The main purpose of this article is to analyze the impact of the workers' behavior in terms of their emotions and feelings in system's performance, i.e., one is looking at issues concerned with Organizational Sustainability. Indeed, one's aim is to define a process that motivates and inspires managers and personnel to act upon the limit, i.e., to achieve the organizational goals through an effective and efficient implementation of operational and behavioral strategies. The focus will be on the importance of specific psychosocial variables that may affect collective pro-organizational attitudes. Data that is increasing exponentially, and somehow being out of control, i.e., the question is to know the correct value of the information that may be behind these numbers.
System analyses deal with interrelationships between different variables that keep the system in balance. In many analysis of complex thinking, a system is viewed as a complex unit in which the ‘whole’ is not reduced to the ‘sum’ of its parts; the system becomes an ambiguous item because it consists of several entities that interact with unforeseen results or, in other words, it is situated at a transdisciplinary level, it is impossible for an area to have a complete reading of its complexity. It was also mentioned that the concept of the open system best describes complexity by stating that ‘the laws of the organization are not equilibrium, but an imbalance that is restored or compensated for by stabilized dynamics’. This idea originated from the field of thermodynamics and the second law, in which the imbalance that it maintains allows the system for an apparent balance. This fragile steady state has something of a paradox, since the structures remain the same, but their constituents are changeable. The concept of open system undoes the door to a theory of evolution that can only derive from the interactions between a system and its ecosystem. Within this systemic approach, the focus of the analysis takes into account the ambiguity, multidisciplinary and complexity associated with system adjustment, i.e. it is intended to qualify an employee job based on their experience and knowledge as a measure of their impact on the organization performance.
Individuals with Learning Impairments (LI) may have not only language problems as reading, spelling and writing, but also difficulties in terms of their relationship with the society, i.e., may have glitches not only with language but also with social handiness. On the other hand, the dimension that most contributes to the process of acceptance or integration of an individual in a learning environment or in the society in general, is Emotional Intelligence, i.e., emotion is the foundation for creativity, passion, optimism, drive, and transformation. Motivation is a synonym for enthusiasm, initiative, and persistence. The technical skills have passed to the bottom, since they denote the rational that sustains an individual's involvement in such processes. Indeed, among other things, this is the reason why this work focuses on LI and its various manifestations and how it may affect, evaluate and treat the natural development of a human being and the environment (society) in which him/her is immersed.
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