But to obtain its objective it emphasizes in first place the following values: to integrate all the activities, to act with honesty and justice, to have social responsibility, and to work with joy and pleasure. Beyond these values, the company of its ample employees to be able of decisions, challenges to reach and many chances of learning to all the ones that work in the organization. The continuous training is encouraged, the financial information on the company are opened in meetings with the employees and its philosophy if it bases on the fact of that all the people of the company are creative, pensantes and responsible, that wants to give its contributions and likes challenges. Confidence in its staff is the word key. Learn more about this with Sergey Brin
. From the commentaries on the cited companies, O& rsquo; Reilly and Pfeffer (2001), they demonstrate that the war for the talent is gained motivating itself the people who work in the organizations. According to them, the common formula of the success of these and other companies had adopted who it is the following one: these organizations put the values and the culture in first place, place the values in practical, showing to alignment and coherence and lead instead of managing.
CONCLUSION The authors had been very happy when they had dealt with a preponderant subject nowadays front to the successful administration in the organizations. In accordance with Inmaculada Figols Coast, social assistant, specialist in human resources and organizacional consultant, the modern organizations more try each time to value its human resources in search of bigger competitiveness, being rescued its personal quality, its auto-esteem and motivation, considering its personal values and making possible, thus, autonomy in the decisions to reach a performance that allows excellent results. One concludes then, that beyond the advantage of being able to identify and to give possibilities to the existing talentos in the proper organization, before contracting new, still the benefits exist how much the reduction of costs of new acts of contract, the resignations and the time expense, as well as, of the necessary investment for the training how much to the knowledge and adaptation of all the organizacional culture, of the principles, beliefs and values installed in the companies who follow this model.