients are those who contract our services, information and advice on the above topics.

People who are not our customers, can collaborate with us by commenting or sharing this page with your contacts (active visitors.) They may benefit from the information here can also post your questions in the Wall Facebook page to get help from other members. Exceptionally active visitors can receive information from the site administrator, but may not receive counseling by messenger or by email. Therefore, only they may receive information about job opportunities by SMS or email, for free.

For questions, comments or suggestions, please send it write to us: infoempleosperu@gmail.com

to that address also may request information about our services.

Thank you and keep working for you.

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Our own version of Kyrie Eleison Gregorian Chant XI

Finally we end our music production and want to share with you. We learned a lot in developing this proposal:

- To begin each trial from the silence of all.

- That the trial involves not only repeat the work but involves corrections, changes, directions and thinking about what we are doing.

- The importance of listening to proposals from all to achieve consensus.

- That the matter of music history is not just about the past and a theoretical view but it can occur in musical practice, the development of creativity and collaborative work.

What else have we learned? I hope everyone's comments !!!!!!!!!!

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What about a sort of Gregorian chant? As a student many times I thought: How boring! However, now a professor try to find a new twist to that content that seems so far to the students. So in music history teacher we are walking a small project which consists of several stages and whose ultimate goal that the students know and learn about Gregorian chant, the sound and the socio-historical context that conceived.
first started to see a score Gregorian truth (well. .. a copy of Liber Usualis!). Students examined the signs that appeared there, they asked, they asked, were shocked and amazed. Then, we translated this song to the current notation and then sing (And check whether it was understood that he had explained.) Kyrie is a very beautiful! We discovered together that sound so wonderful and invited them to develop their own version of the melody. Is a small group of 9 students so that together they developed their proposals. Today is the last rehearsal and recording of the final product.
We will also work in this power point to suggest them:
http://www.slideshare.net/florencia.igor/2-el-canto-gregoriano-2328307

upload it to share tomorrow! What do you think this proposal? What other activities suggested for teaching the basics of Gregorian chant?

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Sharing a conference on leadership of women in the Third Social Sector, under the Congress :

"When Table us to speak on women's leadership in the organizations of the Third Social Sector , it seemed a very ambitious but exciting challenge, then no studies on this issue in our .

Yes there has been some analysis in other parts of the world, but the fact is that we can talk leadership of women in the Third Social Sector without a scientific base of support.

So what we give is based on: what has been studied on social leadership ; what has been collected on women's leadership to other sectors, and what brings the experience of having worked with and for women who are leaders of the Third Sector Social entities.

DATA ...

The first thing we did was look quantitative representation of women in leadership positions.

Here the source closest recent and interesting for you is obviously the study done by the Social Observatory of the Third Sector on the Job sector . This study points out an interesting statistic on the representation of women and men in management positions: the balance 70-30 .

Despite the organizational structures of this sector are largely composed of women (73%), the proportion is reduced when we go climbing the ladder of responsibility, arriving to spend the balance when we get directions, where women represent 32%.

These data are repeated throughout Catalonia in Spain. The study "The Accounts of Social Economy", prepared in 2005 and updated in 2010, speaks of the institutions of the Third Sector Social Action understood this as the format for volunteer organizations, associations and foundations of public service activities that develop social and service activities mainly collective and vulnerable or at risk of social exclusion.

The study reiterates the exceptional presence of women in organizational structures of the Third Sector for Social Action (76% of total), with exceptional cases like the overwhelming public interest associations (84%) . According to the study, this is one of the most clearly defining the Third Sector for Social Action, managerial structures that are not reflected, then, as happens in Catalonia the whole of the English men run most of these entities (more than two-thirds of the tested).

This information indicates that, despite the Third Sector has a social policy female representation ratios much higher than other sectors, tendency to "lose" human capital feminine pieces that go up in level of responsibility is repeated in any organization, whether business, public or social action.

" not have statistics that allow us to identify the impact of gender roles in the position professional women working in the Third Sector. This absence of statistical data, although new studies appear everyday on the impact of the social economy in the overall economic activity, is in itself a sufficiently significant information regarding the existence of a vertical segregation. "Fine Rubio, president of the Foundation Exit , 2005.

qualitative information

But as we said there are no studies that address what are the styles of leadership and management bodies of the Third Sector Social, and therefore beyond the data on who takes jobs where you can exercise leadership in organizations, we can not know what principles, values \u200b\u200band leadership practices are developed in the Third Sector Social Catalan and to what extent women and men There are contributing.

Since we lack a better knowledge of the added value they bring people who lead the organizations of the Third Sector Social , we collect here what we know of social leadership in Catalonia.

A) The social leadership ...

In 2009 Jaume Bofill Foundation released a study on leadership in Catalonia, which examines the roots of civic engagement of certain people over time have been considered "community leaders". The study called "The sources of social leadership."

The notion of social leader identifies that person "who works (remuneradament or voluntary) in various areas of our society, act as a catalyst for social change; performing, inspiring and devising joint projects within the d an entity or organization; socially innovative projects that address the common good. "

Thus, this study defines social leadership from a wide concept, not restricted to the third sector, or even the third sector in general, and also includes profiles of the political, business, religious, sports, etc.. Suffice to say, but of the 109 individuals selected, only 22 were women , most of which belonged to the Third Social Sector yes.

