It presented, in 1957, the argument of that most of the actions of the organizacionais managers arose of whom it was the theory on the existing human behavior in the organization, was it Theory X or Theory Y. To understand, the first one congregates a traditional set of hypotheses on the individuals, which point the human being as to that it does not like to work and if possible it prevents the work. Hear other arguments on the topic with Hyundai. On the other hand, the second theory implies a boarding more human being, in the direction of that the individual is not inherently sluggish, and still, that any symptom of laziness is resulted direct of the negative professional description, tried in some contrary organization to the more modern models of management. It fits to emphasize that in the same way that the organizations are distinguished enters itself, the departments also possess its particularitities for alarem hand of models differentiated. Five models of organizacional psychology exist: Autocratic model, Protectionistic Model, Apoiador Model, Collegiate Model and Sistmico Model.
Each one with its particularitities and degree of effectiveness, the certainty is that each organization possesss a system of organizacional psychology in accordance with the context and culture. Such systems incorporate the philosophy, being declared it or not; the values; the vision; the mission and the goals; the quality of the leadership; the communication and the dynamics of the formal and informal groups; finally the influence of the organization in the social environment. These ' ' ingredientes' ' they join enters itself and create a culture in which the individual attitudes and the situacionais factors produce motivation. INTERPERSONAL DEVELOPMENT versus PSYCHOLOGY ORGANIZACIONAL a composed management for members worried about the interpersonal development and organizacional psychology can catch, analyze and interpret any conflict in a work group. The conflict can occur in any situation in which two or more parts they meet ahead in an impasse.