SOCIOLOGY

Background:

Sociometry emerged in the 20th century due to the interest in the study of
small groups. Starting in 1925, the sociometric technique is developed
thanks to the psychiatrist Jacob Levy Moreno, who is the fundamental author in the
group psychology. Aside from his profession, Moreno dedicated himself to
improvising theatrical activities with children, which in the future would become
psychodrama. Soon after, he worked with other social groups and, in the war,
helped to organize the people in a concentration camp, emerging the
what would be free choice, a key concept of Sociometry. It emigrated to the United States
United and worked in the Sing-Sing prison using the sociometric technique.
to improve the social climate of prisoners. In 1931 he called it "psychotherapy of
group" to the process that emerged from a group with the help of its coordinator.

In 1933, Moreno presents his sociometric method at the Medical Society of

State of New York, making a great impact among attendees. In
In 1934, Moreno published his main work, Who shall survive (Spanish translation).
Fundamentals of sociometry), which is rightly considered the cornerstone
fundamental of sociometric movement.

From this date, the development of sociometry accelerates its pace,

the Sociometric Review magazine appeared in 1936, and that later
it will become an organ of the American Sociological Association, called
since then Sociometry: A Journal of Research in Social Psychology.

After a few years, there was a greater interest in sociometry;

introducing it in different fields such as labor, industrial, and military. It is
Thus, in 1941, the Sociometric Institute was created in New York, which later
It would be called Instituto Moreno starting in 1951, with the aim of spreading the
sociometric techniques to university faculty, particularly to
psychologists and sociologists.

Sociometry has influenced the transformation of other sciences and has exerted
influence on psychology, psychiatry, educational sciences,
anthropology and even in political economy; furthermore, studies have been conducted
various investigations where this topic is included, the main ones are:

The measurement of social phenomena by Lundberg.

Kurt Lewin, group processes.

Bogardus's works, method of social distance.

Research on Moreno's psychodrama and sociodrama and others.

 The sociometric perception of René Tagiuri.

The theory of action by Parsons.

Microsociology of Gurvitch.

The explorations carried out with sociometric surveys of

Maisonneuve

The method of analysis of Bales' interaction.

Definition:

The word sociometry comes from the Latin terms socius (social being) and
metric (measure, to measure). Because J.L. Moreno is the precursor of the
sociometry, so it is essential to consider its definition in this regard. In a
Initially, in the year 1934, Moreno defines sociometry as the study
mathematician of the psychological characteristics of social groups, the technique
experimental of quantitative methods and the results obtained from it
application. Later in the year 1942, Moreno maintained the following definition:
"Sociometry aims to study the mathematical properties of the relationships between individuals in a group."

psychological aspects of populations." To this end, it uses an experimental technique.

founded on quantitative methods and presents the results obtained by the
application of these methods.

In summary, for Moreno, sociometry encompasses a dual aspect:

Science. It is at the same time a science with influences on various branches.

social (group dynamics, social microscopy, and microsociology, interaction
social, experimental sociology, etc.).

* Technique. A set of methods and techniques for social research and

therapy.

Therefore, it can be concluded that sociometry is a technique that provides

information about the internal structure of the groups. It's a way of
represent the information collected in a questionnaire to evaluate aspects
psychosocial within the group.
Objectives

Sociometry is based on data and information to analyze and

synthesize the behaviors and attitudes of an individual in front of a group
Anyone to whom it belongs. It has objectives that will allow reaching
to what was mentioned earlier, which are presented:

Know the level of acceptance that an individual has in their group.

2. Obtain the degree of cohesion among the group elements: if they are well
integrated or if, on the contrary, they are organized in isolated groups from each other.

3. To locate individuals especially rejected by others.

4. Locate the star individuals or leaders who can serve as

binders of the other components of the group. And analyze the impact.
that he has in the group.

5. Locate the isolated individuals who do not register any type of elections.
Their greater or lesser degree of integration will be observed by relating them to the
elections or rejections that they express.

6. Check the consequences of the incorporation of new individuals.

they entail in a certain group.

7. Apply the obtained data to the use of an appropriate methodology

I work within a specific area.

The common goal that these objectives entail is the knowledge of the structure.
social internal of any group.

