Human Resources Frame McGregor of MIT helped develop ideas. Open system, communication of good and bad news, self-managing teams, peer- controlled pay system. This frame regards peoples skills, attitudes, energy, commitment. This frame champions idea that orgs can be stimulating, rewarding, and productive. If org concerns itself with its peoples welfare then it will succeed. Maslows hierarchy of human needs: Physiological (oxygen, water, food, comfort) Safety (safe from attack) Belongingness and Love Esteem (to feel value of self) Self-actualization (to reach ones potential) Managers assumptions about people become self-fulfilling prophecies. If you have low expectations you will get low productivity. Conflict If conflicts arise people tend to: withdraw become apathetic, passive, indifferent resist (sabotage, featherbedding, deception) try to climb hierarchy to better jobs form groups (unions) teach children negative things about work Improving HR Management David Owen Wales 1771, knitting mills. Stopped child labor, sent them to schools. He cared for his workers by giving clean safe homes. Preschool, child care, and schools. He knew value of human capital. Invest in People hire right Reward well Provide job security Promote from within Train and Educate Dewey: Learn by doing OJT Share the wealth Empowerment Autonomy and Participation Job Enrichment and Cross-Utilization Teaming Democracy and Egalitarianism TQM = Total Quality Management T-Groups: sensitivity training, participants and researchers quorum after session to discuss observations. Trainers and participants join in groups as a sort of plenary. Honest feedback is crucial. Survey workers re motivation, communication, leadership, climate. OD = Organization Development became product of TQM, T-groups, and Surveys. Putting it in Action Interpersonal Dynamics What is happening? Why do people behave as they do? What can I do? Model I problem caused by other people develop private, unilateral diagnose and solution get other person to change by logic, influence, force if other resists become defensive intensify pressure Result is wasted energy, strained relationship, deterioration in decision- making processes. Model II Emphasize common goals & mutual influence Communicate openly publicly test assumptions Combine Advocacy with Inquiry When mangers feel vulnerable, they revert to self-protection. Personality Tests Meyers-Briggs Barbarians Online Test Page Groups needed to solve problems creates informal roles with so many formal roles around informal rules evolve develop listening skills agree on basics search for commonness Experiment Doubt your infallibility differences of personalities are a groups responsiblity Groups create shared vision, Leader steers the ship.
Posted on: Sun, 21 Sep 2014 20:58:50 +0000
Trending Topics
Recently Viewed Topics
© 2015