In more are accented, in other little, but in each one it has a little. The inferiority complex appears accented more in the adolescents who find enormous barriers to tranfer, such as prohibitions, norms, superstitions, incapacity, etc. Until the young to arrive to be recognized as an able person and insurance, has that to pass for these barriers. From then on then it has a clear conscience and it needs its value and position, in the society, in the work, therefore being really adjusted to the situation. In determined people, however this complex is very accented, therefore any thing that the person wants to make and does not obtain, already it is felt inferiorizado, it felt inferior because it does not obtain a dialogue with who it likes and it wants. If inferior feels because she does not have a good job, or because in the service she is not looked for, in the study because she is not so intelligent (perhaps until sluggish) she does not know to talk. The inferiority complex is a negative point in the people.

The person can be inferior to another one, but never accumulate in the head the stingy complex and much ridicule to lose the conscience of a human being also with ample possibilities to go up. Everything that we make in the life must be planned, shaped to arrive at a complete uniformity. On the other hand nothing she goes to advance in these thoughts, in contrast they estorvam. Each person must make the planned, firm and safe things in order to be tranquila how much to the consequences of same. If we will be safe how much our attitudes, then we are normal people. She is necessary to leave of side the diffidence, the fear, laziness and in the place to place confidence, courage and action and then we will have all our carried through dreams and then we will leave the inferiority complex forever.


To manage Human resources depends on a series of factors as the environment where the companies act, the technology used for them, of the politics and the effective lines of direction in the organization. Moreover, to manage RH, also depends on the applied administrative philosophy, the amount and the quality of the available Human resources. E, in the measure where they change these elements, also changes the form to manage the Human resources in the organizations. The basic functions of the Administration of Human resources are: ) Provision: Who Will go To work in the Organization? For in such a way, the company will need to provide a marketing research to get greaters information on the inherent activities to the position, the paid average wage to the occupant of this position and the abilities that will be required. Moreover, the organization will have that to provide the conscription and the election for this position. b) Application: What the People Will make in the Organization? For this, the organization it will need to implement a Drawing of Positions (describing at great length the position) and a rigorous program of Evaluation of Performance.

c) Maintenance: How To keep the People Working in the Organization? To keep them, the company will need to offer a compatible remuneration with the position, social benefits and security in the work. d) Development: How To develop the People in the Organization? For in such a way, it will need to provide training and development to its collaborators. e) Control: Who Is and what They make the People in the Organization? For this, it will need to implement an efficient system of information, controls and an auditorship of staff. CONSCRIPTION. It is a set of techniques that it aims at to search employees qualified to occupy positions of the companies inside. It is the process to attract to the job candidates with the adjusted characteristics and abilities to fill the open vacant? or to be open? in the organization.