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PERSONNEL MANAGEMENT - Coggle Diagram

- - - - It is based on the old precept of the stick and the carrot and the presumption of mediocrity of the masses, it is assumed that individuals have a natural tendency to leisure and that, like the negrito of the batey (the song), work is a form of punishment or as They say "working is so bad that you even get paid", which presents two urgent needs for the organization: supervision and motivation.
        
        The premises of theory X are
        
        In simple terms, workers are like horses: if they are not spurred, they do not work. People need to be coerced, controlled, directed, and threatened with punishment so that they strive to achieve the objectives of the company
        
        The typical individual will avoid any responsibility, has little ambition and wants security above all else, so it is necessary to be directed
        
        The average human being does not like to work and he will avoid doing it at all costs, which gives rise to the second
    - - The Theory Y managers consider that their subordinates find in their employment a source of satisfaction and that they will always strive to achieve the best results for the organization, thus, companies must release the skills of their workers in favor of said results.
        
        The assumptions that support Theory Y are
        
        Coercion, force or threats are not necessary for individuals to strive to achieve the objectives of the company
        
        Under normal conditions the average human being will learn not only to accept responsibilities but to seek them
        
        Physical and mental exhaustion at work is as normal as in play or rest, the average individual does not dislike the work itself
        
        Most people have a high degree of imagination, creativity and ingenuity that will allow solving the organization's problems
- - - - While motivations are a reflection of desires, motivators are the already identified rewards or incentives that identify the drive to satisfy those desires.
- - - - The receiver decodes the message and gets an interpretation of what the sender wants to communicate.
        
        Communication is hampered by barriers and failures in the communication process.
- - - - The four basic steps to perform a JHA (Job Hazard Analysis) are
        
        divide the work into a frequency of parts.
        
        identify potential risks
        
        select the job to be analyzed.
        
        determine preventive measures to overcome these risks
      - The final stage of a JHA is determining ways to eliminate or control the identified hazards. Generally accepted measurements, in order of preference, are
        
        Contain risk
        
        If the hazard cannot be eliminated, contact can be prevented using locks, machine guards, or similar devices.
        
        Review work procedures
        
        Consideration should be given to modifying steps that are dangerous, changing the sequence of steps, or adding additional steps (such as blocking power sources)
        
        Eliminate risk This
        
        is the most effective measure.
        
        Reduce exposure
        
        These measures are the least effective and should only be used if there is no other possible solution.