“I had the opportunity to experience this style of training, benefits and changes really in the” People

References
Abuse Education
Catharsis reactive
Therapeutic communication
Conflict Management
Social Responsibility
Corporate Governance

December 2003: A Japanese citizen decides to take hostage for several hours his boss at the office of a busy Tokyo business building. The subject once wielded as a cause of action back wages and frequent deception which he suffered by the organization, decided to self immolate himself, killing himself and his superior.

January 2004: An administrator of an estate in the municipality of Cota – Colombia. Decides to end the life of his boss giving him a round of shots and then supply a lethal dose of machetes. The man waited at the scene of crime to be arrested by the police whose arrival wielded superior abuse as the reason the event.

These are just two cases that world public opinion sees daily in the media and where the accumulated tensions lead people to violent acts in organizations either to themselves or others.

As that took place from 2005, the international news were filled with self-immolations, suicide attacks, hostage taking and other signs of neurosis of terrorism.

And is that while one part of the world calls for a high standard of living and wealth is centered in a few hands or countries, the rest of the world looks on with growing anxiety as their levels of poverty and impoverishment.

This inequality generates tensions that hinder the work of the corporate world by creating unstable economies and low levels of consumption.

THINKING REAGENT, FEAR, and catharsis

The stress of the modern world has generated certain psychological tendencies urban triggered either by the pressures of the free market or the dramatic growth of poverty.

We see today the citizen subject to Darwinian paradigms where it is subjected to the law of the jungle. In this framework the human being uses its innermost survival instincts and chooses to desperate options.

However, such a trend seems to be responding to what we might call “reactive thinking” where the person shows their reality by way of reaction to it and no one is willing and ready.

It appears that reactive thinking is in the depths of the brain in so-called “reptilian brain” which keeps our animal instincts, reactions unsound. There is for example our survival instinct.

Some of the features of the reactive mind are:

Tendency not to find out and be out of options.
Feel vulnerable and defensive.
Seeks to establish justice from their point of view.
There is only one truth and he has.
You feel that if violent acts will not be heard.
Go to blame and punishment as the only ways to establish equilibrium.

Catharsis Reactive:

Catharsis Literally the word means “clean” comes from the Greek “catharsis” which means purification of the passions of the mind, its general definition states that a “shock of ideas, thoughts and repressed unconscious material, accompanied by an emotional response and emotional relief. “

In psychology it is considered a way to release tension and express emotions either reactively (instinctive and usually aggressive) or proactive, creative tensions when we express that we allow our development and personal achievement.

The term was revived in 1895 thanks to the works of Freud and Brauer, who used to refer to the therapeutic release of emotions that cause fear or anxiety.

For Collado Fernández [1] catharsis “is a liberating process of disturbing emotional tension through verbal expression or manifestation of the feelings in attitudes.”

It is related to repressed emotions bring to conscious, disruption and conflicting events. Thus the process of catharsis can occur in two ways, one where the stresses become another pressure and where tensions are released through language (verbalization), diluting, through the process of expression, the voltage generated on an emotional level . That is:

1.) Uncertainty ® anxiety / fear ® catharsis or uncertainty,
2.) Anxiety / fear ® release through communication and language.

Samples associated emotional catharsis is usually crying, tremors and feeling of not knowing what to do. Such emotions can be associated with the sense of achievement (catharsis proactive) as winning the Academy Award, a medal or a prize for sport or representative, and when we feel cornered and generate aggression to ourselves or to whom we surround. (Catharsis Reactive).

ATMOSPHERE AND CONDITIONS TO GENERATE REACTIVE Catharsis:

Among other situations that can generate reactive attitudes are presented:

Ø People exposed to heavy work.
Ø economic pressures.
Or pressures that affect their integrity.
Ø Long hours or excessive tiredness.
Or frustration.
Or feelings related to severe pain.

UNCERTAINTY, COMMUNICATION AND CHANGE

In the case of uncertainty, lack of information can generate feelings of threat and trigger defensive actions in the form of catharsis in which the person intends to take control of your environment and security.

