Menethei Vianna

Certificada no Compliance 360!

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Insights valiosos do curso Resgate de Churn - CS Academy 🚀

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The labor court of appeals of Minas Gerais, Brazil, confirmed the decision that validated the termination for cause of a worker who defamed the employer on the social network, as well as forwarded private messages to its leaders with the aim of tarnishing the company's image. The plaintiff was hired on June, 2019 and dismissed for cause on March, 2023. She denied having committed serious misconduct, arguing that, despite having made the post on the social network, there was no exposure of the employer's image. This is because there would have been no mention of the company's trade name, known in the market, but only the corporate name. She also argued that there was no gradation of the penalty. In this context, the professional required the reversal of the termination for cause with payment of the pertinent amounts. However, when examining the appeal, the considered the termination for cause to be correct, "due to an act harmful to the employer's honor". The appeals court confirmed the sentence from the trial court of Juiz de Fora, Brazil, "on its own grounds". The decision rejected the plaintiff's argument that there had been no exposure of the company, considering that it was well known that a business group acquired the supermarket where she worked. Messages were listed such as: the company is "horrible", that it does not give "real opportunities", "they only deceive us", as well as "the work is slave". According to the decision, the plaintiff's malicious intention to publicly defame the company was evidenced. Once the fault was proven, the termination gor cause was maintained. The ruling, endorsed by the appeals court, discussed the responsibility for conducts practiced on social networks: "The digital medium, for some decades, has been allowing its use, often irresponsibly, to exceed the limits of the claims that are recognized when the appropriate legal means are duly used, violating and affronting the rights of image and privacy that are pillars of the Republic. This court has been noticing over the last two decades the succession of cases involving the application of termination for cause in identical circumstances, which also demonstrates the need for regulation of the media and accountability of its users, whenever there is an abuse of information, responses and manifestations that go beyond the ordinary. The popularization of access to the media has established a growing number of 'opinion commentators' whose acts violate constitutionally protected rights, and are not exempt from responsibility." In these terms, considering that the termination of the employment contract for cause was proportional to the wrongful conduct, the appeals court dismissed the worker's appeal.

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Dicas da Staff RH!

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COMING FROM OUTSIDE TREATED AS AN INSIDER How I started my global career in Brazil #2culturewomen #bpoc #womenintoleadership On my 3rd journey to Brazil I really wanted to make it happen -> meeting Women and their organizations in Brazil. And I did. The backstory: My first trip throughout the country was motivated by music, dancing and Capoeira. Alas, I had met only few women. Deceiving for someone, who was working with women's learning and female NGOs in Germany. So my second trip began with a research. And actually I found several women's groups in my target cities of Rio and Salvador. Despite many attempts to meet them in person later, again it didn't work out. *The reasons for this you might read in a later article about intercultural differences. The third time, in December 1989, I traveled with support. Maria from Chile had made a personal contact to Thaís from Rio. Inside the women's foundation FAS in which I was a founding member. This time I traveled well prepared. And I didn't want to come empty-handed, as northerners often do in the South. My present? Since photography has been my passion already then and my Portuguese was at least good enough for presentations .... I developed a slide story about 'Hamburg Women on the move' for my audience in Brazil. . Shortly afterwards in Rio: representatives of 9 women's NGOs came into a small office on the 4th floor during their lunch break. My slide story then gave rise to some smiles and lots of exchanges. For more, read my article from 1993, see link in comments. * Days later, I was asked to show my slides to other women's groups, in the evening under palm trees and an aqueduct, my dream location! The slide show had become a real door opener. I was invited to private leisure activities as well as to various groups and their meetings. Being asked questions, to giving my opinion or recommendations. Surprisingly I felt included as if I were a belonging member.   And soon it led me to consulting NGOs professionally. Which began with funding and co-organizing an international Women's conference on 'Procreation and Environment' in Rio. Where I met hundreds of competent female NGO Leaders especially from the Global South. That was more than impressive and it became my personal turnaround   Coming back to Germany was like a culture shock. Seeing and feeling how men and women w/outside cultures were being treated here: mostly ignored, mistrusted or even excluded. For me it turned into motivation and then a challenge to train intercultural Learning for international professionals and their executives. Working with diverse teams and Inclusion of Expats became later tasks. That's how my global career had begun. Coaching 2Culture Women in/to Leadership now feels like closing a circle.

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📅 Save the Date! Let´s find a way Growthfinders! Prepare-se para o Allcon Talks - INTELIGÊNCIA COMPETITIVA 4.0 - O INÍCIO DE UMA NOVA ERA. #consultoria #allcon #liderança #estrategia #organizacional #AllconTalks #Evento #InteligenciaCompetitiva #TransformaçãoDigital”

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Hello, everybody!! Tudo bem com vo6?! I hope so! (: Hoje eu trouxe uma dica sobre a diferença entre “would, could e should” Confere aí e pratica!!😉 See you the next time, guys!👋🏾 #inglesonline #intercambio #inglesdescomplicado #technology #inglesfacil #englishbusiness #intercambio #fluencia #inglesavancado #tecnologiadainformação #tecnologia #ingles #englishtips #webdev #aprenderingles #aulasdeingles #dicasdeingles #inglesdinamico #tips #studyenglish #dicadodia #devs #faleingles #programming #inglesparaviagens #inglesparaadultos #learnenglish #programmer #sucessoprofissional #program #sucesso #inglesfluente #coding #codingmemes #java #javascript #computers #developer #ti #nerd #codinglife #computers #frontendwebdeveloper #csharp #dica #tecnologia #vidadeprogramador #programador #falaringles #chatgp #programadorweb #programadores #backenddeveloper #python #dev #english #programming #program #webdevelop #stackoverflow #code #programmer #desenvolvedor #intercambio #software #codingmem

