Internal Relationships Within Companies

Internal relationships within companies

   In this chapter, it makes us known the retention of employees and an analysis of internal relationships in organizations, most workers have no clear idea of the time they could remain in a work area, they are always looking for new options,It is natural that your interest is to acquire skills and experiences. Internal relationships include administration activities related to employee movement within the organization, these activities include promotions, transfers from one area to another, promotions, category descents, renunciations, dismissals andretirement.

The success of every organization depends on the knowledge and identification of its members with the objectives to be achieved and the creation of a favorable work climate, this is achieved through effective communication. We understand the communication process and relate to the organizational climate and in a generic way we identify it as the environment that is lived in the company at a given time;That for various situations it can be pleasant or unpleasant to work, these can be internal or external and that influence their behavior. An entertaining work environment, with a business culture that promotes the sense of belonging and commitment to labor functions, will always be a competitive advantage for companies, since quality, productivity and the best performance of workers, has a relationshipdirectly with the environment of your environment.

The organizational climate presents a direct relationship in the determination of the organizational culture of the company, being understood as the general pattern of behaviors, beliefs and values, to the extent that the organization promotes risk acceptance, challenges will help maintain a healthy competitive climate, necessary in every organization.

Relationships will be based on interpersonal respect at all levels, good treatment and cooperation, with livelihood based on effectiveness, productivity, utility and obedience, all in precise limits, without excessive. Cooperation is related to timely support, with the birth and maintenance of a team spirit in the process of achieving common objectives related to the company’s objectives.

The conflict will always be generated by the disagreements, not conformities between the members of a group. This feeling well can be generated by different reasons related to work and may occur between workers of the same level or in the relationship with bosses or superiors

Today we know her as a sense of belonging. It is the pride of belonging to the company and being an active member of it and having the feeling of being contributing its efforts to achieve the objectives of the organization

Voluntary employment occurs when an employee agrees to work without a contract and there is no agreement for the duration of employment. In general, voluntary work is developed through non -profit institutions (NGOs), staff in this category provide their time and skills to help other people.

Discipline is the state of self-control and orderly behavior that employees must have in an organization. The disciplinary action is the process in which a sanction is applied against an employee who has not complied with the established norms, can also be breached by norms of conduct;If the administration has established rules, it must be extended to all employees and then observe the performance of employees and compliance with the discipline rules. Meanwhile, if employee’s behavior does not vary with respect to acceptable practices, then there is no need for disciplinary action, but when the behavior of an employee violates a rule, corrective action is necessary. The problems associated with the administration of disciplinary action include: lack of training, fear, the fact of being the only person in charge of discipline, guilt, fear of the loss of friendship, lost time, loss of calm and rationalization.

In conclusion, each of the aspects mentioned such as communication, work climate, challenges, relationships, cooperation, conflicts, and identity, produces different types of sensation in workers that directly incurindividual and the sum of all at the group level, ends up forming the organizational climate.

The human resources area has a strategic function within the organization, is to contribute to building a competitive advantage for the organization with the participation of all its collaborators in a positive way. An efficient leadership style and effective forms of communications with collaborators are recommended to create an open and honest environment;In this way, collaborators will perceive that their ideas are being heard and taken into account that they know that with their ideas they are adding in decision making. This will allow collaborators to commit more and more to work for the organization;So you will develop in them a desire to believe and live the values of the organization.