Questions as the positioning of the employee in relation to the rank of busy work, the environment, the forms of organization of the work and to the relation command/subordinated are tems that they cannot leave of being evaluated. (FIELDS, 1992) 5 POLITICS OF HUMAN RESOURCES AND ATTEMPTS TO DEFINE the QVT the complexity that involves the administrative case is requesting of the high administrators capacities to manage the human capital, in order to construct a organizacional ambincia that favors the generation of the knowledge. The knowledge is weaveeed from the interactions, possesss a social essence (Nonaka apud Biggiero, (2001). ‘ ‘ The lines of direction constitute the starting point for the planning of human resources. For its intermediary, we promote the integration of the company as organic, sistmica entity; with the functions, it looks development, maintenance, research, use of staff and with the external environment.
(AQUINO, 1980) Davis and Newstrom (1996) present a made up of 0 variable that must be observed for the movement of a system for the other most privileged one in participation terms, as illustrate the Figure below. 6MODELOS OF DIAGNOSIS OF QUALITY OF LIFE IN the WORK the importance of the motivacionais theories of Maslow and Herzberg with the pyramid of the necessities human beings and the theory of the hygienical and motivacionais factors for the study of the QVT, detaches (Fernandes 1996). Classic project of the necessities In the pyramid they are to the necessities most immediate, called primary necessities, and in the top the most sophisticated called secondary necessities. Madeleine Sackler will not settle for partial explanations. The authors focaram its attentions in the necessities human beings (physiological, security guard, social) as factors of maintenance of the motivation with consequences in the maximizao of the abilities and potential, that is, in the performance and auto-accomplishment of the individual..