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Recently, we at Egon Zehnder Brazil had the pleasure to hold a breakfast with agribusiness leaders in São Paulo, providing a great discussion on the future of agribusiness. Some of the main topics discussed include: 🔹Leaders and their teams need to continue to getting closer to the field (farmers and producers) to help them understand the impact of different technologies, processes, and products at the end of the chain. 🔹Developing leaders with greater autonomy and decision-making capacity will be a key to the transformation, growth, and maturity of organizations. 🔹Enhancing the levels of productivity will be key: companies will need to scale good operating and management practices to make a better use of resources (land and water) and technology (bio, digital, mechanization). 🔹The waves of growth in agribusiness (records of production and GDP growth) generate a positive momentum that must to be followed by a more strategic allocation of capital to support moments of economic instability (especially in the south hemisphere). 🔹The solid development of the sector in the last 10-15 years paved the road to a green economy (e.g., biofuel, crop-farm and livestock integration) that will play a key role at the growth and the future of agribusiness. I would like to thank my dear colleagues Bruno Carrasco Prado Alves Ezequiel Silva Maitee Camargo Victoria Zaiden Vinicius Francisco for the great cooperation in the Agrofood practice. ➡️ What topics resonated the most? Let us know how we can help you.

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What if the secret to powerful leadership lay in two words from opposite sides of the world? In Brazil, there's caprichar—a word that doesn’t translate easily. It means putting care, passion, and attention into what we do, no matter how small the task. It’s a way of creating that honors even the tiniest details. And then there’s Japan’s wabi-sabi—the art of embracing imperfections, of seeing beauty in the incomplete, the flawed, the “almost.” Imagine combining these: a leader who caprichars in their work, pouring in intention and dedication, but who also embraces the wabi-sabi of it all—the beauty of imperfection, of lessons learned along the way. In a world that often glorifies speed and perfection, these words remind us that the best work is heart-driven and full of humanity. Today, let’s ask ourselves: where can we caprichar and celebrate wabi-sabi? Because the true mark of a leader is one who knows when to lean into both. ☺️

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Sped Fiscal

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Did you know that many of our beliefs about generational differences may not be as accurate as we think? This insightful article from Super Interessante delves deep into the myths surrounding different generations. It's time to rethink how we perceive each other based on age! Let's foster understanding and collaboration across generations. Check out the article and join the conversation on bridging generational gaps! https://lnkd.in/dWeAbSWp #Generations #Myths #Understanding #Diversity #Inclusion

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More leaders around the world are interested in becoming allies towards women and minoritized groups, and scaling up allyship within their organizations. I’m excited that my article with Tejvir Sekhon on our three-part framework for allyship has now been translated into Portuguese and published in MIT Sloan Management Review Brasil. Dear Portuguese-speaking colleagues, scholars, DEI specialists, and leaders, I'd love to hear your thoughts - https://lnkd.in/gXg3ah3g

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Recomendo muuuuuito! Dicas valiosíssimas de como dar feedback - e como pedir! *** I highly recommend it! Very valuable tips on how to give feedback - and how to ask for it! - - - Acabei de concluir o curso “How to Give Feedback People Can Actually Use” de American Negotiation Institute , e Kwame Christian! Confira: https://lnkd.in/deF6APhk #interpersonalcommunication, #constructivefeedback.

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When considering whether to hire a leader internally or externally, you're faced with a challenging decision, but there are guiding principles to help: The big choice is between fostering an environment of motivation or bringing in an environment of innovation. The idea of seeking external candidates is to bring in fresh perspectives and improve the organization. Other advantages include: ✅ Introduction of new ideas and visions. ✅ Immediate results with already trained employees. ✅ Larger pool of candidates. The disadvantages include: ❌ Complex and time-consuming process, requiring more resource investment. ❌ Higher risk of hiring insecurity. ❌ Longer adaptation process. Looking internally for candidates to promote can also be an interesting option, especially if you want to save resources and boost overall company motivation. Here’s what you should consider in your scenario: ✅ Increased trust and promotion of healthy competition. ✅ Reduced costs in the selection process. ✅ Pre-existing knowledge of the company and its processes, allowing for much quicker adaptation. Some negatives are: ❌ Limited number of candidates compared to the market. ❌ Lack of new ideas and external visions. ❌ Potential internal conflicts and rivalries. A third alternative is to create a mixed scenario, attracting both internal and external candidates to compete for a position. This can be a good option if you want to maximize the chance of finding the ideal candidate and are not overly concerned about costs. However, be careful as this can demotivate your current employees. In conclusion: The choice between internal, external, or mixed recruitment depends on the specific needs of the company. Internal recruitment promotes growth and motivation among employees but may limit new ideas. External recruitment brings new perspectives and enhances the staff, but it requires more resources and time. Mixed recruitment combines the best of both worlds, offering a balance between the advantages and disadvantages of both methods. If you want help from an internationally qualified and highly skilled recruitment firm, you can contact us through our website: https://hubs.li/Q02zWhlv0

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