We know that although sociometry was primarily oriented towards the issues
school educational; it can also apply all its implications and
methodologies for any other group such as business, centers of
higher education, NGOs, etc.

Ventajas y limitaciones

According to Juan Fernández Prados in his book 'The Sociology of Groups'

schoolchildren" states some advantages and limitations divided into three parts
according to the results of the follow-up research, technical implications for the
development of the study, and ethical aspects involved.

A) Results. As advantages, Sociometry allows us to offer a

descriptive and exhaustive results of social relationships with precision
millimetric (numerical and quantitative). Also, with a few questions we can
obtain a large amount of information, as we will see with the Sociometric Test.
But, as a disadvantage, the results will not give us the reasons and the
the reasons for those structures and social relationships; due to their nature
Some qualitative aspects of great interest will be overlooked by quantitative analysis.
Moreover, the results may be biased, meaning influenced by a
certain circumstance of the group or of the individuals.

B) Technicians. As an advantage, we have to administer a Sociometric Test.

really simple, usually, it doesn't reach half a dozen questions that don't
they take more than 15 minutes to respond: furthermore, it can be repeated in the
time that is deemed appropriate without any problem, questioning about
any aspect of social relations between individuals. However,
there are also limitations such as the analysis of the results that are
It becomes a daunting task in the case of the Sociometric Test. Very
it is important to achieve initial conditions such as
the acceptable disposition of the group to be questioned and a minimum of
mutual knowledge of the group members.

C) Ethical. It is essential to ensure absolute confidentiality of the

results that will only be known by managers, administrators, professors,
guides, etc. and interviewers. As a possible advantage, it presents itself as the
application of these techniques aimed at improving relationships
group social resources will be used at their discretion. But as
disadvantages, some moral issues remain pending such as
they can be rejection questions or any others related to the
friendships and groupmates that can be delicate and become
cause of conflicts between individuals.

SOCIO-METRIC TECHNIQUES

Therapeutic or pedagogical techniques

These techniques aim to correct possible deviations.

group and personal, thus being complementary to those of research.
The three most important and the most well-known, all created by Moreno,
they are sociodrama, psychodrama, and role-playing.

Research techniques

These techniques uncover and analyze a series of relationships.

interindividuals and the specific situation of a person within the group, and
it can be of different types depending on the objective they pursue: sociometric test,
interaction test, collective evaluation test, spontaneity test, test
role, spontaneous choice test, sociometric perception test, test of
pairwise comparison, ordinal test, etc.

Now then, among the sociometric research techniques

previously mentioned, the sociometric test is, without a doubt, the most
frequent application for the understanding of the informal structure of the group,
it also presents, in addition to the advantage of its accuracy, simplicity and the
speed of its employment.

Sociometric Test

In general, people's knowledge through techniques

sociometric is based on the roles imposed by society, it is said that, in
in a certain culture, the roles that each individual assumes testify to the
evolution of this culture, and the way of performing them demonstrates its
ability to adapt to the social and cultural environment in which one finds oneself.

The "sociometric test" is a well-known technique, easy to apply and with a

strong informative content. It is a method, an instrument that studies the
social structure of the different types of groups, as well as the attractions and
repulsions among group members. It has been defined as 'a method
employee to understand the basic international structure of a group through
from the responses of its components

Provides information to understand the sociometric status of a group of

subjects, the dynamism and transformation of groups, the characteristics of
the leaders and other members of the group, as well as observing the tensions that
they may occur within the groups.

The sociometric test is applicable both in the clinical or applied field, as well as
in educational and social research.

Individual and general symbols are used, as well as structures forming the
the pair, the triad, the chain, the stars, the filter, the clique or the
solar constellation.

Certain steps must be followed for its application:

1. Development of the Questionnaire and administration of the questions

the same to each member of the group. They must provide us with the name of
those three companions, in order of priority, that each one would select
to share the work. This yields a relationship of preferences
(positive and negative) that exist in the group.
 2. Creation of the sociometric matrix. It is a summary of the data.
obtained and reflected in a double-entry table, with voters and elected.
From it, sociometric values can be obtained, the representation
quantitative of the elections, rejections or values such as the following:

* Election status, equivalent to the number of elections that

each member of the group receives, in a weighted or valued manner or without weighting.

