RESILIENCE and that translates into job performance.

Therefore, this type of professionals and people in general are the ones we can consider resilient, being this the ability to project into the future or get up and move forward after having suffered a crisis (emotional, labor or of any kind); it can be an innate ability or it can be learned and developed with management and organizational practices.

Resilient companies and people are those capable of assuming changes and ruptures, both internal and external, without affecting their work or profitability, and that even develop flexibility in sudden changes assuming an adaptation, which allows them to be effective.

Now, there are environments that promote positive behaviors and conditions conducive to resilience, at the same time, there are environments that generate great stress in people and hinder their normal development, this undoubtedly leads in some way to know those factors that can generate changes in the behavior of workers.

However, we must keep in mind that workers are a fundamental part for the development and positive change within organizations, so that a pleasant working environment will result in excellent job performance, both individually and collectively and will be willing to perform any task entrusted to leave the organization high.

To conclude we can say that today it is demonstrated that where there is a greater commitment to work there is a primary interest by management in the quality of working life of staff, this certainly did not happen in the past, where managers did not care more than to generate profits without taking into account the workers with their feelings and emotions as employees perceived their work, therefore understood that improving the working and economic environment would be rewarded with efficiency and effectiveness worker.