CAMOVA definitely dominates the business environment, organizations, institutions, universities themselves assertive organizational culture very poor, where they openly express appreciation to the efforts of all those who perform, not only for one year, but already have number, are fully identified with the company, have contributed their experience, skills knowledge. There is a carelessness on the part of management in providing workers, the organization’s human factor, motivational stimuli that help to fully identify the worker with the company, to reaffirm the spirit of ownership, humane treatment product, reward, recognition of the work performed. There are defined policies to generate productive behavior, motivational, of belonging, a result of a management able to recognize in the delivery workers, performing the functions, productivity, achievement of the company. It manifests a certain apathy on the part of management, and even human resources department to integrate positively with the human factor in such a way that manifests itself in organizational behavior provided a climate conducive to the development of the organization, to provide a highly productive atmosphere, identification, commitment. Very few times have we seen in SMEs where specific acts are rewarded productivity of work teams, recognizing the creativity, innovation of workers, their capacity to perform, his loyalty to the company performing functions that lead to positive results not generate organizational conflicts.

In situations of uncertainty, such as that currently faced by the business sector in Venezuela, which expresses fear, fear of being fired, the product of the risks that many companies are facing to the actions of government, where many companies, even large, fear being overrun on private property, become taken over by the State, that’s when management should project leadership skills with action to rescue the insecurity, confidence will staff, those that generate recognition performance, encourage them to others in prize money with other stimuli in which they feel fully identified with the company, that their efforts, work is not a product only for a salary, but there is a predisposition company provide assistance in areas which provide assurance to worked for knowledge, development, support for guaranteed employment, a career plan that will favor. The Venezuelan management should identify more with the human factor, with the teams work, without discrimination or preferences, should be objective in providing recognition to those who really have helped in the achievement of positive results in their management. Highlight all that worker self-esteem in addition to fulfilling the tasks set, bringing new ideas, creativity, all that may significantly influence the passage of an organizational culture consistent. Should each year such as management, reward workers, work teams that have led to new changes, which favored the company, successfully confronted the challenges, highlighting their work, encourage them to continue contributing their experience, skills, with prizes to encourage the motivation to always be turned towards performances that benefit everyone. Management must go deeper to the human resource department to establish policies, recognition awards, so that workers are fully aware that the company where they work, are considered, encouraged, recognized. I believe that today more than ever before facing the crisis that is when they are given more opportunities to highlight the recognition of those who actually provide solutions, suggestions, an initiative to help encouraging results, there are many stimuli that could be used if really Management is committed to your organization.