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
Chapter 1-3 showed the beginnings of homeland security and the expansion and growth of Homeland Security. Chapter 4 shows the actions of homeland security, and the steps they take toward a problem to access it. The DHS above all needs to realized and understand how to address an attack quickly and efficiently, and have counter measure put into place beforehand. The DHS must be able to access the risks of any situation, and must decipher the potential hazard the situation could cause. When looking at the many functions of the DHS, nothing could be more important than the ability to understand or hinder or stop an attack man made or not. First Homeland Security studies the nature of the risk; this means that they study what is likely to happen in a certain situation. The texted explains risk as what can go wrong. A cigarette smoker takes a risk every time he lights up, and everyone take a risk when getting into a car. The DHS takes what they know from prior circumstances to determine the reality of the risk; the department must also anticipate any attack even without prior knowledge to the circumstance. The main questions of risk assessment are easy to understand, questions like will people be injured or harmed. But when looking at chapter 1 which asks the reader to look further into why terrorist commit terrorism, that’s when its easier to see the DHS skill at risk assessment. For example if you understand that a terrorist attack could be coming from radical Islamist terrorist; then you would understand a risk by understanding their motive behind the attack like their religious holidays. The DHS uses a three-fold method for risk assessment and they are threat, vulnerability and consequence. The Rand organization uses th...
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.
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
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...
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.
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,
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.
Theory X and theory Y: in terms of theory X, and according to an employee at McDonald’s, managers at McDonald’s harshly tell incompetent employees off either for absenteeism, lateness or poor performance in order to motivate them to improve. On the other side of the coin, and in terms of theory Y, managers use a much more positive approach when dealing with competent employee because they need them for the future, they motivate them by telling them that it may take longer for them to move up the management hierarchy.
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
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,
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
People’s behaviour is determined by what motivates them. The aim of this essay is to discuss the essence of the motivation and psychological strengths, its evolution, a brief overview of the key theories of the employees’ motivation and behaviour analysis. The main task is to understand how motivation affects employee behaviour and to clarify the importance of motivation. In this essay I will discuss and produce definitions and examples to answer the main question of what is the driving force and how do people’s needs influence performance at work?
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.