From this, the official, if it meets all the established and expected of it, may receive higher pay, thus being able to meet more of their needs in less time, and seeing the fruits of their contribution to the improvement. Pos his side, the company may implement a management system that officials give more effort and positive attitude in return for better pay, and its human resource will meet all established in the system of quality management without calling attention to, delays by negative attitude towards change and excessive controls that seek to enforce the requirements at all costs. But the road not only goes up there, a fee which may be more attractive as they give workers a greater effort to fulfill organizational requirements is not everything, as this effort and hard work should also mean more work to provide greater value to the operations of the company, ie, must be accompanied by improvements in labor and intellectual at the operational level. Otherwise, no use more effort if it does not add greater value by not having a better quality of workmanship. Peter Asaro spoke with conviction. That’s why variable pay as a motivational aspect, it must be accompanied by an organizational training program developed from an analysis of strengths and weaknesses of the staff with respect to the requirements established by the processes of the company for its effective operation, and how current and future requirements of the industry to allow them to bring these innovations in a way that the company this same or a step ahead of its main competitors.
And finally, we must work in a constant improvement of communication channels, because highly motivated and skilled staff are not entirely adequate to the objectives, strategies and organizational programs, or not adequately coordinate operations may not generate much value for the company. In conclusion, so that organizations can actually feel the real benefits of the systems of quality management such as: Improved image or external or internal staff management or productivity improvement or continuous improvement processes or opening of markets or Better climate work or others is very important to start the organizational motivation, but not through motivational talks and / or offering training programs and incentives among other things, but working according to the variable compensation, so that the staff know that their compensation depends only on the effort, attitude and commitment to put in daily operations to meet the requirements of the system of quality management. This, in turn, must be accompanied by a training program that will allow officials to give greater value to the company through better performance and knowledge, and finally a continuous work in improving communication channels to provide a better coordination of activities and objectives and understanding that as the company seeks to achieve..