Organizational behaviour

The article tells us about the functions that are given in companies based on
complex systems, in the study that was conducted on behavior focuses on
how this happens defined as organizational behavior defined as the study of
structure, performance, performance The organizations and the behavior of
the collaborators. The theory of organizational behavior is based on the
behavioral sciences and these are based on the fields of research on human
behavior through sophisticated and rigorous methods.
As for the functioning of organizations, it is known that it is an entity that
can achieve an objective or purpose through collective efforts
(collaborators). The main learning points are given through organizational
behavior and one of the functions is to organize, this means that a process
of making arrangements in a responsible way and that allows all employees
to work cooperatively. Organizations resemble each other as systems; Since
the environment may affect its structure and if it has formal and informal
elements, however are also the organizational structures that are
frameworks to solve the issues that the company requires.
The concept of perception is key to understanding the importance of
Organizational Climate. Those who are part of the teams contribute added
value to the company, which generates social capital in society. The
measurement of the organizational climate is the appropriate tool to analyze
the perception of the people around the company and its performance in the
market. Measuring the work climate is the means to work to achieve an
optimum organizational climate. Responsible human capital management
must be people-centered. The organizational climate allows us to know if the
idiosyncrasy and practices of the company have a positive or negative
perception on the part of the people who work in it, if they consider
themselves as apathetic spectators or active part of the organizational
processes. These ideas are usually linked with perspectives and longings of
their own, which are very difficult to know for senior management if it is not
through direct questioning.
Other relevant information is the vision about the way in which the
structural relationship, generally vertical, the opinion on the work position in
relation to the tasks, the autonomy that is assigned and the commitment to
the challenges proposed with the Market Stall. The adequate generation of a
positive internal culture is essential in the search for an organizational
climate where internal conflicts hardly take place, the commitment to the
organization is enormous and the company is seen as an outstanding
employer among the companies of the competition. And none of this can be
detached from the notion of leadership. A good working climate always
depends on close leadership, motivating, forming interdisciplinary teams
and creating communication as the fundamental axis of the relationship.
And finally emotional intelligence is mentioned as a combination of skills
such as self-awareness, self-control, empathy and sensitivity to the feelings
of others. Therefore, people must have this quality of emotional intelligence
to be able to relate to people Effectively.
Managing Human Resources in Small and Entrepreneurial Firms
The Human Resources Management department of a company is
responsible for the human capital management of the company. Its main
objective is to combine the individual actions of all the members of the
group to achieve the business goals and obtain the best of each one of
them. SMEs and self-employed workers should not forget that often their
greatest value lies in their human capital.
The functions that are developed in the department of human resources
vary from one company to another, depending on the size and activity to
which the entity is dedicated. In small companies, the functions of this
department are executed in a few sections and, frequently, some tasks are
entrusted to other companies, such as consultancies, consultancies,
agencies, etc.
In small businesses, the human resources department can be very complex,
and can be divided into sections that are responsible for different activities.
Its functions are as a function of employment, with this function includes
activities related to staff planning, selection and training of staff; While its
personnel management function requires a number of administrative tasks,
such as contract selection and formalization, payroll management and social
insurance.
The aim is to demonstrate the system of staff remuneration and to evaluate
their performance on the basis of their human resources development,
including the activities of creating and implementing training plans, The
motivation, to control the performance of tasks, to encourage participation
and to study absenteeism and its causes.
The labor relations function is mainly concerned with the resolution of labor
problems. It is usually developed by negotiating with workers'
representatives and dealing with issues such as hiring, wage policy, labor
disputes, collective bargaining, etc.
Also included in this function is the prevention of occupational hazards, as it
seeks to establish an adequate level of protection of workers' health and
working conditions, ie, includes occupational safety and health and social
action of the workplace. Company with the workers.
This function also adopts measures to balance inequalities among workers
in the same company, and strives to achieve a pleasant balance and work
climate.
This function manages certain services created by the company or that have
been hired to render them to other companies. Social services aim to
benefit workers and improve the working environment. These services can
be kindergartens, scholarships and grants for studies, collective life
insurance, clubs and recreation centers, etc.