The Human Resource Frame
According to Bolman, L. G. & Deal (2013) the human resource frame highlights the relationship between people and organizations. Organizations need people (for their energy, effort, and talent), and people need organizations (for the many intrinsic and extrinsic rewards they offer), but their respective needs are not always well aligned. When the fit between people and organizations is poor, one or both suffer: individuals may feel neglected or oppressed.
In this case African American brokers at Merrill Lynch face this kind of misfit which makes them feel neglected and oppressed. According to the 2008 US government report African Americans accounted for about 13% of the US population yet in the financial services they held about 2.8% of top management positions. At Merrill Lynch, there was a quota to the African Americans to be hired into the organization. The hiring process at Merrill Lynch was set up to …show more content…
G. & Deal everyone knows that organizations can be alienating, dehumanizing, and frustrating. Such conditions waste talent, distort lives, and motivate people to pull out or fight back. This is exactly what Mr. George McReynolds did to redress the central tensions presented in this case.
The Human Resource Frame focuses on the integration of human needs and organizational requirements. This frame regards people's skills, attitudes, energy, and commitment. This frame champions idea that organizations can be stimulating, rewarding, and productive. If organization concerns itself with its people's welfare then it will succeed.
Maslow grouped human needs into five basic categories. These include Physiological (needs for oxygen, water, food, physical health, and comfort), Safety (to be safe from danger, attack, threat), Belongingness and love (needs for positive and loving relationships with other people), Esteem (needs to feel valued and to value oneself) and Self-actualization (needs to develop to one’s fullest, to actualize one’s
In this case African American brokers at Merrill Lynch face this kind of misfit which makes them feel neglected and oppressed. According to the 2008 US government report African Americans accounted for about 13% of the US population yet in the financial services they held about 2.8% of top management positions. At Merrill Lynch, there was a quota to the African Americans to be hired into the organization. The hiring process at Merrill Lynch was set up to …show more content…
G. & Deal everyone knows that organizations can be alienating, dehumanizing, and frustrating. Such conditions waste talent, distort lives, and motivate people to pull out or fight back. This is exactly what Mr. George McReynolds did to redress the central tensions presented in this case.
The Human Resource Frame focuses on the integration of human needs and organizational requirements. This frame regards people's skills, attitudes, energy, and commitment. This frame champions idea that organizations can be stimulating, rewarding, and productive. If organization concerns itself with its people's welfare then it will succeed.
Maslow grouped human needs into five basic categories. These include Physiological (needs for oxygen, water, food, physical health, and comfort), Safety (to be safe from danger, attack, threat), Belongingness and love (needs for positive and loving relationships with other people), Esteem (needs to feel valued and to value oneself) and Self-actualization (needs to develop to one’s fullest, to actualize one’s