According to the author Meryl Gellman in his paper “The ratio of trust” [2], “the uncertainty creates feelings of anxiety, inadequacy, jealousy, envy, uncertainty and fear, erodes our self-esteem and keeps us from achieving our goals , leaving us depressed and dissatisfied. “

An internal communication upset by two phenomena can occur in isolation:

1. That person has no space to communicate, or not allow him to communicate: In this case the person feels oppressed.

2. That the person is not taken into account as a subject receiving messages, which is not allowed to express themselves, or that our expression is not taken into account. In this case the person is excluded.

In every human being is the underlying need to be heard as a sign of its existence. Is a need to communicate, reflecting the need of the world, to verify that it exists and occupies a space in the social universe in which it operates.

It is some need to know that we exist to know ourselves or feel perceived by others. It is an innate need to express themselves, where ideas produce energy and that energy is released through communication and action. When that energy can not be released pressure and stress the individual.

The man is seriously limited when your communication is difficult, when you can not express to interact positively with their environment.

On the one hand, it is recalled that generates information to be deprived of catharsis as our survival instinct awakens to evoke the fear of the unknown and evoke feelings of threat and risk.

On the other, lying and other forms of dishonesty to deprive a person of truthful information, are also assumed as failures to respect, who are perceived (As noted in the document communication, an organizational point of view [3]) are taken as an insult to their intelligence and a violation of his trust.

The loss of information is taken as an exclusionary attitude against which the excluded assume an attitude of rejection and assume the position of marginalized. This resentment will eventually notorious and visible through internal expressions that reflect either disagreement or requiring showing friendly actions verbally or in sensitive cases by physical acts of strength.

WHAT TO SERVE AND WHAT DOES THE RFi

The Reactive Factor Factor Index or Index of reagent is not nothing but a measure of organizational climate that allows us to establish how much reagent is an environment and how willing are people linked to an organization to generate a process of conflict either group level or individual level.

This reactive attitudes measurement allows the organization to know or predict the reactions of the public with which to interact (community, employees, society, etc.) and serves as an indicator of good governance to be able to establish what time or why their actions genera
te a grievance and how dangerous it can be that grievance to the organization.

References

Schvarstein, Leonardo. Social intelligence organizations. Paidos.
Schwartz, Peter. When good companies behaving badly. Doubleday.

[1] Communication in organizations. Carlos Fernández Collado. Trillas. Mexico DF. 1991.
[2] The ratio of confidence. Meryl Gellman. Grijalbo. Madrid. 1992
[3] notice, an organizational standpoint. Ramos, Carlos. Trillas. 1991.

Is it easy to admit their own faults?

A member of the Logistics Department who worked in shifts, due to a personal problem of his mother’s illness, asked to get a half hour late every day until the nurse who was caring for her mother every day came, and so granted.

However, instead of half an hour, he took around 45 minutes each day, that is, systematically began to arrive half an hour in addition to the negotiated ten to fifteen minutes late every day without warning or giving any explanation.

Your supervisor spoke with her to see if there was any problem, and ask them to advise if there was something unexpected, since she worked in shifts, and if their partners do the same the customer does not find anyone when requested.

However continued tardiness with the consequent disruption to their partners, almost daily. He moved this case to HR, where they decided to punish it.

When the penalty was told she did not deny the facts, however diminish what he was doing, saying they were important personal reasons, he had to care for her mother. He did not understand the gravity of his action, and considered the penalty excessive, but pledged to tell his boss that if something unexpected arises.

Do not be late again, but their relationship with the boss and other colleagues have deteriorated sharply.

Another person in the production department one day did not come to work for an entire day. The next day back at work as usual, without giving any explanation or justification. Supervisor spoke to him and told him he was not having a good personal time. Per month, this incident was repeated without notice, it was not working a full day without warning. Given the seriousness and recidivism, the HR Department decided to sanction him with the same punishment to his partner of Logistics.

It was explained that it is essential to tell your boss you have any problem. He admitted his mistake, he realized that he had not done well, and that it was inappropriate behavior. He explained that he was overwhelmed with the situation that was going through, but he understood that there was no justification to even notice. It was shameful to be punished. He pledged to never happen again.

Do not repeat this behavior again. The good relationship he had with his boss was not damaged by this incident.

QUESTIONS FOR REFLECTION

Can you work with someone who is not accountable for their actions?
Would it be correct that the company reconsider the penalty depending on how the person reacts
What determines the response to each give a call for a foul our

CONCLUSIONS

If you’re not responsible, sanctions are useless, only to increase the degree of resentment in that person who feels unfairly treated.