* Rejection status, equivalent to the number of rejections that

each subject receives, either weighted or unweighted.

* Positive or negative expansiveness, equivalent to the number of

elections or rejections issued by each subject and represented by (Ep) and (En).

Sociometric indices are equivalent to the relationship between two values.

sociometric. They can be individual and group; among the first, there can be
obtain

* The popularity index using the following formula: Pop -

Sp/(N-1), where Sp is the number of votes received by a subject and N the
number of people in the group; it is calculated as N-1 because one cannot be chosen
himself.

* The antipathy index, using the following formula: Ant = Sn/(N-

1), where Sn is the number of rejections received

3. Creation of the sociogram with the representation of the results

obtained in the sociometric Test. Different types have been proposed
sociogram, well collective or individual. Among the former, the most classic
are designed by J. L. Moreno and the Nortway target, which reflect the map of
the community, the social structure, and the position of each individual. Among the
individuals are the social atom, the solar constellation and the
sociometric distance, to which we have already referred.

4. Analysis of the data and the obtained structure. With the representation
From the sociogram, the structure of the community can be analyzed and based on it
The data must be interpreted to derive the results. We will focus on the technique.
idea by Nortway, called dart or "Target Technique". In it
the subjects are positioned in concentric rings, based on the number of
acceptances or rejections obtained (from the center to the outside). Thus, the more we
the farther from the center, the lower the valuation of the subjects. This form facilitates the
identity of leadership, but ignores the relational lines of the subjects.
 5. The Report, which must include the following data:

* Protocol or technical sheet with the subjects and the questionnaire.

* The general report of the group with the sociometric data, indices
and analysis of the results.

* Report of each subject with individual values and their

graphic representation.

* The final guidelines with suggestions for intervention.

Test of spontaneity

Through the sociometric interaction test, the importance of

situation that a person believes they occupy in the group. That is, they are placed in
conditions for him to guess and state, in writing, the colleagues that he thinks will
they are going to choose or reject for this or that task.

* It is a modality of the classical sociogram, and, in general terms,

aims to assess the level of integration of each person in their group,
through the perception that the person themselves has of the place they occupy and of
the relationships he maintains with his colleagues. It can be carried out from a
individual or collective mode.

Role Test

Role change techniques and resistance interpolation are used

for the dramatic demonstration of the interdependence of behaviors
complementary.

The mutual inter-influence of the dramatic, group, and social contexts is

shown as a limiter of individuals' behavior.

When a certain social role is not sufficiently developed, the

The individual relates to what is called the Sociological Self.

In this type of relationship, the subject is subjected to a kind of storm.

emotional, cannot properly discriminate between shapes or contents, feels
submitted to the other and the commitment is experienced as extended to the whole of the
personality, instead of being limited to a single role.

Spontaneous elections test

The individuals of a specific group, or artificially, are called to

that indicate, according to a preference order, the people with whom
they would like to have relations regarding a specific activity and that one
whose presence they would like to avoid, whether in a permanent way or
momentary.

Then, the selected individuals would be invited in turn to say whether they
they accept or reject the selective preference they were subjected to. From this
ways in which the groups born from the free play of
spontaneity. As a result of this, various types of relationships will emerge:
reciprocal elections; simple elections to which one responds with a
rejection or indifference: rejections. In this way, the individuals who have
Those being interrogated must or could indicate their choices: a) inside
a group: b) outside the group.

Sociometric Perception Test

The sociometric perception refers to acceptance or rejection.

subjective, that is, based on what each one considers that others think
from others, as well as from the position in the group on a certain issue.

Pair Comparison Test

Pairwise comparison method; where all pairs are presented

Subjects are given, and you are asked to indicate in each pair, who is preferable.

THE SOCIOMETRIC TEST

As mentioned earlier, brown (J 1988) defined the

sociometry as: 'the science of interpersonal relationships', and the test
sociometric is the ideal method to measure and evaluate quantitatively and
qualitatively to these interpersonal relationships.

