lower order of needs are physiological, safety, and social needs. This are consider to be the basic and psychological needs because you need them to survive. Once they have achieve the lower order of needs they will progress to the highest order of needs. The two high order of needs is esteem and self-actualization needs. This needs are consider to be the growth needs. It will improve your self-esteem once you have accomplished the survival needs. At last, it will be the self-actualization needs because you will learn what are you capable on accomplishing, personal growth and you will have personal experience and skills you had learned. Now, I am more educated on different ways to motivate the staff in my organization. As my learning experience continues on this course, I will move on to diversity. Diversity is important in any organization to include the military. We have the Tittle 7 of the Civil Rights Act of 1964 protects the rights of any individuals before and during employment from any discrimination of race, age, sex, and religion. In the military we have Department of Defense Military Equal Opportunity (MEO) program which is the same as Title 7 of the Civil Rights. DoD Directive states “complaints of unlawful discrimination and sexual harassment, and for ensuring that human relations and EO matter are taking serious” (DODD1350.2 2003). We also have what is called legal discrimination. Legal discrimination, is for example, you have to be minimum of 21 years old to be employed in a place that serves alcohol. Another example, was during the former President Clinton era, we had a policy in the military of “Don’t Ask, Don’t Tell” policy. This policy enabled gays and lesbians to serve their country, but force them to be... ... middle of paper ... ... are worried on things that are affecting the future. This is important to be aware of because when you are in search for new employees you can view that a person from Japan are willing to be more loyal to the company if you treat them more in a personal level. Thirdly, the power distance in the Hofstede’s dimension values more the position power. Per se, India has high power distance. They value more the power which a member has in the organization and have a centralized authority. It is important to use your chain of command when need to talk to the organization leaders. In the contrary Australia has a low power distance because they have a decentralize authority and they always challenge their supervisors position for authority. This is important to be aware in an organization because it can hinder the relationship between the supervisor and the subordinate.
The first of the four dimension of Hofstede’s theory of national culture is power distance. Hofstede stated that, ‘the essential issue involved, to which different societies have found different solutions, is human inequality’ (1980; 92). An outstanding aspect of inequality is the amount of power each individual exercises or can apply over others with power being illustrated as the amount in which an individual is able to impact other individual’s thoughts and performance (Hofstede, 2015). Within societies, inequality in power is expected. This inequality in power is typically characterized in hierarchical employer-employee relationships. Power distance, is the degree that less powerful members of organizations inside a nation anticipate and
Discrimination has lasting effects on any business. Many laws protect against discrimination and workplace torts. In today’s business environment, we have many returning service-members seeking to assimilate back into their lives prior to service. Veterans are reentering the workforce with potentially far more skills and work experience than their civilian peers. As employers, we must assure we follow proper laws, regulations and support their return into the business community.
Many people struggle to properly defend their faith when confronted about it and even waver in their faith when presented with doubts against their faith that sound convincing. This is because many do not move beyond a basic understanding of their faith and fail to learn the fundamentals of Christian faith. The book Truth Matters: Confident Faith in a Confusing World by Andreas Köstenberger and the film God’s Not Dead (Harold Cronk, 2014) present both similar and different viewpoints on defending one’s faith adequately. Arguments addressed by both the book and the film include the credibility of people, a concept of morals, and the existence of evil.
According with Maslow, all human being do have the same innate needs that active and drive their behaviors. These needs were organized from stronger to weaker in a pyramid known as hierarchy of needs, where the stronger need should be meet before people can have the need to accomplish the weaker one. Moreover, people can go back to the first need at any point of their life. The first two need are known as deficit needs or biological needs because without them people create a deficit in their body. The last three one are known as growth or psychological needs and are not essential for human survival.
The credible version of hierarchy of needs of Maslow (1943, 1954), have five motivational levels that are arranged in a pyramid with depicted levels. The stages are divided in basic needs which include, psychological, love, safety, and esteem. These needs are also primary of deficiency needs. The other needs are growth needs which incorporate self-actualization needs. When basic needs are not met, they are said to motivate people. The strength of the desire of such needs depends with the time in which they are denied. For example, the more a person lacks food, the hungrier that person becomes. Basic needs must be satisfied before a person proceeds to satisfy other needs in the higher levels. When basic needs are satisfied reasonably, the person can now strive at achieving the self-actualization level, which is the highest level.