The sanctions must always comply once informed. It will be the person to be responsible in the future not to go through this bad time.

The maturity and self-criticism are essential to do a good job, and want to do it excellently.

The human interaction of a company is what makes the difference in the type of service or care provided to clients.

Although it is increasingly evident the effort to hire competent people to make companies more efficient, the characteristics of individuals may make this task very difficult.

The previously expressed concerns the issue of reconciling relationships among the laboring.

At first sight it is unimportant and trivial that the receptionist does not sympathize with the secretary of the boss, the boss does not sympathize with the head of another area or a manager of accounting bother him having to deal with another person’s computer science department .

These are just examples of enadecuadas interpersonal relationships that occur within a company but added and appreciated from a different point of view can lead to consequences for the functioning of any organization.

The above examples refer to the phenomenon of emotional conflict, this is derived from the inappropriate attitudes and emotions in interpersonal relations workers.

There are many factors that cause or are involved in this situation, sometimes prejudice, individual difference or the perception one has of the other person may be the cause of interpersonal relations are not harmonious.

Many other competition, rivalry for promotion opportunities or the need for status can also lead to this negative result.

Regardless of the cause that generates the conflict the biggest losers when it is presented are the other laboring.

The client or user can be harmed when personal fictions become sabotage of one worker to another and therefore also sabotage the company.

In a broader context where such phenomenon occurs at any level, the company is affected. This is reflected in the deterioration of the quality of its products, the more working errors material loss.

You can also find bad customer service discussions or fights in the worst cases. Interpersonal conflict tends to manifest with different characteristics when it comes to sector management.

Here is the result of the conflict can affect the quality of decisions and the agility of the management of those involved in it.

You can also occur if the internal policy of transforming the company in terms of gaining mastery and control over the actions of another person in conflict.

Also mentioned culquiera pictures can give the same pattern to be intensified and transformed into intergroup conflict if not properly managed.

In this context it is important to the daily operation that a good manager assigned to the situation of latent conflict detection and resolution of conflicts present.

Ta line adeca ideas must be supported by those in charge of Labor Relations. Looking to pay attention not only to resolving the conflict itself but also to create conditions so that it does not recur.

Fortunately there are a number of tools for resolving conflicts that might present.

Also there are various conceptual approaches that encompass a great look for alternatives, Counseling, Advocacy processes, disciplinary issues, job rotation, training in communication, negotiation etc.

However any of these should be handled by professionals who are knowledgeable about intrapersonal and interpersonal processes that create such situations.

For those who are more correctly defined as or are the most viable strategies for resolving the conflict.

For companies overcoming interpersonal conflict or absence determines an important factor of development that undoubtedly reflected in the work environment and especially on their productivity.

Observed data on work climate surveys can take the following steps:

Improve the climate through the “organizational development, improving the processes of human resource management (for example, to improve clarity, setting up channels of communication, …)

Improve the climate through personal development through specific training (following the example of clarity, to improve it, take a course on “Effective Meetings” managers and “active listening” to employees).

But there is a third way that provides the design of a personnel management system with some new processes to improve certain shortcomings in the training regardless of the weather need to be given to managers to use the system and insisting that they understand their importance.

The establishment of a system of this type involves the possession of three conditions:

• that is delivered to each attendee a 360-degree assessment of their management styles and climate generated on your computer.

• that after the initial program set specific action plans for each participant, with goals and timetables.

• That the implementation of the program will happen (for six months) several coaching sessions, and that there is a final evaluation of styles and climate similar to the original.

The results of applying such a method involves:

• A management development program can have a positive impact on the overall indicator of the climate of approximately 20 100 of the total gap between current and desired climate weather.

• The development of systems and people management processes that should accompany a management development.

In conclusion I would like to include the results of a study by HayGroup Austral in Argentina to 38 companies in April this year.

The findings will be presented below respond to (Justo Villafañe):

• The impact of climate management in work motivation
• The impact of climate management on business results
• The practice mode

As can be seen in general the impact on climate produces motivation is important for several reasons: the possibility for employees to participate in surveys and to implement improvement actions based on their opinions, to feel heard and that the organization is interested in the welfare of the people working on it.

You can see the impact is important.

Of the 21 companies they hire consulting firms to perform the work climate analysis, 7 and 5 do they hire an outside service covering part of the analysis.