The sociometric test is the method used to understand the basic structure.
interrelational of a group through the responses of its components
about their own attractions and non-acceptances. It consists of the application of
an instrument that measures the organization of social groups, based on the
opinion of the group members on those for whom they feel acceptance and those they do not
acceptance. The sociometer studies the informal structure of the group in its
set and the individual situation in which each member of it is
find. the informal structure can be: school, industry, a team of
football, the army, etc.
Fundamental requirements of the sociometric test according to Moreno.

a) The group can be of any size, but its limits must be

clear and previously specified.

b) Each subject may make an unlimited number of selections and rejections.

c) The topic that will be evaluated must be simple and, above all, has to be
be clear and specific.

It is advisable for the group to know the objectives in advance.

they pursue with the application of the test.

e) Each subject must make their choices strictly in private, without

let others know their opinions.

f) The questions must be adapted to the chronological age and goals.

of the group.

g) It is advisable that the individuals who make up the group to which it is going to
apply the sociometric test while previously interacting during some
time for effective ties to develop enough between
they.

Possible modifications of the fundamental requirements of the sociometric test

from brown

There are many modifications that could be taken into account regarding
to the 'fundamental requirements of Moreno' due to the foundations of
the initiator of this science is located in the 1930s in this way 80
years later there is another context: another economic regime, another way of
production, predominance of services, etc.

Next, we will present some:

a) Limit to a fixed number in the total elections and possible rejections.

b) Do not explain the purposes of the test.

c) Ask only for selections and not rejections to avoid this

psychological conflict that sometimes arises from having to reject
someone.

The sociometric test is one of the research techniques of order

quantitative of the sociometric methodology that allows determining the degree of
that individuals are accepted or rejected in a group (their status
sociometric), uncover the relationships between individuals and reveal the
structure of the group itself. As a test, it takes the form of an exam
composed of a set of questions that we will detail below
how they are built, managed, and analyzed.

Recommendations

A) Prerequisites.

The important conditions that must be taken into account in the

the preparation of a sociometric test is three-fold:

That there exists a group

2. That the people in the group have mutual knowledge of each other

3. That there is a predisposition on the part of people to respond.

sincerely; that is to say, providing true information

B) Anonymity.

The test results can be presented in three ways:

Only the advisor will have the information.

2. The advisor informs the interested parties of some of the results in

private mode

3. If there is a prior agreement, the final information may be provided to the

interested parties

Despite this, it would be appropriate for the information to be kept in the

anonymity, as the results could hurt some members of the group.

C) Avoid solemnity.

The sociometric test should not be conducted in a very formal way; that is,
It should be as natural as possible. It should be done as if it were an activity.
extraordinary.

D) Avoid intercommunication.

The sociometric test must be answered individually, without anyone...

none of these are influenced by the opinion of another person.

E) Explain everything beforehand.

The advisor has the obligation to resolve the doubts that the
respondents in relation to the sociometric test, in this way the
misunderstandings and possible later failures.
 F) Allow enough time.

Respondents must be given enough time so that they can

answer the questions in a calm and correct manner.

G) Adaptations.

The test should be adapted to each type of group, as they may consist of children,
adults, workers, and not everyone can be asked the same questions.

D) Data analysis

1) Sociometric matrices or explanatory sociomatrix

They are double-entry tables in which the first column and in the first
the names of the group members are placed with a number
respective according to the type of test that has been applied.

ANALYSIS OF GROUP INTEGRATION

It can generally be stated that an effective group is one that "believes it

what it does
can better achieve their goals.

One can talk about a whole series of diverse characteristics and conditions.
that are characteristic of high-performance teams.

This work will mention the conflict and effectiveness in groups.

organizational, as well as the factors that influence them, such as
set specific goals and objectives, as well as establish standards of
conduct that regulates the proper functioning of the group.

The management of human resources includes the processes required to do the

more effective use of the people involved in the project, this includes: the
organizational planning, the integration of participants, and the development of
team.

This paper will discuss the integration of groups

I work in an organization, how it develops properly.
or no: its conflicts, the loyalty of its members, and level of adaptation and
acceptance.

