When individuals or families decide to put a business, they are as shareholders of the company starts aim being to profit on its investment, the same summarized on obtaining dividends. That the beginning of conflict of interest in business.

However the shareholders in many cases have the capital but do not know about the business management, then turn to experts who to trust the Direction and emerging Directors, who in turn designation managers, so that the interests of the managers need to be aligned with the interests of shareholders.

In practice the Managers have as interest win compensation and dispose of representation expenses which in many cases do not meet the objective and arises the conflicts of interests with shareholders, as if the costs of representation not pursuing the objective for which have been created ends declining profits and thus reduce the dividends to shareholders.

When starting a business in general the contribution of the shareholders is intended to cover the investments of long term (fixed assets) and the costs of organization, being necessary resources from third to finance the purchase of inventories and cover the expenses that require the functioning of a business. Then arise the liabilities of the company: suppliers, financing with banks, long-term financing.

The suppliers, has interests as selling the company and charge, but did not want to sell one time but always sell.

The Creditors, shall be designed lending money to the company, recover capital more their interests and make to provide.

The employees, who constitute the engine of the company, have as interests the labor stability (safety) and wages commensurate with the market.

Customers will have as interests buy from the company, and to the extent that there is, more of a company in the market ensures the quality of the product or service at a low price.

The State, as a participant of the company expects part of the distribution of income via the income tax.

• Knowledge and skills.
• Facilitate the work of employees.
• Maintain a permanent contact with them to know if they are doing good or bad things.
Let’s see then, some reflections on how can a leader improve its performance, which are detailed below:

No sin of superb
Generally, the professionals of various university degrees and graduate, have been trained to be powerful and owners of the truth. Therefore, it is essential that the leader must listen without arrogance understanding that may have only a part of reason that means paying attention to what they say: customers, the experts, competitors, the government, employees and shareholders. Thus, the success passing through the humility of knowing that there are people that we can get to teach, and sometimes a lot.

Convey confidence
The leader may not be the character villain of the series, must ensure that employees are motivated and have enough confidence to tell the problems of work and personal. Also, there are to meet with all the employees to tell as it is going to the company, and if it runs the risk of losing a client, employees have to know.

In this way, the role of the leaders is to ensure that employees are more tranquil doing its job and sufficiently informed as to do so well. Reduce uncertainty and anguish of the employees is the best one can make as a leader, but it is communicating things clearly.

To achieve the leader know that is what we have to do or say, can be transmitted confidence that is ultimately what that is going to make the people will continue or not, by more than take the course power.

Know delegate
The delegation is a concept of the music company pyramid, in which the things have to pass through the manager for after delegate. But when there is confidence, there is no need delegate because everyone knows that is what you have to do. However, a company not only is based on the confidence but also in processes, procedures and policies.

Work in a team
Search for people who have the knowledge and skills necessary for the post, and after having a shared vision with the rest of the team. For more than a brilliant an employee you always have to wonder if it connects with the group and what you can make in regard to their capabilities.

Coordinate tasks in the short and long-term
With regard to the tasks, there are not only to be thinking in the long term, but it is clarity with what is happening today. It is a work of sum coordination between the leader and the equipment, according to how is it structured the company. Also, the connection between what is the short and long-term, must be in the working agenda of the day to day, and it is a process that involves all.

Manage in extreme situations
In times of crisis, one person has to take decisions, since there is no time to think nor seek consensus. In these situations, it is necessary to change the style of leadership and say to which side is going to go. The best that can do is to lower the anguish, maintain the motivation, and be very clear and expeditious, and once that passes the time of crisis, it back to dialog and the meetings.

University Training
To be a good leader, university training (graduate and postgraduate) cannot be put aside but should know what happens in the context. AND listen to the famous expert who came from abroad but also to the person of low resources to learn as it came up there, and to get around in different contexts with people different understanding that it is what the other needs, all this is as important as what you learn in the faculty.

Strike a balance between work and their free time
Unplugged, trying to enjoy as much as possible their free time (family, sports or something you like). And when you go on vacation not forget to turn off the blackberry and not to bring the notebook.

It is the Alliance between two parties that have traditionally had conflict relations. On the one hand, the owners and managers of the company; and on the other, their employees. Those who continue to think that “it is social sectors with interests in contradiction”, are anchored in ideological interpretations that have already been overtaken by history.