1. CONCEPTS

The flexibility in organizations is associated with changes in the environment and / or the ability to adapt to these changes. Change Management forms, which gets results, forms of organization, distribution and allocation of resources including humans.

Trends in Labor Flexibility
a) Birth of a new working class. Workers employed by temporary employment relationships “(TARLT).
That occurs mainly in small and in simple and unskilled.

B) Decrease in additional benefits to legal by the disappearance of which are representative organizations of workers.

C) Reducing Supervision and work for results.

D) Reduced performance of duties by the Employer.

E) Decrease in quality of life of people by the reduction in income trend of the imbalance of labor supply and demand.

F) Increased female labor and child.

G) job insecurity.

H) structural unemployment.

2. ELEMENTS

The main parties involved in this phenomenon are the organizations and individuals working in them, who may be subject to their own policies both from the employer, standards or internal policies and on the side of workers, collective bargaining .

The side elements are International Labor Standards, local labor standards, the Labor Market, technological innovations, among others.

3. ANALYSIS

The incorporation of the human factor in a new flexible body makes paid work is increasingly represented by the standard employment; that related to the rigid structures of classical pre-computer machinery (before the rapid development of computer), the Hierarchical large company manufacturing standardized goods en masse and conditions of the worker-male as sole provider of the family. Current work, however, is characterized more by a hitherto unknown diversity of contractual forms and develop in decentralized and flexible times and locations. Therefore, the main focus of change in labor relations today is the “deslimitación” paid work or, in other words, the demolition of boundaries between work and life.

4. PERSONAL COMMENT

In many studies, articles and publications, including demonstrations of the organizations that represent workers the concept of flexibility is associated with job insecurity to which people are subject. Proceeds from the changes in working hours, forms of contracts, new technologies of information and communication, Microempresarialización organizations, the globalization of competition, the tendency to outsource or subcontract services, among other alternatives to reduce costs or organizations become more agile. This product of the global phenomenon known as globalization, it has broken the barriers of time and space (physical) in communications, but he has brought under his arm a deterioration of relations between people and people to organizations and vice versa. The funny thing is that this is a product of people to people.

So the challenge is directed to effectuate this Relaxation irremediable, like globalization and avoid its consequences diminish the quality of life of people is also the organizations.

The essence of organizations is made up of human beings who compose it. And according to this statement, there is a multidisciplinary group dedicated to research, analysis and implementation of special programs within companies to improve the quality of life for their workers.

In a global economy of today, the product and service quality are simply the edge in the competitive market – the difference is what makes the difference.

Most of the methods of ‘Total Quality Management’ focus on the technical tools only, and what is wanted now is the change of systems of belief and cultural revolution required for movement of quality.

Through all sectors of the economy, organizational performance is increasingly measured against a balanced level, which accounts for employee satisfaction and customer and financial indicators and productivity more conventional. This allows us to monitor employee views the quality of their lives, work and to monitor the success of the initiative as a Way of Life Quality.

The term ‘quality of life’ is so dynamic that makes the approach of clear definitions and specific about its meaning. But it is possible to determine the influence on it, the environment in which it operates and the way everyone works every day as to harmonize their individuality and socialization.

We are talking about a composite of descriptions of several work environment factors, including moral, the climate for innovation, planning and organization, communication and operational efficiency.

Two thirds of the total time of one day, I spent working. However, this time, some of us try to appear “at least possible human” Why? “This show emotions frowned” Here what matters is how much money the company occurs in the month, not the people.

So far, with the economic, political and social, the world begins to realize that quality is done by human beings and not machines. This has been due to the emergence of new theories of total quality, which resulted in the phase of the development of ideas that proclaim that begins to work towards the quality of life of individuals.

In countries with an advanced culture like Japan are aware of the importance of creating the conditions for achieving increases in quality, productivity and dramatic improvements in the workplace. They realized that while implementing processes of change and redesign, total quality, reengineering, and so on., Not getting the results they expected. There was that “rehumanizar” to corporations. Attend and understood as people The word ‘quality’ is derived from quality which means each of the circumstances or characteristics that make a person or thing superior and excellent. Distinguished persons or things. According to the dictionary of the Spanish Royal Academy, life means 1.f ‘Force or substantial domestic activity by which the work has to be that. ” 9.f ‘conduct or method of living with regard to the actions of human beings’.

