The work environment is an issue of utmost importance in companies, requiring them to maintain excellent interpersonal relations of their human capital, which allows them to harvest a harmonious and sustainable climate inside and outside the organizations. This fact also facilitates the efficient and effective performance of its personnel, thus increasing productivity in its process.
In fact, productivity and personnel management in organizations have become a key factor for existence, therefore, coordination, direction, motivation and personnel satisfaction are increasingly important elements in the administrative process.
Consequently, staff perceptions of the organizational environment are observed in their work performance, which has a direct impact on the quality of corporate life. Hence, intrinsic factors such as communication, motivation, leadership, decision making and interpersonal relations of the organization intervene on the performance of its members and the method of the environment in which the organization operates.
Now, it can be said that the work environment and/or organizational climate is framed in the conditions, situations and dynamics that are generated within an organization; influencing in a positive or negative way, in the growth, performance and development of people or the institution. This is why it is necessary to guarantee a climate that facilitates the realization of people as unrepeatable individuals, original subjects, capable of asserting themselves with autonomy, with rights, with individual and social responsibilities. Hence, the quality of working life in an organization is the environment.
However, a good or bad organizational climate is responsible for the perception and attitude of workers towards the organization; a fact that has positive and negative consequences that will determine the success or failure of the company. Among the positive consequences are: achievement, affiliation, power, productivity, satisfaction, adaptation and innovation. Among the negative consequences are: maladaptation, absenteeism, low motivation, low innovation, low productivity, among others.
That is why every company, in the present and in the future, must assume the challenge of managing its human capital, considering the dynamic and unexpected changes that occur in the organizational environment.
As a strategy for the survival of the company, the organizational climate must be focused on the different variables related to human talent, in order to develop the response capacity required by the challenges driven by the globalization of markets. In this sense, company leaders must assume the real responsibility of maintaining a favorable work environment in their organizations, taking into consideration:
1.- Motivation as an element for people's growth.
2.- Effective leadership, as team consolidation.
Good interpersonal relationships
4.- Formal communication channels that guarantee teamwork.
5.- Strengthening team work.
6.- Values and principles that guide people's behavior.
In summary, to meet the objectives and goals it is necessary to unify efforts (manager-supervisor-employee), introducing synergies between the members of the organization and above all positive attitudes, promoting the values, skills and abilities that each individual possesses.