It is human beings who, although it is true that differ in many ways, it is also true that share in a very close its future. So much so that by share this vision/need open enormous potential for possible strategic alliances between them.
The reason is simple:
I. – there is a mutual dependence.
II.- both of them should the success of the company .
III.- some and others have already form part of something that already exists, it has a history, has some potential and has a future.
If these bases are clear to all, strategic alliances between them may be perfectly viable and produce enormous benefits for entrepreneurs and their workers.

The main advantage to make alliances between workers and employers is, without doubt, the achievement of an understanding between the productive factors keys, which in turn to the search and improvement of productivity, key piece in order to maintain best competitive levels.

This translates into multiple forms of cooperation. The important thing is to achieve a permanent commitment in the management specific to each will play make, within its scope in the company. For this, we must know with precision that is what is expected to each other. In addition, there are to establish mechanisms to permanent training in those basic aspects, in the observed shortcomings. We have to pay special attention to issues such as responsibility, discipline, communication skills, commitment, honesty, security and others.

The replacement of employees is an item extremely expensive for an organization. The search costs, initial training and the time that the new employee needs in order to pay its full potential are well known in each company. If this is it adds that the replacement is due to the dismissal of the employee above the cost is still much higher.

The companies use the activities of training and retraining as one of the most important strategies to remain competitive. Some of the advantages of the training project:

1. Increases the employee motivation.
2. Increases the understanding of the processes.
3. Greater productivity.
4. Reduction of staff rotation.
5. Improve the image of the company.
6. Consolidation in the integration of the members of the organization.
7. Disinterested Provision of the achievement of the business mission.

There are the hints that will help you deal with your new employees on their first few weeks to help make sure that they get moving on the right track. Have a induction policy for welcoming and preparation new employees. Don’t just allow it to whoever is available. Human resources should cover the HR side of the initiation with a trainer (if you have one) or a senior manager or supervisor covering the more hands on part of the job. Either way the following is a lower limit of what is demanded.

Present your employee a warm welcome. Don’t just direct them to the area they work and let them get on duty with it. There is nothing makes a new employee feel comfortable more than a warm welcome. Give them a brief verbal description about your role as a supervisor. Recognising who’s in charge and what you expect from them will establish them more comfortable with you as the boss. In the next step give your new employee a welcome tour of the all section or, whenever the site isn’t too big, the whole site. Make sure they know how to reach the bathroom, emergency exits, etc. Tell them a brief summary about the company, its history as well as its mission and objectives.

Whether you must a standard platform for their employees behavior or not, you’re the first person to demonstrate the behavior you would like to see in your employees. If you see someone behaving inappropriately, you will be able to correct their behavior and covered himself as the model.

If you have a management team is also important to influence them on how their behavior ought be a role model. It’s gentle to have much confidence with employees when working with them daily, but every time you and your team should make a point to separate work from play and always have a professional approach in all discussions and interactions with employees.

In establishing this rule working relationships will be very easy from the beginning and the problems will be limited in the aspect of human resources.

Establish conditions under which collaborations occur easily and naturally. The camaraderie and teamwork make a sense of community for the individuals involved and can make easy them to sense like partners. Respond to individual requires. Demonstrate an alignment between personal and organisational target. It’s important to explain how workers can obtain individual benefits while benefiting the organization.

With that way we have explained above can create an atmosphere of great confidence and respect. The first step to do this is to follow you must doing to treat your employees like you want to be treated. This will make the workers comfortable in doing their jobs and of course this will have an effect increasing the production of your company.

Not to mention if they try to find a gap in order to avoid such punishment. This obviously will reduce the productivity of our business. To avoid this we can do with the steps to upgrade the managerial capabilities of our company or our manager appointed in our company. Managers must improve communications with their subordinate staff. Sometimes managers need to approach personal, if there is employee who work a very low value.

This kind of attention very well in improving workers’ commitment and loyalty to the job. A manager also needs to direct the new ways of working, by giving the variations in their work. Just as in criticizing a good manager must also be used to give compliment to the employee who carry out their duties properly. With this way, we believe your employees will be more motivated in their works and will certainly provide a better profit on your business.