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The organization produces a sense able to generate fascination, seduction and mobilization, but also makes dependent and alienates.
The actors are promoted to the position of protagonists of this spectacle, and are able for make their own 'edition of the real'. However, imprisoned to the utilitarian logic and worshipping the performance and excellence.
In this condition, the organization presents a multifaceted speech with high degree of bricolage, since they expect a subjective and affective implication [ 8 ], turning into ideal of life [ 9 ]. Based on the above mentioned, the organizations are social control ways, exercised through mechanisms which create rigidity that acts as barrier against spontaneous and instinctive behaviors [ 20 ].
It can be noticed that there is no possibility to discuss its pertinence [ 8 ], since the repression moved to the direct stimulation for the building of images of fascination and status. This dynamics constantly provides feedback to itself in a liquefied version of work relationships, based on interlocution that privileges the transitory, fluid and fleeting, the mobility, the instable, the spectacular, the mythical and heroic [ 4821 - 26 ].
In this condition, the organizational society arises majestic to its actors, the aesthetics overlaps to the ethics. The hypermodern organizational speech has in itself its own contradictions and closes to any other expression way [ 20 ]. In this perspective, the organization is perpetuated by the individual, both due to rational reasons and deeper order reasons, which go unnoticed at the level of consciousness. The tendency of organization is to become a place of anguish and pleasure [ 29 ], being that, live in this environment is an ambiguous experience, because it attracts and repels, but to turn its actors' situation even more complex [ 22 ].
The organizational actors were unconsciously captured in the domain of the immediate organizational world [ 30 ]. Synoptic Environment in a Discursive Aesthetic Symbolically, the discourses reborn daily in the organizational aesthetics, spreading the excellence that shapes the real, feeds the performing tendency. In this liquid world [ 22 ], the organization becomes a perfect object, idealized, result of collective illusion, in which the actors believe that it is part of them [ 12 ].
The massive reiteration of this speech tends to see itself as unique truth. These discursive practices create an effect of identity sense [ 31 ]. The narrative transits through a vigilance that is not physical, but communication [ 8 ], since it induces to the volunteer adhesion.
In this condition, the individual is always subjected to ways of control and domination [ 32 ]. The aesthetic perception constitutes in a privileged means to decipher the meaning of artefacts, by revealing discourses, values contained in not perceived aspects.
In this context, the organization represents the knowledge and power. The speech voices reverberate in individuals conditioned to practices required of this knowledge. With stable environment, renew and encourage the fatigued decision of going ahead doing the same [ 21 ] it frames the precarious condition and cognition of these actors.
Nevertheless, this image created in paradoxical and inaccurate references, the actors lose their identity, driven by self-fulfillment efforts, absorbing and expressing the 'organizational me'. The organizations are perversely unilateral and the submission freely consented [ 8 ] of their actors reveals a fertile ground for the character corrosion [ 12 ], since they are deliberately immersed in undertaking their own lives [ 8 ], powered by narcissistic pressure of success here and now.
The technocratic structure has as a creed the unlimited rationality, which signals that the power belongs to the experts [ 1314 ]. Thus, it has become quite clear, the fragility and ephemerality involved in the work dynamics that unexpectedly dissolves social ties.
In Modernity, the panoptic ways of control reveal that the actors are arrested [ 32 ] to the organizational place. Confined between the thick and dense walls, the commitment will only be possible in a permanent tug-of-war [ 33 ], since the actors, who perform reciprocal functions, perform mutual coercion [ 34 ]. In this condition, the actors bind themselves to the need of psychological mobilization at the service of company's goals [ 8 ].
In Post-modernity, this control takes place through the synoptic, in which the individual is modeled and controlled at every moment no longer by coercion, but by seduction, no longer confined by 'walls', contained in the tangle of networks that select those who enter and seduce them to the self-vigilance practice [ 22 ]. This condition serves to establish and sustain relations of domination, sense and reproduction in a continuous process.
The alleged choice becomes a continuum to meet the expectations. The essential ingredients of the organizational speech has homogeneity of perspectives, which establishes fascination for the present, which alienates the worker from its previous history and from its future perspectives. In this context, the work is the priority experience, in which the prevalence of spectacular action overlaps more reflexive ways.
It must be remarked that, the process is featured by continuous reciprocity in pathological search, in which it does not dissociate time of work and time of non-work. In this condition, the control was transferred to the individual, being he entitled to the choice of 'do performances' [ 8 ], oriented to meet social expectations, for not be viewed as human scrap [ 23 ].
