The culture is difficult to move, mainly in a deeper level, as the values and basic presuppositions. If this has piqued your curiosity, check out tom cruise. However, the nature of the work force comes changing in great ratios, bringing a new phenomenon, that is the multiculturalismo: a compound of people proceeding from different cultures, some etnias and different styles of life. So that the organization obtains to adapt it this multivaried reality, it needs to understand the multiculturalismo and its impact (CHIAVENATO: 2005). 5.TIPOS OF CULTURE ORGANIZACIONAL In its Understanding workmanship Organization (To understand the Organization), Charles Handy (1976), tipificou four types of culture, that are associates to the leadership forms that comumente they meet in the organizations: Culture of the Power, Culture of the Paper, Culture of the Task and Culture of the Person. These types are only some models that characterize the organizations normally, not meaning that the same ones if accurately fit in the forms to follow described, since each organization it has its proper and singular characteristics and, therefore, its proper culture. However, this description is useful in the measure where we will be able to try to identify to which the type of culture that if resembles more to the organization where let us look for to analyze. 5.1.Cultura of the Power This type of culture normally is found in small companies and depends on a central source of being able. It has few rules and procedures, little bureaucracy.

The control is exerted by the center, through the individual-key election. The decisions are taken, to a large extent, on the basis of the result of an influence balance, and not on the basis of procedural or purely logical reasons. The organizations based on this culture are proud and strong, with capacity to dislocate itself quickly and they react well the threats or perigos, however to be dislocated in the certain direction depend on the person or people who are the center, visa that in the quality of these individuals it is the success of the organization. .

The autonomous work is today a very important activity in view of that many companies of some pursuings are used constantly of these services as complement its main activity. This if must to the fact of the autonomous work be one of the forms but economic to carry through some activities, contracting a particular professional you are free of many responsibilities beyond cutting typical working incubencies of the employee in regimen CLT. Beyond mai nobody would go to contract an employee for a service that lasts only some days or months and is a legal form and economic of terceirizar certain activities. Therefore ha situations where the solution most viable is same the act of contract of that it on account works proper to abide because ha today in the market many professionals who make everything of the law inside, that is, you are not contracting a clandestine service ha many professionals legalized registered in the agency municipal and/or federal they are as contributing individual or independent who receive incentives of the governments and they can thus offer its services with a cost sufficiently reduced and execute an excellent work. Therefore taking the correct measures and the cares necessary in the hour to contract, you can have an excellent service made in little you fear for eliminating many burocracias and a value sufficiently reduced. The site is a good example of company who congregates professionals of construction and reforms and other activities the disposal of who needs to contract a good independent professional..

Motivation of Trainees in the Mint of Brazil, a study of Case: How a public organization stimulates the trainee, although the lack of expectation of the efetivao? Ariadna Gonalves Almeida, Letcia Snows of Nascimento and Wellington Vanderlei de Melo SUMMARY Of the industrial revolution until the present, much thing moved, one of them and most important it was to adjust the model of management of the companies to the current law, with this the organizations had acquired rights and duties, that had been usufructed in such a way by the masters as for the employees, as 13 wage, vacation, advance warning, FGTS, etc. However they had appeared other factors in this scene. Beyond having employees the company could terceirizar; that it is a service where the employee does not have bond with the organization, but works for the same one; also they had appeared the lesser apprenticees who had arrived with the proposal to learn and to acquire experience in a professional environment, and finally also they had come the trainees who mixture not the bond with the company, of terceirizado, with the project of learning and experience of the lesser apprentice. This work aims at to show to which the impact of not the efetivao of the trainee in a public company, because what we have observed it is that many organizations not yet adaptaram its structures of management of people to this reality. We consider in them to absorb which factors benefit or not in the motivation of these young, by means of research and collects of data, for this was used questionnaire, therefore it obtains to carry through this collection with more rapidity, flexibility and praticidade. These questionnaires had been applied to identify the perception that the trainees have on the motivation in a public company. The refined results show in them that the Mint of Brazil, obtain to motivate the majority of its trainees, therefore it offers benefits beyond the obligator ones and it fulfills to the learning proposal, carrying through feedbacks, offering to courses and other things that will be being displayed for this work, thus we verify that a public company is possible to motivate the young, adding benefits and diminishing the weight of not the efetivao. .