In the 1940s Abraham Maslow created his famous theory of needs and set the groundwork for David McClelland who in 1961 launched his book, “The Achieving Society” (Mind Tools, n.d.). McClelland’s Acquired Needs Theory explores the thought that “needs are acquired throughout life…needs are not innate, but are learned or developed as a result of one’s life experiences” (Buchbinder & Shanks, 2007, p.27). In this theory are three types of needs: need for achievement-desire for success, mastering tasks, and attaining goals; need for affiliation-desire for relationships and associations with others; and need for power-desire for responsibility, control, and authority (Buchbinder & Shanks, 2007). Therefore, management, hospitals, and organizations must determine what the needs of their employees are in order to properly motivate
The hierarchy of needs is frequently represented in the shape of a pyramid and is broken up into 5 separate stages with the main, most important levels of necessities at the bottom and the need for self-actualization
Maslow suggested that there are five levels of need. Level one needs are basic needs such as food and shelter which need to be meet before moving to the next level of need. Each level should be meet in turn up to level five, self-actualisation. An example of this in current practice is providing children with snack and water during the school day fulfilling basic needs and providing opportunities to develop friendships and feel safe at school to express their feelings can fulfil needs in levels 2 and 3 of Maslowâ€TMs hierarchy of
The federal government assists employees from being discriminated against in the workplace. Employment discrimination is covered under several key pieces of legislation that the government saw fit to put into place over the past 50 years. These include the following: The Civil Rights Act of 1964: Protects employees from being discriminated against on the grounds of race, color, religion, sex, or national origin. The Equal Pay Act of 1963: Does away with discrimination in wages between women and men, when employed in the same position or job. The Age Discrimination Act of 1967: Prohibits age discrimination against individuals who are 40 years old or older. The Americans with disabilities Act of 1990: Protects people with disabilities from being discriminated against. The Genetic Nondiscrimination Act of 2008: Prevents an employer, or a potential employer, from discriminating against someone on the basis of genetic information that is known or
The importance of diversity, advantages and disadvantages/problems that arise in the workforce will be discussed, as well as the key tools and strategies supervisors need to know about managing diversity in the workplace.
Discrimination laws exist to prevent discrimination based on race, sex, religion, national origin, physical disability, and age by employers. The main discriminatory practices identified today are bias in hiring, promotion, job assignment, termination, compensation, and various types of harassment. The following paragraphs outline the most common anti-discrimination laws today. (allbusiness.com, 2006)
The Japanese have a unique way of introducing themselves and having expectations of how foreigners should be introduced when doing business with the Japanese (Nishiyama, 2000, p. 50). Japanese businessmen should not introduce themselves instead, they should be introduce or recommend by someone who has a good relationship with the company to allow the Japanese to know where to place you in the hierarchy (Kwintessential, n.d.). Before doing business with the Japanese, one must know the job title, company affiliation, and seniority rank or age to determine how language will be use, the manner in which one will be speaking, and nonverbal behavior. American businessmen should only have positive attitudes toward the Japanese because of thei...
Today’s modern workforce is made up of a diverse group of individuals. People of different nationality, race, creed, color, age, sex, and sexual orientation work side by side every day. This diversity has many advantages, but it also ads a level of complexity to management. The potential for discrimination is real, and needs to be managed so as not to incur lawsuits, loss of productivity, and unhealthy working conditions. Happy employees are productive employees, so it is in any organizations best interests to ensure that discrimination does not happen, but unfortunately, it does.
Pope John Paul II once said, “Faith and reason are like two wings on which the human spirit rises to the contemplation of truth; and God has placed in the human heart a desire to know the truth – in a word, to know himself – so that, by knowing and loving God, men and women may also come to the fullness of truth about themselves.” (Fallible Blogma) Based on this significant and powerful quote, one can infer that faith and reason are directly associated and related. It can also be implied that the combination of faith and reason allows one to seek information and knowledge about truth and God; based on various class discussions and past academic teachings, it is understood that both faith and reason are the instruments that diverse parties are supposed to use on this search for truth and God. There are many stances and viewpoints on the issues of faith and reason. Some believe that both of these ideas cannot and should not be combined; these parties deem that faith and reason must be taken as merely separate entities. However, this writer does not understand why both entities cannot be combined; both terms are so closely compatible that it would make sense to combine the two for a common task. Based on various class discussions and readings, there are many philosophers and theologians who have certain opinions regarding faith, reason and their compatibility; these philosophers include Hildegard of Bingen, Ibn Rushd, Moses Maimonides, and St. Thomas Aquinas. The following essay will examine each of the previously stated philosopher’s viewpoints on faith and reason, and will essentially try to determine whether or not faith and reason are ultimately one in the same.
Each higher order of motivational need is built upon a more basic need. After physiological and safety needs are met then the individual looks to belong and be accepted by peers and groups that they identify with. Once accepted, one looks to improve their self-esteem and garner the respect and esteem of their peers and the groups to which they belong. Finally an individual is driven by the need to become self-actualized, becoming all that one has the potential of becoming.