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The worker in this condition becomes a docile body [ 35 ], in which the dreams coexist with nightmares [ 2526 ], what may generate the consent of perverse actions, impregnated by search for perfection.
Inculcation of Senses in an Illusion of Domains In order to keep alive the productive tension, the organization is a quantophrenic structure [ 8 ], because it transforms everything into mathematical language, since that, in that way, the calculation suggests domain. The organization's memory is usually quite selective in relation to its own speech [ 27 ]; however, inflated by the spirit of controlled and instrumental rationality, the organizations seek to control their actors through identification with a project.
In this condition, the narrative transmits a circumstance of illusory power for its actors. The frustrations are inevitable, because the fantasy is never consistent with the experience. However, the organizations exercise a technological rationality that generates the control of the world by the reason [ 3 ]. This organizational aspect opens fatal possibility for invasion and domination of instrumental rationality.
This mathematical logic frames the transformation of arguments in feelings when proposing immersion surrounding the tangible and utilitarianism. In this situation, the speed is an organizational ideology, since it exercises systemic scan of individual's time, space and movement [ 36 ].
Immersed in this discourse, the workers will be submissive to the consumption, then, it means to make them a saleable merchandise. The construction of the narrative is backed in the need of conquest and continuous wish. The free time is progressively dominated by worries about profitability and intensity [ 8 ]. It insidiously impose itself to the actors, driven by immediacy of enjoying ephemeral glory.
The transversality of work precariousness starts having perfect adhesion, where the individual begins suffering a permanent disqualification process.
Thus, it is subjected to a succession of restarts [ 17 ], that generates a standardized life [ 10 ], since the idleness is intolerable to it [ 8 ]. The paradoxes accumulate themselves in the organizations in weak ties [ 12 ] with detrimental effects on the subjectivity [ 15 ] and the deep adhesion [ 8 ], by perpetrating sweet violence. Currently, the durable relationship between the actors and the organization no longer exist.
Awake A Vida Por Um Fio
In this new modelling, the discontinuity starts ruling the dynamics, symbolizing the own inevitable, by expanding the sensation of disposability and the need to be flexible, floating, multifunctional and multipurpose. These marks of transformation elaborate 'kits of standard profile' [ 26 ], what signals the spectacularization of life, reinforcing the finding that the 'be', who had lost space 'have', now renegaded due to the 'look like' [ 27 ].
In this perspective, the organizations become a potential resource of career, a repository of opportunities to get a job, challenges and knowledge.
Contaminated by this spirit, the organization requires the deep adhesion of the worker [ 8 ], in fact, an artifice to appropriate its qualities in the present. In this condition, the actors endeavor to satisfy an abstract entity in which they are alone [ 9 ], driven by a quota of sacrifices consented [ 35 ]. The quantophrenic paradigm [ 8 ] consolidates itself in the eternal dissatisfaction, since, fearing for functional stability, the triumphs are temporary and the linearity of career no longer exists.
In this condition, each actor must give continuous evidences about its utility and profitability [ 8 ], adopting receptive passivity and dramatization based on a symbiotic relationship [ 9 ]. Analysis Methodology The research corpus refers to the discourses given by the Human Resources area and that are present in websites and promotional material from five big transnational industrial companies operating in Brazil [ 37 ]. This is an exploratory and descriptive research with qualitative approach, because it works with discourses and opinions, having procedures of rational and dialectic nature for best comprehension of the phenomenon complexity.
The analysis had as emphasis the attractiveness strategies present in the discourses of these organizations, in the Human Resources area, for hiring future talented professionals. The sample was obtained from selection of thirty largest transnational companies, in several Economics sectors.
Subsequently, it was opted intentionally for the choice of one company from each sector, considering their presence in international business. The study analyses the language present in the discourses of human resource departments from the transnational companies selected in a temporal cut of information contained in the referred websites, in the period May until June In this condition, this article aims: Considering questions as information security and exposure of these investigated companies, it was opted for non-disclosure of their names.
It should be emphasized that, the study object is parameterized in the checking of the speech fragments from these companies, with construct of the phenomenon which condensate in the organizational acting.
In this perspective, two speech categories are analyzed, according to the exposed in the Table 1 following: Category of analysis Category characteristics The seduction, gathering, subtle and seductive resources of control and adherence to the project by means of devotion to the performance, excellence and permanent success.
