The success of companies is currently given by the formation of work teams and the organization's ability to adapt to changes. In addition, it must be considered that within the individual competences of the members in the work teams include: initiative - motivation of achievement and adaptability; influence - ability to lead teams and political awareness - and empathy - self-confidence and the ability to encourage the development of others.
On the other hand, there must be a good Strategic Plan, which includes adequate Management models, knowledge of the environment and clarity of Long-term objectives. Therefore, greater professionalization of the organizations (and especially of those who run them) is required to support their Vision and Mission statement.
It is for the foregoing that business operational management must be carried out under ethical and moral principles when establishing its strategic decisions and its labor, commercial, financial, scientific and technological relationships, in a global context; prioritizing the maintenance of a relationship, where the team spirit, training, collaboration and service attitude are valued, respected and recognized by the organization. These practices will give competitive advantages to companies that adopt policies for sustainable social development.
Consequently, the companies have the challenge of being efficient in the use of the resources used to fulfill their medium and long-term goals (maximize their profits, maintain their reputation; be competitive, participate in the country's culture, etc.), where ethics and values acquire great relevance.
Applied psychology can make great contributions in this area through the development of organizational behavior, especially in the design of tests for personnel selection systems, recruitment, induction, performance, disengagement, motivation, stress management, among others.
As well as giving practical solutions to achieve the objectives of the organization. In another area, create the best design to determine the types of personalities that exist in the different market segments to position a product, properly understanding what the customer really wants and values.
Through the Human Resources Department, companies are making a qualitative leap in the development of the individual behavior of their collaborators, since within these organizations social relationships are established that cross borders.
Using training strategies, such as teaching to provoke changes that have an impact on productivity, effectiveness and competitiveness, continuous learning techniques such as couching, it is possible to shape behavior and therefore culture, avoiding negative externalities (absenteeism from work, depression, discrimination, inequity, alcoholism, drug addiction, violence, among others).
Considering the time that workers spend in the company, why not take advantage to create positive habits about emotions? This will make our synapses better and faster.
For example, developing emotional intelligence, which will make us better people and help others to be so. Likewise, it will help us to be more balanced in the use of reason and emotion, it will teach us self-control, self-motivation, knowing ourselves and learning to know others, not to advance judgments, to develop values such as empathy, tolerance, discipline, temperance, prudence, loyalty, brotherhood, the joy of living.
If you want to improve, you need to act emotionally, through language and making use of our capacity for reflection - which will allow us to speculate, start conversations with others (and with ourselves) about new possibilities, take risks and invent - stripping us of our ties to ourselves and our social environment.
Since we do not always reflect on the causes that may be causing dysfunctional human interactions, which in the vast majority of cases are of affective origin. What is relevant is learning in this globalized market in which we live, valuing social relationships inside and outside the company, which constitutes a great individual and institutional challenge. To achieve sustained growth, a common project is required, where the company, its workers and society are committed.
However, to balance human development, the will of those who, having more economic and intellectual resources, to show solidarity with those who are weaker, giving them tools that allow their development, establishing social networks, through the search for the most organizational model of behavior, is necessary. suitable where overall productivity is sought. In conclusion, this new behavior will provide the basis for sustainable social development. A great challenge for those companies that seek differentiation, where their executives attach great importance to the development of Social Responsibility, as a positive response to the demands of the environment and compliance with ISO and OSHAS standards, nationally and internationally. “The norms that govern the world of work are changing.Today we are judged not only by the more or less intelligent that we can be or by our training or experience, but also by the way we relate to ourselves or to others. Daniel Goleman.