In addition, the importance of the climate of the organization to be chosen will be observed.
environment, group motivations and expectations.
INTEGRACIÓN DE GRUPOS DE TRABAJO

EFFECTIVENESS CONDITIONS OF THE GROUP

It has been shown that group work enriches the quality of the
results. But this depends on several factors:

a. Environmental variables: They refer to the physical, psychological and

sociocultural in which group activity takes place. The physical framework refers to
The psychological framework refers to the quality of human relationships.
among the members of the group, and finally the sociocultural framework that
relate to individual habits.

b. Structural variables: they refer to the composition of the group as well

in size as well as in its members. Also the individual characteristics
they influence the effectiveness of the group, maturity, understanding, favoring the
group. Coldness and intolerance hinder it.

c. Task variables: It is related to the proposed objectives.

d. The organizational variables: They are the relationships with the methodology.
used for communication, participation, and direction of the group.

Conditions

a. Environment

b. Attenuation of coercions

c. Distributed leadership

d. Formulation of objectives

e. Flexibility

f. Consent

Understanding the process

h. Permanent evaluation.

GOALS

Generally, the organization's goals serve three main functions:

They establish the desired future state that the organization wants to achieve, for
what constitutes general principles that must be followed by the
members of the organization.

They provide a fundamental logic or reason for existence of the

organization
3. They provide a set of standards with which one can contrast the
organizational performance.

Goals can also be classified according to organizational levels.

in three classes like this:

Official Goals or Missions. They are those general goals that make
reference to the broadest general level of the organization, for example
introduction of new products, entry into new markets.

Operational Goals. They are more specific statements of where they come from.
defined the intention or purpose of both the organization and the different
departments, divisions or units, for example develop products
concrete actions, identify specific markets to access and take action
to achieve this goal.

Specific individual goals. They are the most concrete and outline what must be
make the individuals in the organization (documents such as the descriptions of
work is an example of these.

OBJECTIVES

The objectives are specific statements of what the management wants.

reach in areas related to, or affected by, market places
in which the company wishes to compete. They must be quantified in the
most cases, but always subject to evaluation and measurement. The
Long-term objectives (five years) should be limited to a few factors.
keys, such as sales growth, gross margins, net profit and
return on investment. The objectives in the shorter term (one or two
years) must include the previous measures and others that are deemed necessary
criticism for behavior, such as inventory turnover and levels of
accounts receivable.

TASKS

The main task is the mission or the objective that justifies the formation of a
group or a company. It is the known purpose for its existence as a group
a organization. The working group is relatively civilized and rational. It is
outwardly oriented, towards the main task.

In a group that is functioning with the mentality of a working group, the

Leadership derives from the task and is a natural possession of the one who has the greatest.
ability to carry it out. Logically, the possession of leadership varies according to
the demands of the current task.
Often, an individual's task is defined by the title of their position:
secretary, public accountant, teacher. But every organization is a culture
different and has different and even irrational expectations. That's why a
A person can believe they understand their own main task and that of their group.
organization, even though it is not.

In an organization, the main task of each individual is determined by the

of the entire organization. Likewise, the authority and responsibility of each
The roles and competencies of a person within an organization proceed from their role and competence.

In this sense, authority is simply the ability to get the job done.

RESOURCES

Physical resources: they are necessary to carry out the manufacturing of the
products in the company: the physical space, the land, the production process of
the products, the raw materials, the production technology, the methods and
work processes.

Financial resources: refer to the money that the organization has.

to face the commitments it acquires. Included are the revenues from
the company, the financing, the capital, the requested loans and the investments
produced.

Human resources: they are the people who stay, enter, or leave
the company: the owners and the employees (workers).

Marketing resources: they are the means that the company uses
to locate, contact, and influence customers. They include all the
research activities and market analysis, of the sales system,
promotions, advertising, product distribution, pricing, etc.

Administrative resources: they are the means by which planning, directing,

they control and organize the activities within the company. It includes decision-making
decisions and the distribution of information.

REWARDS

A reward is often offered by a group as an incentive for the

carrying out a task for someone not generally associated with the mentioned
group. Rewards are commonly announced for the capture or the
recovery of a person or a thing. They are typically in the form of
money. Two modern examples of Rewards are those that were put
for the capture of Saddam Hussein by the United States and a reward
interaction test, collective evaluation test, spontaneity test, test
role, spontaneous choice test, sociometric perception test, test of
pairwise comparison, ordinal test, etc.

