The department of Homeland Security which was created by the Homeland Security Act of 2002, which grouped together about 22 federal agencies “that covers diverse functions such as civil defense, emergency response, customs, border control, law enforcement, and immigration” under one umbrella (Roth, 2015). Each of these legacy agencies that form DHS brought with them their legacy cultures into their new agency. Some recent research on the problems militating against DHS, to include lack of effective leadership, weak communication, and lack of a common core culture and to some extent a shared organizational identity and assumptions about mission, strategy, and goals” (Ready and resilient workforce for the Department of Homeland Security, 2013). …show more content…
However, in the real world, (real work environment) there are no two contrasting categories of employees who extremely fit theory X or theory Y and McGregor theory X and Theory Y has no empirical data that validated the theory. Moreover, since each human being is unique, which make us have our individual differences; there are numerous factors that can motivate employees. Using one or two factors as instruments of motivation may turn off some segment of employees. For example, Theory Y style managers’ may likely focus on measures of productivity rather than measures of employee well-being; or in other words, engage in an inducing form of management rather than employees' concerns, thereby patronizing only idea of inducing increased productivity from employees; and also, theory X managers may end-up being autocratic …show more content…
Some findings also, concurred that Open Book works better in a company that is crises but takes up to four years to instill that cultural change that will enable Open Book Management works (Case, 1997). For instance, as a result of austerity measures instituted by the U.S congress, which resulted to fewer allocations to U.S Federal agencies; led to budget cutting, employees morale at DHS were greatly affected. Due to reduction of staff and holding staff for overtime, some employees were made to work longer hours and spent less time with their families. Employees and their union representative were “up-in-arm” against their management and view any action by the management toward them with suspicions. This is the type of crises that I think; the Open-Book Management approach will work better. For instance, if management brings everybody on the table (employees or their union representatives) and tabled the situations before everyone, then asked for input on the way forward; I will think that workers will understand and join hands to put together cost reduction measures agreeable with everyone that will move the organization
How does the creation of the Department of Homeland Security affect resources traditionally designated for local criminal justice organizations?
After the fear of terrorism grew in the United States do to the Al Qaeda 9/11 attacks on the World Trade Center and Pentagon, the US Government found a need for a centralized department that umbrellas all other agencies when it comes to homeland security. The U.S. Government found this umbrella agency with the passage of the Homeland Security Act by Congress in November 2002, the Department of Homeland Security formally came into being as a stand-alone, Cabinet-level department to further coordinate and unify national homeland security efforts. (Homeland Security) With the creation of the new Department of Homeland Security (DHS) the government had a pinpoint location for the collection and gathering of intelligence, control of policies that effect national security, and a no fail mission. The Department of Homeland Security started to engulf other agencies and created many more, a total of 22 agencies now fall under the DHS. The DHS is control of all areas that deal with national security which included but are not limited to coastal and boarder protection, domestic terrorism, international terrorism, protection of the American people, protection of key infrastructure, protection of key resources and respond to natural disasters.
Homeland security is an American measure to ensure the security of the country. It is the national effort to ensure safety, security, and strength against terrorism and other issues, The goals of homeland security is to which will minimise the vulnerability of the U.S. to terrorism, and reduce the number of damages to the country.
Risk management is defined by the Department of Homeland Security (DHS) as “the process of identifying, analyzing, assessing, and communicating risk and accepting, avoiding, transferring or controlling it to an acceptable level considering associated costs and benefits of any actions taken” (DHS 2010a, p. 30). Raymond Decker, Director of Defense Capabilities and Management testified on behalf of the U.S. Government Accountability Office (GAO) before the Subcommittee on National Security, Veteran’s Affairs, and International Relations; House Committee of Government Reform, and further described risk management as the “systematic and analytical process to consider the likelihood that a threat will endanger an asset,
Final Assignment Topic 1: What are the capabilities and limitations of intelligence in supporting homeland security efforts? The United States has endured numerous security breaches and high security threats over the past two decades. After the attacks on 9/11, the office of Intelligence became a vital source in retrieving sensitive data and tracking down potential terrorists and their networks which could pose a threat to the American people and then forwarding that vital information to the Department of Homeland Security and other government agencies.
Homeland security is the way Americans put forth the effort to ensure the homeland is safe, secure, and stands firm against terrorist acts and other hazard that could put the health and welfare of the American people. The mission of the Homeland Security is to prevent terrorism, secure and protect our open borders, uphold all immigration laws, safeguard and secure cyberspace, and be content and resilient when it pertains to disasters.
Homeland Security is to ensure the homeland is safe, secure, and resilient against terrorism and other hazards. The Intelligence Community is vital to homeland security and its efforts to execute its mission. The capabilities and limitations of intelligence depend on the task at hand and whether or not it is domestic or foreign. Law enforcement and federal agencies aid in the effort to protect the homeland security with fusion centers and information sharing among agencies.