Quality of Life is a concept that goes beyond the physical, it involves values and mental attitudes. Your search is a constant in human life since the beginning of time. It is a positive state from all points of view. Is being in full, is able to operate one hundred percent.

Physically, it means being in good condition, strong, resistant to diseases or to quickly overcome them. From the psychological point of view, is to enjoy, take over the responsibilities, combat nervous tension and stress. From an emotional standpoint, is to be at peace. People who maintain their quality of life are people who feel good, vigorous, enthusiastic, with the smile of one who feels good in all its dimensions.

An integral part of any professional is ethics. While the individual requires an extensive review of its goals, the means to achieve them and to his personal philosophy that is consistent with their professional goals.

Everyone should be concerned about three main issues:

Your personal ideology.
His sense of social responsibility.
His control of the truth.

The question is how far one can go without distorting these three points.
In the act of the individual within the company interact with three key elements (Figure 1), according to the degree of balance in the development, leading to success or failure of the person and thus to the business.

Figure 1. Comprehensive approach to human behavior at work.

The ability to create, innovate and communicate.

The potentiates knowledge and develop skills.

The attitude that allows or does not lead to the fact the product or service that can be generated with existing knowledge and skills.

Something that is important to note is that everyone works in a company for various reasons (salary, art, mere survival or otherwise), however, there is a higher reason which is the fulfillment of a human being’s fundamental mission: to serve.

In this light, the work of an individual in a company, not only requires the balance of its key elements mentioned to be productive, but to render an interior mission that produces qualitative benefits, which directly affect their quality of life. From this it should be stressed is the responsibility of the company and seek to address this type of qualitative satisfactions as are the pleasure of serving, the sense of achievement and satisfaction of accomplishment, without which the individual can hardly feel happy in their work and therefore expected to be productive and to develop.

No one can speak of quality of life first, if not done an analysis of the individual and how that has been studied to solve the problem later in their development. Observe some fundamental aspects that must be present as a necessary means to achieve quality of life in the individual, to highlight patterns in their development and ways to overcome.

According to sociologists and specialists in quality of life (Securities Training – Rodolfo Escobedo), people have an attitude towards the company based on the satisfaction of their own shortcomings. ‘To satisfy the minimum requirements of productivity must first pass through the satisfaction of individual basic needs’, they say.

According to the “quality of working life”, conducted by the Observatory of the Quality of Daily Life of Sodexho Alliance 1.4% of the Spanish working population perform telework in 2005. With a sample of 2.6 million people gathered from 138 different sources in 11 countries, the study reflects the changes in working life in the past 40 years. In 1960, a 91.6% of workers thought it was more important to their professional and private life, whereas today 53.7% of the workforce assigns much importance to his personal life. In the Spanish case, workers in 2000, 52.6% attach importance to their professional life and a 47.4% to privacy.

Our approach to quality of life at work, is referred mainly to people working in a company or organization, which can be defined as the body of persons associated with a specific objective.

So, “Quality of Life at Work” is a different way of life within the organization, which seeks the development of worker and business efficiency. There are benefits for both, these benefits will enable the organization to focus their forces and resources previously used to address problems of workers, to activities of greatest importance to the achievement of its objectives.

Summary

Definitely the result of a good organizational behavior depend on the way it has managed the organization’s human factor, as are integrated members that are, what their identification with the company, as manifested their personal and professional growth , how the motivation, creativity, productivity, identification, belonging.

From here the importance of any study of organizational behavior is to consider all aspects to be considered a good achievement of organizational behavior.

We intend in the brief analysis of this relevance, scope, impact to assist management in achieving its objectives.

BASIC CONSIDERATIONS, ANALYSIS

In the analysis of this topic discussed in class and Forums Organisational Behaviour in the Graduate Program in Management of product quality and productivity of the Graduate Area Faces of the University of Carabobo, states that from 1920 American studies such as Hawthorne, Mayo, While, Homans, Syal, Warner, and the school of human relations, claiming the human aspect as the most important business. In fact, Elton Mayo (1977 classic administration) concluded that social needs as an important source of motivation, are the major factor in employee performance. This is because WORK IN AN ORGANIZATION IS A SOCIAL ACTIVITY IN THE WORKERS ARE OR ARE NOT ISOLATED automatic but are influenced and influence the social system.