Now then, among the sociometric research techniques

previously mentioned, the sociometric test is, without a doubt, the most
frequent application for the understanding of the informal structure of the group,
it also presents, in addition to the advantage of its accuracy, simplicity and the
speed of its employment.

Sociometric Test

In general, people's knowledge through techniques

sociometric is based on the roles imposed by society, it is said that, in
in a certain culture, the roles that each individual assumes testify to the
evolution of this culture, and the way of performing them demonstrates its
ability to adapt to the social and cultural environment in which one finds oneself.

The "sociometric test" is a well-known technique, easy to apply and with a

strong informative content. It is a method, an instrument that studies the
social structure of the different types of groups, as well as the attractions and
repulsions among group members. It has been defined as 'a method
employee to understand the basic international structure of a group through
from the responses of its components

Provides information to understand the sociometric status of a group of

subjects, the dynamism and transformation of groups, the characteristics of
the leaders and other members of the group, as well as observing the tensions that
they may occur within the groups.

The sociometric test is applicable both in the clinical or applied field, as well as
in educational and social research.

Individual and general symbols are used, as well as structures forming the
the pair, the triad, the chain, the stars, the filter, the clique or the
solar constellation.

Certain steps must be followed for its application:

1. Development of the Questionnaire and administration of the questions

the same to each member of the group. They must provide us with the name of
those three companions, in order of priority, that each one would select
to share the work. This yields a relationship of preferences
(positive and negative) that exist in the group.
 3. The problem analyst is focused on gaining a deep understanding of the
problem that wants to be solved and its different dimensions and factors, therefore
one must be an expert in education and know how to understand in detail the
customer requirements.

4. The engineer is focused on generating alternative solutions. His

skills are creativity and knowledge of technology. He must
resolve the technical problems posed by the different alternatives of
solution.

The configuration manager is responsible for the products of

project. It must be organized, careful, foresighted.

TECHNOLOGY

A set of technical knowledge, scientifically ordered, that allows

to build objects and machines to adapt the environment and satisfy the
needs of people.

Technological activity influences social and economic progress, but

it has also produced the deterioration of our environment (biosphere). The
technologies can be used to protect the environment and to prevent
that the growing needs lead to exhaustion or degradation of
the material and energy resources of our planet. Avoiding these evils is
not only the task of governments, but of everyone. It requires a good
teaching-learning of technology in secondary education studies
secondary and good dissemination of problems, diagnoses, and proposals of
solution in social media.

PERSONAL NEEDS

Personal needs are things we must have to be ourselves.

better. You can survive without meeting your needs, but if you
wants without effort, the reward, and a successful life, their needs
personal must be identified, treated, and managed.

The range of personal needs with survival needs,

they interact with each other with security, having a personal sense of being
useful, to be recognized for the achieved accomplishments, and to have opportunities to improve
skills and knowledge.

GROUP CULTURE

We can define group culture as the social and normative glue that
allows its members to have an identity and also to communicate
to cooperate around a common project.
The conceptual areas that culture encompasses in organizations are: the
systems of values and management ethics, ideology and behavior. The
Values function as moral and normative beacons that guide behavior
of the group members in certain situations. They point out what is right or is
correct for the organization and that which is not.

Through regular interaction models, both formal and informal,

historically consolidated in the daily life of the organization, individuals
they manage to immerse themselves in the organization's culture, thus reducing anxiety
in the situations that must be faced following the guidelines set by the group.

That is why the concept of group culture must be coherent and

consistent with the culture at the national level so that its operation
It is optimal. Culture is not tangible but manifests in multiple ways.
on one hand, in the form of myths, rites, stories, and legends that exalt the
organization and its heroes beliefs –as we have already mentioned– and
physical manifestations as Schein suggests, the outermost or visible layer of
culture: architecture, logos, image, uniform, etc.

Finally, group culture is considered strong or weak based on power.

of influence it exerts on the behavior of its members, that is, in the
the extent to which it facilitates the identification of the person with the schemes of
perception and update of the group.

GROUP ETHICS

The human species is made up of individuals who, being social beings,

they have always lived and acted in groups. This group activity increasingly
complex generated the need to organize socially to guarantee the
more productive participation in pursuit of the objective of survival. And the
social organization necessarily led to the establishment of mechanisms of
control and sanction aimed at regulating collective behavior.