The discursive disguised violence, represented in participates and hostile organizational policies of overload and precariousness of work contract, hidden in discursive disguises, like autonomy of working time, career, status and professional independency, in which the arena of domination is the own subconscious. Dissolution of professional and personal frontiers; utilitarian relationships, individualization; entrepreneurship; competitiveness; status; a unique place; exclusion of discordant voices; precariousness; excellence culture; false autonomy; kidnapping and capture of subjectivity; perfect opportunity; preservance in the idealized image; speech to great configurations; creative imagination; ambitious for prestige.
In this article, the fragments are structured by means of differentiated elements of speech and information from 'individuals'.
The opportunity is to succeed in endowing with materiality the senses perceived and assumed in this 'language', in the search for unravel the seduction and violence, reveals the great importance of it. Discursive Production of Organizations For achieving the objectives, it was assumed the reference from organizational studies and analysis of discourses present in the process of staff recruitment.
With posterior survey, interpretation and categorization of these discourses with special focus on the language present in the human resources communication instruments from the companies researched. Therefore, the surveyed discursive sequences are presented following: Alpha Organization Have you ever thought of working in a solid, well-succeeded company with strong global presence? Working here is having opportunity to build not only major projects, but also great professionals.
It provides to its employees opportunities for career and professional growth. We are not afraid of unexplored terrains. On the contrary, we face the unknown as an opportunity for learning and evolution.
Having the life as priority commitment. Our philosophy of remuneration per performance provides equal possibilities of growing to our employees, independent on length of service Emphasis added.
Beta Organization The professional development takes account of three personal dimensions: Challenges, Training and Coaching. The organization invests in qualification and development of its professionals.
Internal recruitment is given first priority, whenever new opportunities emerge, in order to encourage employee professional growth within the company itself, thereby adding value to internal resources.
The professionals of the organization are encouraged to be entrepreneurial and to look to the future. Employees have management freedom and independence over their own projects throughout the entire company. People are appreciated for their initiative and ability to work as a team, their overview of the organization and markets, their customer focus and their pursuit of continuing education.
The organization seeks employees who have a passion for what they do and work to make sure that everybody feels committed and fulfilled. Delta Organization The administration of our human resources is carried out in a transparent way, meritocratic, with focus on the appreciation of leaderships, as well as individual and collective talents. The human capital is essential part in the Organization strategy.
We encourage talents, value the experience and promote people management based on transparency and ethics. Living Well is the quality of life program for the organization's employees. In the organization, initiatives are developed, which aim to improve health conditions both inside and outside the work environment. The promotion of diversity and respect to the human being are the registered marks of the organization. The selection of applicants follows the highest excellence standards in human resources.
Gama Organization If you are seeking opportunities to develop your full potential in a company with focus on innovation, high performance and that appreciates diversity, come on and be part of the organization's team. The organization is an international company, who makes ongoing investments in technology, equipment and physical premises. However, it is to the persons, that it attributes its most valuable asset, which the company dedicates its more special attention.
The employees have access to the development resources needed to the highest levels of performance and enabling that the entire apprenticeship be linked to the company's strategies.
The Internal Recruitment Program is designed to motivate and value employees, providing development opportunities and the possibility to broaden their professional horizons.
The liveliness of the gathering surprised me. Don't be a jackass! Let's encourage the players. His arrival pepped up the party. I'm urging him to come with us. He was in good spirits. She cheered him up because he was depressed. It gets dark at five now. I'm anxious to meet her. The year before last we went to Europe. I told you that before.
This street used to have another name. Let's eat before we go. They left before we arrived. Above all, don't forget to write me. He lent me 30 pesos. They advanced the date of the party. They arrived half an hour early. He got ahead of me. She likes to dress in an old-fashioned way. He's a very disagreeable man. She does whatever comes into her mind.
Lo hago porque se me antoja. I do it because I take a notion to. I'm twenty years old. Put out the light. The lights went out. He sells radio sets. He didn't show up. He was surprised by the sudden appearance of his friend. I don't like his looks. That's a separate question. Put this package aside.
Don't get off while the vehicle's in motion. They were grieved by the illness of their aunt. We were worried because we weren't getting any news. He can hardly walk. Let me know as soon as he comes. He got very depressed after his failure. They crushed all resistance. They flattened his nose. They flattened themselves against the wall. They put a coat of paint on the chair. He has a lot of poise. How much do you bet? I bet I get there before you. Rest your foot on that step. No one supported his motion.
I second the motion. He's leaning on a cane.