On the other hand, according to Gary Becker, Nobel Prize winner to work with the concept of human capital, concluded in its study, that this was the greatest treasure they had businesses, that is, the knowledge and skills are part of the people, their health and quality of their work habits, in addition to that notes that human capital has a significant impact on the productivity of modern economies since this productivity is based on the creation, dissemination and use of know.

Monica Figueredo told us that if human capital capabilities that differentiate one company from another, then it is necessary to strengthen policies for training and continuous learning for people to education and experiences that are measurable and moreover, even valued as of the powers.

From all this we can deduce that the human factor is closely linked to organizational behavior, especially if we recall that the basic concept of behavior, the essence is the people, “the individual” and how it is affected According to group behavior, the environment within the organization.

Definitely appointment Figueredo, the more important would highlight the organizational culture, motivation and training. Of course, all topics are integrated behavioral studies with human factors, such as Neuro Linguistic Programming, coaching, emporwement, among others.

No doubt lagoon, it is necessary that the company has an organizational culture that made possible the commitment of all members of the organization, from quality to sales in order to achieve optimal results.

Just as each individual has a unique personality, each company has a unique identity that is known as organizational culture, in addition to this, which are the experiences, stories, shared beliefs and norms that characterize an organization.

That culture must support and be based on both teamwork and the empowerment. Teamwork will be understood and understood as the joint work of all members of the organization as a whole.

Make it possible involves both commitment and loyalty to certain principles and values which are part actively.

The motivation must stop being just a theoretical contemplation to move to concrete action to enable managers to ensure that their employees put into practice the guidelines issued, as well as making the best of themselves to better achieve its aims.

The training must be conceived as an investment and therefore should cease to be related to periodic imbalances of the economy and be managed like any other investment, according to the level of return produced by the future cash flow.

Just within this new framework of investment knowledge as we learn to effectively and efficiently manage the “intellectual capital” of the human factor. We therefore monitored on an ongoing basis what are the current and future needs in terms of knowledge and experience, so managing resources to meet them, both the short and long term.

It is here where we must return to the concepts of competence management. This is one of the main tools in the development of human capital. The competence management makes the difference between what is a training course, with a structure that encloses training, training and experience are needed to define the requirements of a job or to identify the capabilities of a worker or a professional.

Finally remember that the Psychology (CO) is the study and application of knowledge about the way that people (both individually and in groups) work in organizations. It aims to identify ways to act more effectively. Organizational behavior is a scientific discipline whose knowledge base is enriched with persistently large number of research and conceptual advances.

But it is also an applied science, and that information on effective practices in an organization can extend to many others.

Aida Alvarez on this topic, we add also that we take into consideration that any organization to optimize its human factor, you need an organizational culture, defined to represent all functions and actions undertaken by all members, just as the company should ensure a good organizational climate that enables the result of it have: affiliation, power, productivity, low turnover, satisfaction, adaptation, innovation. Similarly we must rely on other topics at the level of CO as Motivation, key point to develop incentive plans within the company, other more modern topics which we develop in managing human capital is that of empowerment and Ontological Coaching, fundamental tools which integrate all organizational resources, capital, manufacturing, production, sales, marketing, technology, equipment, and its people, using effective communication and efficient to achieve the objectives of the organization.

“The character of each man is the arbiter of his fortune”
Publio Siro

Summary

The modern management must know how to identify human capital with which it works within the organization where they touch work. Currently includes tools for personal growth and NLP, self-esteem, assertiveness, transactional analysis among others to take advantage of that potential you have in the company, keep motivated the human factor, which are fully identified with the institution, their work ensuring productivity, creativity, innovation, quality.

In this paper we move to the importance of this subject, which is for good management, its scope and impact.

BASIC CONSIDERATIONS

On many occasions we have referred to the importance, relevance, that human capital represents the company. We have pointed out the weaknesses in this aspect is manifested in Venezuelan companies, especially SMEs. In our classes we emphasize that organizational behavior is more serious about what should be the scope of management towards optimizing the proper management, productive human factor.

In this respect are provided the tools necessary to manage motivational skills, human capital productively and to generate creativity, participation, growth.

In this regard one of our participants Figueredo Monica shows us that human capital can be defined as the increase in production capacity of the work achieved with improvements in the capabilities of workers. It refers to practical knowledge, acquired skills and learned abilities that make an individual potentially.