Every social group has norms (lat. nomos) that regulate the behavior of its
members and maintain behavior patterns within certain limits. The
my mere fact of living in community implies that human beings share
value schemes of the society to which they belong. Each individual is
faces the need to adapt to social life and respect the norms of
the same, which implies fulfilling a series of duties and obligations to the
have a set of rights and privileges. The attitudes and
individual behaviors are guided by norms, ideals and
general values of their social group. These norms, ideals, and values govern
certain general guidelines of behavior and expectations they have
relationship with the tradition of the social group. This process becomes internalized in the
individual's awareness in an imperceptible way.
ORGANIZATIONAL VALUES

Organizational values are the conviction that the members of a

organization have regarding preferring a certain state of things over
others (honesty, efficiency, quality, trust, etc.)

Shared organizational values affect performance in three

key aspects provide a stable foundation (guide) upon which decisions are made
decisions are made and actions are executed; they are an integral part of the proposition.
of value from an organization to clients and staff; motivate and energize the
personnel to give their maximum effort for the well-being of their company. Thus,
create a source of competitive advantage that is difficult to replicate as it
based on the organization's own unique values.

When values are aligned with performance, the people who

workers in a company display attitudes such as:

Commitment to achieving quality and customer satisfaction

Sense of belonging and responsibility in their actions

They know that their opinion is heard

They observe a direct connection between their work and the firm's objectives.

These attitudes and the fact of sharing the same values cause that we
present the following benefits within the human talent of the company:

Moral

Trust

Collaboration

Productivity

Success

Realization

This achievement within the company opens up the possibility of a better

relationship with the environment.
HABIT

In psychology, a habit is any behavior that is repeated regularly,

that requires little or no reasoning and is learned, more than
innate.

The habit predisposes a subject for the perfect execution of a task or

actividad.

Almost all companies aim to grow, and everyone wants to be

effective. Whatever the main motivation of your company is (to make a world
better, create a good place to work, offer a good product or service
Making it grow is an obligation.

1. R&D Innovation: Closely related to its investment in innovation or

R&D finds the ability to create and offer 'a value or benefits'
very superior" that will really differentiate your company and make it stand out
and to be valued by customers. We call this ability Value Proposition.
innovative value.

2. Segmentation: Focus on an intensely competitive market segment

growth, that is, a category of a market that is experiencing
a growth in customer demand because it is not always necessary
create a new market.

3. Major clients: Take advantage of major clients to boost the

growth of your company's income. These are the most important clients
important, those that make up the source of income growth
exponential per client. They help you define your benefits in terms of
clients and basically what they do is sell for you.

Turn your best customers into your sales team. eBay PowerSellers
they are a magnificent example of how a company has turned some of
its major clients in a force that currently generates more than a million
of clients.

4. Alliances: Take advantage of these big brother-little brother type alliances.

smaller to enter new markets. Large companies need
to the small ones to fill the critical gaps in their portfolio.

5. Profitability: Become a master of exponential profitability

making cash flow positive during the early stages. Unlike the
traditional belief in taking advantage of debts, companies that are available
ready for a positive cash flow, they are able to reinvest their profits
to foster growth.
6. Leadership: Use a dynamic duo of internal and external leaders to apply
the essential internal and external habits. A manager or an executive team
innovate with clients and partnerships, while operational leaders focus
in operational performance and innovations.

7. Board of directors: Balance the board of directors with experts in habits

essentials. The boards of directors dominated by investors and members of the
management teams tend to belong to companies that are facing
long-term difficulties. Balance your board with clients and partners.

CUSTOMS

A habitual routine takes place when a group repeatedly demonstrates a

way of behavior without an explicit selection between alternative forms
alternatives.

Types of customs

Execution of the task or the socio-emotional maintenance of the group

Rich or central peripherals to the group's activities

Weak and easy to change or strong and difficult to change

Inside or outside the awareness of the members

Functional or dysfunctional

GROUP FORMATION PROCESS

Groups are not created with the intention of reducing individual work, but rather
to enhance it under certain conditions. They are formed to meet
specific objectives that are achieved more easily with joint work, in the
breast of a corporate culture that supports this concept, if there is time
sufficient to conduct an adequate exchange, debate, and share ideas,
to solve problems with certain techniques, if the members
potential candidates present the appropriate level of technical qualification, if they possess
interpersonal relationship capacity, as well as administrative skills and
for the necessary communication.

