La dirección participativa y las técnicas de dirección como sustento de la gestión empresarial (II).

To refer to the participation is much easier that to put it into action, given the complex thing that it turns out to develop participation processes, among other things, because very ingrained features of organizational culture exist and they miss abilities in the use of the techniques that they have as conscious purpose to guarantee the participation, what is not possible only when learning, acquiring knowledge, but to practice them to reach abilities in the directive and that these in their to act are able to transfer them to their subordinates to increase the participation grade. The participation management should be constituted a policy of the organizations and its instrumentation can be more or less applicable in dependence the persons learn the necessary abilities to use it of how, whenever group activities are developed, abilities in the processes of interpersonal communication that the rules are applied to work in group and, among them that they learn how to evaluate its collective behavior or, otherwise, to know to be evaluated, so much the group the like group as each one of their members.