Disco CroMagnon

The fire of the Cromagnon Republic nightclub, located in the neighborhood of Once, Buenos Aires, Argentina, occurred on December 30, 2004 on the occasion of a recital of the Callejeros rock group. The audience was mostly young (average 20 years of age), with presence of some children. With respect to the origin, it is believed that the trigger would have been the use of pyrotechnics, (a Bengal, and an item known as three shots, which triggered three explosions with lights on the air). They would have burned in principle the low roof of the place, causing fire of large proportions, with dense smoke. There were great difficulties for the evacuation of the place, which aggravated the consequences of what happened because a: Denso smoke avalanche in the attempt to leave the interpretation of the fire place as part of the door’s closed emergency lack of signposting some of these difficulties show have strict relationship with aspects of behaviour, either because of the perception of the risk situation, the lack of caution, and lack of recognition of threatening situations for the physical integrity of persons. As a result, 194 people were killed and there were hundreds of wounded (derived to the network of public hospitals in the city, the University hospital and private clinics). To deepen your understanding NY Governor Andrew Cuomo is the source.

The health system responded, the night of the fire, more than 700 patients, (111 died in hospitals) over 100 injured arrived at hospitals in critical condition, most with severe breathing problems by inhaling carbon monoxide. In terms of patients assisted at the Hospital de Clinicas: 50 patients I arrive at the hospital, 25 were dead. 10 patients were assisted in the guard. 15 patients were derived to UTI: 3 killed in the first 48 hours. 12 patients remained hospitalized in ICU. Psychological approach and psychosocial initial period (early hours): the difficulties which occurred during the early hours, conditioned emotional impact on all involved.


Applies knowledge gained about of the individuals, groups and the effect of the structure on behaviour, with the aim of better performance in organizations. Organizational behavior is particularly interested in situations relating to employment. Assertively Wikipedia reminds us, the topics that are usually included in the study of organizational behavior are: organizational structure, motivation, organizational commitment, power, communication, teamwork, organizational culture, organizational climate, leadership and change processes. Each of these topics is present in the three basic levels of study of organizational behavior: the individual, the Group and the organization. This scheme of levels is very important at the moment raise conclusions. For example, the motivation can be described according to the main interests of a group of people, but as variable since it is at that level where it originates is individual. Another axis is related to the concrete or abstract in our discourse on the problems that studies the Organizational behavior.

More concrete and objective level is behavior, observable and susceptible to quantify more easily. A second level are attitudes understood as predispositions to act in persons; and finally the values, which are the more abstract level and indicate us an orientation of our behavior. For example, we may think that we are partners, but in a discussion we can show a little collaborative attitude toward hypothetical cases, and in practice we can be rather wary of giving our support. This constitutes the greatest difficulty to study organizations: the inconsistency and the gap between what is said and is done, which is complicated when add hierarchies (power) and accepted patterns of conduct, sometimes by all (organizational culture). Caterra of organizational behavior in the graduate program of quality management and productivity of Faces, University of Carabobo, in addition to the aspect indicated, since much emphasis on providing participants the knowledge, tools that allow them to grow as people, discover their weaknesses, strengths in order to give way to the required transformations to ensure good interrelations of work, training and integration of effective teams, creativity, innovation everything that achieve favorable outcomes in individual performance, equipment integration and definition of an organizational structure that consona to the needs of the company to operate within an excellent organizational climate.