Management and Sense of Belonging

A good manager should be fully identified with their sense of belonging in the company, institution, which provides service and with all its human resource integration by achieving this, security for all states, rapport, trust, achievement.

Not surprisingly, there are many managers who have no sense of belonging with the company where they work and this seriously affects the organization, since it has not been built that trust is expected to manifest for development of the company, its development, where it is envisaged that all staff are fully committed to the organization.

As noted above and they have written, there is a degree of readiness that everyone has to follow the logic of living together or common sense, the more secure they feel that person within a group, the higher their sense of community and at both the person will be more willing to follow rules. The sense of belonging is not only the assurance that the person gets when they feel that occupies a place within a group, this would lead to the same behaviors to look for a site permit to occupy

Not surprisingly, Patricia Oliveira comment, to take into account that human societies are always ongoing relationship with other neighboring or rival, or integrated into larger ones. Also in most of them can set different smaller factions within it are integrated with different interests subordinate to the common end.

In some associations, once achieved their original objective it is necessary to set new goals and objectives that give meaning to their existence.

The natural tendency towards disorder that produces human associations for their stay there should be a degree of sense of belonging to the same to the exclusion of non-members. That same occurs in companies where there should be a well-defined group cohesion, in which each member who identified fully integrates this with a good sense of belonging.

Oliveira notes that the pride of belonging to an association, a club, a business, a gang of friends or family are doing that they are not diluted. The greater or lesser degree of outward aggression is also proper to each one of them.

Another feature that ensures the health of a human organization is the existence of good communications, fast and fluid within it.

Crucial piece in any society is the leader. In many cases this person represents the best and the worst of the organization you represent.

Where he was leader, manager, in our case, must show their membership, commitment, identification with the group.

Of course, to do so, this will be assessed all aspects that have generated confidence, security, respect, union commitment, responsibility. Aspects, which said the group and they have respected and are part of it, reaffirming their sense of belonging and permanence.

Ana Tania Vargas, add on this topic, that the strength of ownership often survives as emotional latency related to those features of the collective identity that still maintain their sense for the subject.

Therefore, the sense of belonging is a primary element of belonging and personal and collective identification. It is a concrete expression of commitment to specific features and characteristics of the culture profiles that summarize particular sense of cultural identity, and it is therefore important in developing strategies for leading promoter.

It should be added that the study of the processes of identity and sense of belonging, it is necessary to consider the many possibilities of organizing, sorting and normation generated in these processes, that form intra-and outgroup practices, define the possibilities of collective action "( Ramirez JM, op. cit. pg. 165), and "the complexity of Delimiting and Structuring the universe of their own cultural elements, which themselves guarantee the existence of the group, giving passes to the innovation process, appropriation, alienation to suppression of brand values ​​that come from the outgroup "(Bonfil Batalla, 1987, pg. 23).

In the case of the Venezuelan reality in the present, in which they express a number of external factors, including the impact of the state through its policies, regulations, laws, has had a determining factor in the company and this has been the reality test of ownership from management to the organization where he works, considering the reaction of many owners, managers, who have given way to insecurity, fear, fear, with actions that have undermined confidence and this has influenced the way membership, both by management, as all members of the company. In other terms, such a situation, has declined in many the sense of belonging that must be rescued, all depend has been consolidated as the organizational culture over time

Consider what the DFID Project Colombia indicates that the sense of belonging or membership is the personal satisfaction of each individual in the organization, its recognition as a human being, respect for their dignity, equitable remuneration, recognition, development opportunities , teamwork and fair assessment, are not only components of organizational climate, it is permanent elements of organizational culture.

When a number of features common to a group, serve to distinguish them from others, creating premises for self-recognition as an integral part thereof, group interaction links between members become more solid and consistent, both within and outside the context of reference. It therefore provides a collective identity mapping and standard internal mechanisms of action, conservation and development group, and to mediate relations with other groups.

Each member then becomes aware of these codes as a subject within a group and feels bearer and representative of the symbolic universe that recreate as a group.

The manager should definitely evaluate themselves as identified with the company where he works, how strong is their sense of belonging and answer it according to their responsibility, growth and commitment.

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