• X and Y theory (Procter 2009) – presents two opposing viewpoints on how management can seek to engage with staff on a day to day basis. A summary of this is shown in figure three below. Figure 3 – X and Y theory
4.2 The X model applied
In order to successfully apply the X model there is three groups that need to be in alignment (Blessingwhite 2012). These are Executives, Managers and employees we will discuss each of these in isolation to identify opportunities for improvement that can be used to address staff engagement within Hussmann.
4.2.1 Executives
The corporate and executive groups within the X model have to state a CASE which stands for o Community – Fostering interactions between staff o Authentic – walking the walk, not …show more content…
Management is to initiate these conversations initially along with a series of programs designed to communicate to staff the importance of participating in this. It may be possible to incorporate this into a series of regular reviews, the preferred method is to use a series of informal conversations that managers can then document to catalogue the values and aspirations of their staff. If required alternate methods can be reviewed such as surveys that will provide an overview of the group mentality that can then be further targeted to obtain more personal …show more content…
A key point that has arisen from the application of the HR frame is that staff have to want to be a part of the organisation. Yes their motives can be different to each other, the important part is they have to be able to find meaning and value in their work (Coffmann 2002) in order for it to translate into improved customer experiences. By addressing and elevating the expectations placed on staff, combined with the initiatives to improve communications staff will need to be able to define their values in a way that can be aligned to business goals in order for any initiative to be
4.2 The X model applied
In order to successfully apply the X model there is three groups that need to be in alignment (Blessingwhite 2012). These are Executives, Managers and employees we will discuss each of these in isolation to identify opportunities for improvement that can be used to address staff engagement within Hussmann.
4.2.1 Executives
The corporate and executive groups within the X model have to state a CASE which stands for o Community – Fostering interactions between staff o Authentic – walking the walk, not …show more content…
Management is to initiate these conversations initially along with a series of programs designed to communicate to staff the importance of participating in this. It may be possible to incorporate this into a series of regular reviews, the preferred method is to use a series of informal conversations that managers can then document to catalogue the values and aspirations of their staff. If required alternate methods can be reviewed such as surveys that will provide an overview of the group mentality that can then be further targeted to obtain more personal …show more content…
A key point that has arisen from the application of the HR frame is that staff have to want to be a part of the organisation. Yes their motives can be different to each other, the important part is they have to be able to find meaning and value in their work (Coffmann 2002) in order for it to translate into improved customer experiences. By addressing and elevating the expectations placed on staff, combined with the initiatives to improve communications staff will need to be able to define their values in a way that can be aligned to business goals in order for any initiative to be