The Human Resource Frame Bolman and Deal
Assumptions of the Human Resource Frame • Orgs exist to serve human needs rather than the reverse. • Ppl and orgs need each other. Orgs need ideas, energy, & talent; ppl need careers, salaries, & opportunities. • When the fit betw individ and system is poor, one or both suffer. Individus are exploited or exploit the org – or both become victims.
A good fit benefits both. Individs find meaning & satisfying work, and orgs get the talent & energy they need to succeed.
Centered on Needs • MaslowTheory Y: Mgmt should organize the organization in such a way that people can achieve their own goals by directing their efforts towards organizational rewards. • Argyris – self actualization needs • Person-structure needs conflict • Direct & control in conflict w/needs of healthy people • Withdrawal – chronic absenteeism or quitting • Psychological Withdrawal – passive / indifferent / apathetic • Restrict output / Deceive / Sabotage • Climb Hierarchy • Alliances (redress power imbalance) • Teach children
Investing in People • Key to successful financial importance • Key to long term success • Takes time & persistence
Building / Implementing an HR Philosophy • Develop a public statement of PR philosophy • “Take care of our people; they in turn will deliver impeccable service demanded by our customers who will reward us with the profitability necessary to secure our future. People – Service – Profit, these three words are the very foundation of Federal Express.” • Build systems and practices to implement the philosophy • Hire the right ppl • Know what you want and be selective http://www.youtube.com/watch?v=exu0xVAFpis
Building / Implementing an HR Philosophy • Keep employees • Reward well • Protect jobs • Promote from within • Share the wealth • Invest in Employees • Invest in learning • Create development opportunities
Building / Implementing an HR Philosophy • Empower employees • Provide info and support • Jack Stack • Learn financial & performance measures • Think like owners • Everyone has a stake • Encourage autonomy & participation • Redesign work • Foster self-management teams • Participative mgmt