Orivaldo
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PSYCHOLOGICALTYPESAND
STYLESOFCOMMUNICATION
PERICLESPINHEIRO
MACHADO JR.
ADRIANA FELLIPELLI
pAgE56
This article deals with the subject
of interpersonal communication on
the basis of the typology developed
by Carl Gustav Jung, in his work
Psychological Types, which is used
today as a support for theMyers-
Briggs Type Indicator® tool.
In this model, the diversity of
communication styles is explained
as an outcome of certain
psychological preferences,
which are organized according
to eight basic constructs: attitudes
are extroverted or introverted,
the irrational functions
sensation and intuition,
the rational functions thinking
and feeling – and the
orientations toward the external
world judging and perceiving.
Understanding psychological types
may help individuals to deal better
andmore consciously with
subjective differences, and also
stimulate the creative usage of the
various styles of interpersonal
communication.
CHANGE.YOUCANDO IT.
ADRIANAGOMES
pAgE60
Changes are part of the human
evolution process. Between 540-470
b.C., the Greek philosopher
Heraclitus stated that all was in
movement. But is it true that
changes – often announced as both
big and quick – are part of our daily
lives? And – from a
corporate point of view –
are changes a factor of
improvement in personal
choices?
As far as their professional
lives are concerned, most
people tend to be dead-end
conservatives, andwill only
allow changes if they feel the world
may be coming to an end...
Nevertheless, a simple
question:What am I doing
here? may be a symptom
of awakening to the changes
that are really significant.
WILLYOUGETA JOB?
HILDASCARCELLA
pAgE64
We live in a world that is
becomingmore andmore
jobless. Themainmarket reference
for jobs – or tasks – become,
instead, people; and that means
you. Your capabilities, skills,
competences, knowledge and
attitudes. You are your own job
security. And there is a big
market, out there, not only for
qualified people, but for people
with restructured attitudes.
With forecasting ever more
difficult to do – even on a
day-to-day basis - many
new situations require
unexpected solutions –
and fast ones. In this not
so brave newworld, there
is a growing demand for
newways of thinking,
acting, working,
speaking, relating,
being creative,
effective and, above
all, to be able to
learn continuously.
INTERCULTURAL PSYCHOLOGY
ASANEWRESOURCE:
THEMANAGINGOF
EXPATRIATES.
ANDREASEBBEN
pAgE70
This article describes the
phenomenon of expatriation among
local (Brazilian) and foreign
companies, and – at the same time
– points out to certain difficulties
found by expatriates in foreign
countries and in their corporate
management. It also describes
conflicts between expectations of
employers and employees, the
motives andmeans in expatriation,
the positive/negative influences of
families in the process. It finally
presents the activities of
Intercultural Training, Psychology
and Education as effective tools for
the understanding of expatriates and
improvement of their performances.
PEOPLEAS PEOPLE
MARCODALPOZZO
pAgE86
In the reality of a company, no
differential is more significant than
its people. This truism is not always
taken for granted, as it should. The
author proposes that to train and
develop its human resources should
be the priority of any business, as
practically all enterprises survive on
the talent and capacity of their
manpower. It is mandatory that
leaders are created, to build
organizations capable of flourishing.
Therefore, new demands are always
sprouting in the area of personnel
organizational development. The
author presents four contributing
factors to give support to this
important task: (1) work
environment – helping people
getting used to new conditions
and striving for more stable
organizational models; (2)
engagement – how to get
people to believe in their
companies’ identities; (3)
support and training –more
time andmoney to be spent
on this, and (4) truly
people-centered
management processes.
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