Human capital is defined therefore as the workforce within an enterprise and, as all authors agree, is the most important resource and basic as they are the building on the work productivity of goods or services in order to satisfy needs and sell in the market for a profit.

The company is a financial institution that combines dynamically factors that are necessary for the production process between these key factors is the capital, human capital, labor and business management.
According to the World Economic Forum international firm, reminds us that eight factors should be studied to assess the competitiveness of nations, these are:

• Strength housekeeping
• Degree of internationalization of the economy
• Government
• Financial Sector
• Infrastructure
• Administration
• Human Capital
• Science and Technology

As noted, one of the pillars of a country’s development and their organizations is the Human Capital. Therefore, if not available workforce and skilled labor, the other seven variables can hardly reach their full potential.

Each factor of production must work effectively in achieving the objectives that these changes have, and this is where you get to make the treatment of human resource as human capital, it is this factor that must be considered of real importance for increase capacity and enhance their skills to the point where he finds it as a factor capable of fending for themselves and give the best of his work, feeling satisfied with what is done and as acknowledged.

People are a critical and definitive factor in the development of organizations.

The key to successful management is people involved in it.

The high levels of competition require new forms of engagement, to see the facts, to decide and to lead, think and feel and a more efficient way to manage human relations in organizations.

Among the advantages that can be noted in the study of human capital include:

• Streamline systems and human resources processes to reduce costs, making improvements to the process of recruitment and selection of staff.
• Improve productivity, as with good human resource management boosts operating performance due to improvements in the provision of staff.
• Align personal goals and objectives to drive business performance, encouraging and stimulating the commitment of employees with the company creating improvements in the organizational culture.
• Ensure the company’s position within the market as a rich human capital undoubtedly create value, though intangible but highly valued the company.

Also in the current era, technology and information are available to all companies, so the only competitive advantage that can differentiate one company from another is the particular abilities that people have within the organization.

Oge the present day and put your trust as little as possible tomorrow.
Horacio

Summary

The current economic scenarios are characterized by constant change, its dynamism, competitiveness and where companies play a significant role that management demands that careful about how it must be the organizational behavior of the joint where he works to ensure a good organizational climate, productivity, quality, full identification of the human factor with the organization.

In this paper we present our view of where is organizational behavior, especially in the case of the Venezuelan company.

CONSIDERATIONS, ASPECTS TO BE TAKEN INTO ACCOUNT

We share some of our participants, Chair of Organizational Behavior Graduate Program Specialty Quality Management and Productivity of Faces at the University of Carabobo in Valencia, Venezuela, that not everything should be placed in the hands of management, each individual must internalize both individual and group factors affecting climate and organizational culture, to the extent that each implement strategies for personal development, the organization will be better people open to change and willing at all time the establishment of new challenges towards reaching benefits for both the company and the worker.

To this is added, it is clear that the organizational behavior becomes increasingly more life within organizations, the management has somehow begun to realize that the human factor is the most important resource they have, however, even is in full swing.

The ing., Edith Hoffman Quality Program participant and productivity in this respect tells us that by referring to the small and medium enterprises, the picture is not very encouraging. Pending considers human resources as a competitive advantage within organizations there will be no proper use and management of organizational behavior and its implications and therefore its benefits within the national SMEs.

So once again, I think we should promote and leadership within organizations, whether small, medium or large to realize its most valuable asset: human capital, promoting training, participation and development for growth the organization and its quality and productivity.

Deccan Dayana turn exposes us that organizations must become places for communication and reflection. Proceeds from the joint construction of the persons composing it. As well as taking into account the change of culture as a continuous learning process framing the man as the center of development of an organization. This requires that management seriously worry transmitted through good communication the values and beliefs of the organization.

Finally, Susana Martinez believes that every day becomes more obvious the importance that organizational behavior, which can generate a competitive advantage if properly cultivated and this has not escaped the attention of our businesses. Large corporations and, although to a much lesser extent some small businesses have realized the importance of human capital and the enormous possibilities that you can provide it is the main element of differentiation from its competitors. The study of behavior that people have within a company is a challenge never before thought by managers and today is one of the most important tasks, the organization must seek to adapt to the people who are different as the human aspect is the factor in the chances of achieving the accomplishments of the organization.