The emotional wage (ES) that is implemented mainly in organizations and leads to benefits such as labor and personal recognition, incentivize people, mutual commitment, work planning (Gomez, 2011) therefore one of its main objectives is to improve the quality of life of workers from within the organization and outside, that is, not only observes the worker as a functional gear of the company but also as an individual who requires motivational aspects in order to improve their quality of life, It is understood that the performance of workers depends on their psychological well-being, as well as job performance also depends on it. Thus, the reciprocity between the organization, the worker, and the strategy of emotional salary, is mainly a tool that contributes reciprocally to all the parts mentioned, seeing them as a unit, as it impacts the business system and its members.