The formation of a work group makes sense when there is a goal.

common and the tasks of the group members are interdependent, when
Cooperation is needed to complete a job and to improve its quality.
substantially.

Working groups must find answers to the following questions:

What are we here for? How should we organize ourselves? Who is in charge?
position?, who is looking out for our success?, how should we work the
problems?, how should we relate to other groups?, what benefits
assign the group to each of its members according to their
needs?

The formation and development of a work group constitutes a process

dynamic. They are always in change, however, a group must
to go through a sequence of processes to establish itself as a team.

ADAPTATION

Adaptation is, in sociology and psychology, the process by which a group or

an individual modifies their behavior patterns to adjust to the
prevailing norms in the social environment in which it operates. Upon adapting, a
the subject abandons habits or practices that were part of his
behavior, but that are negatively evaluated in the context to which
wants to integrate, and eventually acquires others in accordance with the
expectations that are held for your new role.

The greater the level of commitment she felt towards the

organization, the greater you will be, the degree of difficulty that the person will have
to detach, and if so, this factor will greatly affect the process
of adaptation, which the individual requires in order to integrate into the new
organization, to which you are entering.

The adaptation process acts differently in each individual, and

it depends on each person's personal characteristics:

Whether the person is extroverted or, on the contrary, very introverted,

That the group of the new organization be receptive or apathetic to

integrate new members into your group.

That the boss and the leaders of the new organization are stricter than the
leaders of the organization

That the internal norms and regulations of the new organization be

very different and the person does not feel comfortable with those differences.

That in this new organization, it does away with many benefits, with the
that was counted in the ancient organization,

That it be very minimal, or there is no possibility for the person to reach in

this new organization, the functions, the merits, the privileges or the
importance that was enjoyed in the previous organization.
REGULATION

It is the determination of certain rules. The structure is fully functional and

it is accepted by all. The energy of the group is synchronous and does not focus on
to know and understand others, but in the execution of the tasks, each one
is responsible for the quality with which the tasks are carried out and for the progress
from the group as a whole. At this stage, each person can take charge of
a different part of the job, to occupy a certain position, to fulfill a
function, interpret a role while taking on a high degree of
responsibility for the success of the whole.

performance

Carrying out, by a person, a group, or a thing, the tasks that

they correspond to them.

Work performance variables:

The working conditions

Level of training

Experience and technical skills

Physical and emotional health

Level of collaboration among colleagues, managers, supervisors, etc.

Degree of motivation towards the activity and/or the fruits it produces.

DISINTEGRATION

It happens when the members no longer work the same, there is disenchantment, fractures,
they get discouraged due to issues of time and/or work.

A manifest hostility arises among the subgroups, it is noted

resistance to the control imposed on subgroups and individuals. There is
conflicts with leadership arise and confrontations occur. When it is achieved
to overcome this stage, a clear hierarchy in leadership is evident within the
group.
 CONCLUSION

COMPLETE WITH THE CONCLUSIONS OF SOCIOMETRY

In companies and organizations of all kinds, it is necessary to integrate teams and

workgroups, because no one can possess the skills and the
necessary knowledge to solve the different problems that arise
present them.

Groups are not created with the intention of reducing individual work, but rather
to enhance it under certain conditions. They are formed to fulfill
concrete objectives that are achieved more easily with teamwork,
debating and sharing ideas to solve the different problems. For
it is very important that the group members have the ability to
interpersonal relationship, as well as various characteristics of corporate culture,
establish rules, set goals and objectives, as well as take advantage of
maximize the organization's resources in order to perform
successfully their role in the company, and avoid the disintegration of groups, and for
so much, the poor job performance.

Everyday experiences reveal the failure of apparent solutions

because some parts of the problem were overlooked. Instead, if the
the team is made up of people with diverse styles, knowledge and
experiences reduce the previous danger to a lesser extent. For this reason, it is
The integration of teams and working groups is necessary.