In times of shocking and rapid technological advances, increasingly demanding work routines, changes in the labour market, the arrival of new generations in organizations, changes in the global political and economic context and national economic instability, stressors have increased and are increasingly influential in work performance. Evidence shows that factors external to organizations impact on the performance of people at work, but more so do the stressors that are internal to the organization. The objectives of this research were the detection and identification of factors that protect people from organizational work stress that can positively influence daily habits. The working hypothesis is that if people grasp emotional management strategies, they will avoid the side effects of stressful working conditions, properly managing their emotions and being more effective in their task. The first stage of the intervention was in ACARA (Association of Automobile Dealers of the Argentine Republic); a questionnaire (pre-test) was carried out to identify the factors perceived by the members of the entity as stressors in the work environment, the actions they used to control their emotions, the influence of the emotional decision-making, and collaborative elements to protect people from work stress. Lack of motivation, work with people complaining recurrently, lack of support from superiors, external pressure on task, not expressing and/or repressing emotions, excessive work burden, and tight deadlines were detected as main stress factors. When consulted about the best way to control emotions, reliability, adaptability and good predisposition to error were identified. Some actions detected in the first instance to generate this control were sense of humor and positive thinking. Motivation, responsibility, peer collaboration, teamwork, empathy, and the necessary technology to carry out their tasks were the most important factors for people to guard them against stress. In the second stage of the intervention and as an independent variable, we will work in workshops whose transferability will be performance tools that neutralize the factors that are making it impossible to make decisions, thus affecting their health and their work performance. The third stage will involve the measurement of results through the same initial questionnaire (post-test) to evaluate if the actions implemented in their jobs have been significant.