In the current days, the more demanding markets are each time and force the competitiveness, demanding productivity with quality, thus, the organizations have looked for to increase the level of satisfaction of its employees, being had them as allies in the incited organizacional survival, however, if the company not to offer chances for its collaborators will appear not motivated and unsatisfied people with the work and will finish not contributing with the objectives of the company, face the inadequate conditions of work, compromising the quality it work and the objectives of the organization. The Danish consultant Claus Mller (2001) affirms that ‘ ‘ if the employees will be placed in first place, these will place the consumers in first lugar’ ‘. In short, a company alone will obtain to satisfy its customers external, when it to commit itself in satisfying the necessities of its internal customers, who are important part for the reach of the organizacional success. In the present time it is almost impossible to think about good results for the company, without passing first for the people who are involved in the work. A trained, motivated, enabled employee and remunerated well presents better resulted for the company. He can yourself be affirmed, therefore, that the company will survive in the current market whom to know to so use its human capital as well as its technology and its capital. According to Walton apud Rodrigues (1999, P. 81) affirms that: The Quality of Life in the Work has been used with increasing frequency to describe certain ambient and human values, neglected for the industrial societies for the technological advance, of the productivity and the economic growth. The lack of Quality of Life in Trabalho (QVT) inside of the organization can generate insatisfao of the employees, as well as, the physical, mental and emotional adoecimento of these.