Quality of working life in companies.

Greetings to all my dear readers of this important community, today I will share a very important business topic and that is how multicultural leadership can help in conflict resolution organizations and thus maintain a harmonious working environment where the company and its workers get the best possible productivity.

Today's globalized world presents political, economic, social and cultural facets that demand from human beings attitudes of openness, collaboration and inquiry, in order to adapt to the accelerated process of scientific and technological development that is currently taking place, and to respond to the challenge of mastering the large volume of information and knowledge that can be accessed, while meeting the innumerable needs that a diversified and intercultural environment demands. Therefore, the most outstanding people are those who not only possess intellectual capital, but are also capable of applying that knowledge in a timely manner depending on the demands.

For a long time now, the leaders of companies have been trying to find a way to improve the operation and efficient functioning of the companies, with the purpose of making them more profitable. Thus, an idea handled some time ago, was that of a vision of companies as a means to be competitive; as well as to achieve benefits, supported by an excessive division of labor at the operational levels, also in the centralization of decisions within the highest levels of the organization, in which workers were not hired to think, but to obey, and execute the tasks entrusted to them exactly as they were requested.

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Thus, researchers in different parts of the world have set themselves the task of identifying the nature of each of the possible bonds that can attach an employee to his or her work environment; they have also focused on analyzing what are the main behaviors that derive from each of these relationships and, of course, what factors influence the development of these organizational bonds. This set of bonds that keep a subject attached to a particular company has been called organizational commitment, which has a significant impact on the quality of employees' working life.

Hence, at the beginning of the 20th century, under the rational paradigm, the organization was conceived as a closed, stable and highly structured system, susceptible to both rigid planning and exhaustive control. Thus, in a competitive and globalized world, organizations are oriented to provide a better service, as well as to eliminate organizational conflicts that influence their service-user relationship.

In this sense, it is understood that the phenomenon of globalization has brought as consequences, numerous and diverse changes that have a notorious influence on what man does within his society, forcing him to diversify and incorporate in himself a philosophy of innovation to be able to adapt to a constantly changing reality.

Thus, as society evolves from the technical, social and economic point of view, the quality of life expectations of human beings are raised, so that organizations today are in the need to structurally change their identity in order to respond to the needs and demands of its staff, thus achieving strengthen the links between the organization and its employees to improve and achieve the desired productive levels.

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It is for this reason that variables such as organizational commitment and quality of work life have become the focus of attention of many studies in Latin America. One of the fundamental reasons for this is that several studies have been able to demonstrate with verifiable results that commitment to the organization tends to be a better predictor of turnover and punctuality.

Perhaps of greater relevance is the evidence that organizations whose members have very high levels of commitment. Hence, in the organizational process, executed in every company, the activities are carried out by the human capital that is part of it who, together with the tools and inputs, are oriented to the achievement of the objectives set. Under these premises, it should also be mentioned that currently, organizations face great challenges, due to the continuous economic, political and social changes in the business world, which is why today's companies have been given the task of ensuring both favorable conditions and a pleasant working environment. Therefore, it is necessary to keep employees not only highly motivated, but also trained to face the changes that nowadays are presented in any organization, both public and private.