An organization’s structure can affect its efficiency and productivity. The two main management theories are the Classic Theory and Theory X. Classical theory is defined as a management theory of a large organization in which management is led by intuition to motivate and control employees (Hamilton, 2008 p. 41). The Classic Theory can be divided into two large subgroups, scientific managers and bureaucratic theorists. Scientific manager’s focus is on reducing production costs while bureaucratic theorists focus is on administrative efficiency (Hamilton, 2008 p. 43). Although Theory X is not a large subgroup of the Classical Theory, it is under the classical theory and its crucial point is that workers are assumed lazy; therefore managers punish them to motivate them. Managers of Theory X believe that the average person; will avoid work because they do not like work, will not strive to achieve objectives, will avoid responsibilit...
As with any theory, the motivator-hygiene theory has its share of criticisms. Among them is the lack of consideration for individual differences. Herzberg’s theory only takes into account internal organizational factors and does not consider personal attitudes and beliefs of one’s work. Moreover, the two-factor theory assumes that high job satisfaction equates to performance at work. This, however, does not hold true in many situations.(insert example) A highly satisfied, content, and happy worker is not necessarily the hardest worker in an organization.
One of Douglas McGregor’s assertions with Theory X and Theory Y was the essence that a manager’s cosmology or assumptions about people at work, was a self-fulfilling prophecy (Lawter, Kopelman, & Prottas, 2015). Theory X is described as a pessimistic view of employees where they must be
In 1960, Douglas McGregor worked out Theory X and Theory Y suggesting two various aspects of employees about employee motivation: one is negative (Theory X) and another one is positive (Theory Y) (Carson, 2005). McGregor (1960) indicated that managers who set Theory X assumptions trust that employees generally dislike responsibilities, resist change, need direction and do not have any ambition. By contrast, McGregor (1960) illustrated that managers who set Theory Y assumptions trust that employees can recognize the responsibility, have direction and self-control, and do not hate work. Carson (2005) pointed out the majority of today’s organizations attempt to apply the softer method to management that Theory Y
Theory Y and Z are promoted as processes that motivate workers both intrinsically as well as mentally. Thus creating work life experiences that benefit both the company and the worker. However, unlike his counterpart theory X, theories Y and Z promote the idea of management looking at workers as passionate about work, which develops quality due to the existing work life quality. Additionally, workers benefit greatly within a theory Y, and Z management because of several aspects. Employees’ instinctive motivational factors intensify due to their ability to interact with management on higher levels such as being a part of informational control, group decision making, the feeling of trust, and perhaps best of all work-life balance (Head, 2011) . In order to develop a better understanding a researcher could possibly design a questionnaire to capture a number of variables to explain the existence and applicability of the various theories discussed above. Thus research of theory is created understanding about a number of quantitative and qualitative aspects associated with organizational behavior and
Since the end of the 19th century, when factory manufacturing became widespread and the size of organisations increased, people have been looking for ways to motivate employees and improve productivity. A need for management ideas arise which lead to classical contributors such as Frederick Taylor and Henri Fayol generating management theories such as Taylor’ Scientific Management and Fayol’s Administrative Management. In the late 1920’s and early 1930’s the Hawthorne studies were conducted where Elton Mayo was the predominate figure and contributed to the Behavioural viewpoint. This brought about a Human Relations Movement which included Douglas McGregor’s Theory X and Theory Y approach. Similarities and differences can be found between the theories due to the relevant time period they were implemented, the motives or goal of the theory and how they view organisations. However the use of contingency theory can help negate the dissimilarities which occur as it allows the relevant elements from each theory to be applied to specific situations.
Motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction and employee extension. Employees also are not a machines that we could just program their task in their brain and they will do it automatically, they require motivation to actually do their job properly. And so, after discussing the process models of the Maslow’s “Hierarchy of needs”, Douglas McGregor theory X and Y, and also the Herzberg’s “two factor motivation hygiene theory.” understanding the ways of motivating people, the human nature, and the substance of nature. I believe that the true motivation can only come from within and also managers can actually motivate all of their employees.
The performance of the employees as a part of a team or a group is not taken into account by the theory. This is a major factor that has limited the scope of this theory. Nevertheless, the success of a business firm is highly dependent on the performance of the employees as a whole and not on the performance of any individual employee (Aguinis, Boyd, Pierce and Short, 2011). The scientific management theory is an organizational theory that has considered financial returns and gains to be the core reason behind the motivation of the workers. However, the reality speaks something different as it has been found that the motivation of the employees of an organization is not based on the monetary reward they get. Their motivation is highly dependent on the fulfilment of their personal and social needs and monetary gains are one of those needs. Thus, it would not be right to state that the motivation of employees is solely influenced by the financial rewards provided to them (Mortenson, Doherty and Robinson,