For instance when I worked at Sports Basement, I believe that the morale was high because of the human resource strategies. People were happy and productive because they felt safe, valued and had a sense of belonging or personal investment in the organization. When I worked for Massage Green Spa, the morale was always low because there was never any investment in the six human resource strategies. It was all about filling the gaps with whatever was available and just providing the bare minimum to make as much profit as they could. We often would joke that the Massage Green Spa was just operating in survival mode.
I feel like organizations that are more vertical or hierarchy focused is closely related to Douglas McGregor’s Theory X. The way …show more content…
Diversity and organizations was all about learning how diversity in organizations is a beautiful, positive aspect for organizations. Even though diversity can be intimidating for some people, it is the diversity that creates the organization’s identity and development. Assessment of Leadership course was about analyzing different leaders and scenarios throughout history to understand why it is important to invest in development and empower your team. It also helped me understand my perceptions of successful and horrible leadership by validating the perceptions with Kouzes and Posner’s 5 …show more content…
People need the organizations to provide careers and salaries, which means that organizations and people need to build central elements. (p. 121) Maslow’s hierarchy of needs makes sense to me because these are needs that I have personally felt in organizations; in addition I have witnessed how individuals are motivated to work when their physiological, safety and belonging needs are met. Personally I think Theory X is outdated. I may be wrong, however I feel like individuals know that if they are lazy, have very little ambition or resist change within the organization that they won’t be successful or hold a position. Theory X just means the manager is the issue, not the subordinates. The manager is failing to ethically motivated and lead. That is why Theory Y is more along the lines of the idea that the organization and the employees need to meet in the middle to create conditions that help achieve organizational and personal goals. (p. 123) Theory Y would fulfill the six basic human resource practices, human resource systems, smart hiring, reward employees, employee development, empowerment, and except diversity. (p. 140) In chapter 8, model 1 would seem like a total nightmare and a very negative way to be in an organization. I like how model 2 is about be transparent and not so much focus on being in the
I feel like organizations that are more vertical or hierarchy focused is closely related to Douglas McGregor’s Theory X. The way …show more content…
Diversity and organizations was all about learning how diversity in organizations is a beautiful, positive aspect for organizations. Even though diversity can be intimidating for some people, it is the diversity that creates the organization’s identity and development. Assessment of Leadership course was about analyzing different leaders and scenarios throughout history to understand why it is important to invest in development and empower your team. It also helped me understand my perceptions of successful and horrible leadership by validating the perceptions with Kouzes and Posner’s 5 …show more content…
People need the organizations to provide careers and salaries, which means that organizations and people need to build central elements. (p. 121) Maslow’s hierarchy of needs makes sense to me because these are needs that I have personally felt in organizations; in addition I have witnessed how individuals are motivated to work when their physiological, safety and belonging needs are met. Personally I think Theory X is outdated. I may be wrong, however I feel like individuals know that if they are lazy, have very little ambition or resist change within the organization that they won’t be successful or hold a position. Theory X just means the manager is the issue, not the subordinates. The manager is failing to ethically motivated and lead. That is why Theory Y is more along the lines of the idea that the organization and the employees need to meet in the middle to create conditions that help achieve organizational and personal goals. (p. 123) Theory Y would fulfill the six basic human resource practices, human resource systems, smart hiring, reward employees, employee development, empowerment, and except diversity. (p. 140) In chapter 8, model 1 would seem like a total nightmare and a very negative way to be in an organization. I like how model 2 is about be transparent and not so much focus on being in the