Obviously, as we said, the study does not stop at identifying differences between men and women, but to generalize the results, but offers an interesting conceptual framework that helps us understand what is the nature of leadership in social Catalonia.

Of all the findings noted, we are left with two:

1) No single form of exercise social leadership , however:

* Yes seems to be There are two types of social leadership ideals: the visible and invisible, or put another way, the charismatic, public recognition, heavy ... or discreet, silent, unknown, subtle ...
* In the social sphere, there are two ways to exercise leadership particularly Presents: server leadership, one that is based on the desire to serve others, beyond personal interest; cooperative leadership, one that relies on consensus building, both internal and external activation and a constant process of negotiation to arrive at shared visions.

2) leadership in the social field "is not a question of rank or hierarchy but clearly a responsibility" towards the contribution to social transformation.

But "it is not polite Valiente quit it" and social leadership also has to do with the organization and management, with the assumption of responsibilities by taking decision to search (sometimes painful) resources, and driving very difficult challenges.

The combination of practical issues with ethical, causes some common traits in people who lead socially. Some common traits that are related:

* principles and values \u200b\u200bon which the person acts with consistency and leader and expect it;
* deep meaning because they what they do;
* Interpersonal skills based mainly on the capacity of weaving complicity, build complementary teams and solids to generate a high level of confidence in the abilities of people to target and engage the community to generate a kind of "collective self" about what is being done;
* personal qualities of involvement in the exhaustive work; capacity and persistent positive reaction to the difficulties of constant questioning of reality and therefore permanent search of new challenges, to remain firm in in the social sector, the desire to transcend personality, humility is often rejected as its own concept of "leader".

could join, then that Third Sector organizations collect Social own forms of leadership, though perhaps share them with the non-profit sector in general.

What, but the role of women in leadership in this sector? ¿Women and men lead differently?

B) The leadership of women ...
leadership of women and men has been studied mainly from the business side, and took the last 40 years in parallel to the analysis of leadership in men. From this perspective there is that:

1) studies indicate that there are different leadership styles and organizational, in general, men and women bring different skills of leadership .

women leaders have been identified as a more humane, egalitarian, empathic, prone to collaboration and participatory both internally and externally. The men were identified as leading to more autocratic, competitive, aggressive, dominant, charismatic and decisive. These skills

stereotypical not produce a biological question (despite numerous publications try to explain the brain differences between men and women and its impact when directed work teams).

No, these differences occur especially for a differentiated and socialization, therefore, learning different skills, learning is influenced by the roles that men and women have played throughout world history and, despite progress in some part of him still playing.

this social construction of gender roles n'anomenem , ie those behaviors that are expected of us if we are women or men. Not the same woman was here today, here and 50 years ago, but neither is the same woman today and be here today and elsewhere.

2) The analysis has assumed leadership in general that organizations with male leadership styles were the norm optimal, so that the leadership was measured with the stereotype of women as men. That s'en androcentrism says. So the results have been unfavorable to women, the best, and clearly negative for the image of leaders, at the worst.

Many studies, but also suggests that in hierarchical organizations, autocratic and a competitive work culture and aggressive, women who exercise leadership roles do from the male stereotype, adapting to the environment by imitation.

Thus, while women exercise leadership styles "male" can be labeled more tough and macho men that their own leaders. If instead exert leadership styles "feminine" can be labeled for soft, weak and little fitted to command.

C) What do you think some women are leading organizations in the Third Social Sector ...

Women who currently lead organizations in the Third Social Sector share some things in common:

a) In general not feel comfortable in the role of object observation . Many of them have built their leadership in organic and social evolution and some of them believe what they do and how they do, not because they are women, such as having social vocation.

This view is very personal, from personal experience, but also clearly identify that there are certain general differences between men and women who lead organizations in the Third Social Sector.

Some see clearly that if they had been perhaps the way in which men have built the leadership would be different.

b) In general not feel comfortable in vertical organizations, rigid and based on the power . There is a need to appeal to the authority of nature, the absolute confidence in the people chosen to accompany them, and the recognition and involvement of its teams in the intimate reasons, in the final sense, what being done.

Women who are not in charge of the Third Sector Social institutions, but who have responsibilities also meet these standards: need to make teams based on collective intelligence, respect, flexibility , on commitment and trust. Expect people to accompany the same as given.

WHAT IS THE ...

know better leadership in the Third Social Sector entities could allow to identify the value added results in terms of human, social, economic and organizational.

know best what skills, attitudes, skills and behaviors develop men and women in the Third Sector organizations, help us to know if there are different and complementary contributions. We could ask ourselves about what the trajectories of men and women to assume leadership of these organizations, what challenges have been achieved and what barriers they faced.

observe the reality of social leadership different for men and women helps us to enhance and capitalize on the added value of leadership models of the third sector as a whole.

This week talked with one of them (M. Elena Alfaro, director of ARED Foundation) and I drew the chart of your organization. I asked permission to use it and share it with you. The organization came represented by a tree in which the wise and the roots represented the founder and driving people and those who believe in the project and feed, the trunk was formed by the central project team, the oldest and more responsibilities, the branches representing the main lines of work of the organization and the people that make them grow, and fruits accounted for people who enjoy all this work, which grow with the organization and that mature.

Many women who lead the Third Sector Social felt their organizations as trees as living elements, organic, built from the bottom up and in constant growth and transformation.

font: http://vestidoarayas.blogspot.com