If a man is hungry not give him a fish, teach him to fish. No Chinese proverb should surprise us, that are still many executives, managers, who even coming from universities, not to consider the relevance, scope, the need to make effective use of the industrial psychology towards the achievement of a productive harmony of workers and their needs labour and basic, thereby ensuring a good participation and achievement of a positive organizational climate. Some are unaware, that the real primary wealth of every body is its staff, its human capital that occurs in that resource human under their charge, while there are already significant background in its results, including: the fact that some companies succeed or failing according to the shapes is selected, trained and used to its employeesfrom the doorman, Messenger up to executives, management. You should be aware, that the industrial psychology, it is a basic tool for all Executive, having to make constant use of it, to minimize conflicts and risks in favour of the objectives of the company, and especially in their individual interaction and group. Learn more about this with The University of Chicago. Not expected this to become industrial psychological experts, but if not there these professionals in the organization where he works, at least such knowledge you are extremely necessary. Empathize with such principles can help them to know themselves and affirming interpersonal relationships of their skills, make decisions as well as effectively collaborate in the use of this significant population of workers, who often are cataloged as inempleables, creating or encouraging the Department of human resources to establish programs that allow accessibility to culture and to all technical instruction that demand load to coverwhich for us latinos should be important at the moment since it is much staff you need it. Pronounced and important problem of non-use of industrial psychology found also in some heads of industrial relations, or people who are them has commissioned personnel selection, because good interviews require complex knowledge, as well as a psychological, technical, preparation familiarization with the type of skills, interest and specialty features which are suitable for a particular work situation. .