4/25/17 Today in class we talked about Organizational Communication in terms of the Humanistic Theory which in simple terms refers to productivity based on people’s desires whether they be positive or negative.
We discussed the Hawthorn Effect which refers to the idea of people working harder when they are being paid attention to. For example when the runners of the Davis Cross Country TEAM were reached out to by their fellow teammate (often times Mitchell or Nicole), they tended to run faster. The biggest motivator would be when the Boss, Corbin the man Talley, was actually paying attention to said runner or when B-Rad yells a specific runners name encouragingly.
Environment and the Humanistic Theory Today we learned about the company headquarters of Google and how the environment there encourages small creative teams, hard work as well as smiles. It was even discribed to the class as a “playground for adults,” by a student in class who is from California and grew up nearby. Coach Talley’s classroom can be one example of a place where certain individuals felt comfortable hanging out, mostly male runners, around lunch time. The Southend doors were another area of gathering which was comfortable, yet those runners who were new and did not feel contacted, from my perspective did not feel comfortable and for the most part did not run for as long.
Today we also discussed what Elder David A. Bednar refers to as the “discretionary effect.” This refers to any motivation of which is above what is the minimum amount of effort needed for keeping ones job. In terms of DXC anyone who is older than the 8th grade can be on the TEAM therefore the minimum amount of effort required would be something to the effect of:
1. Coming to practice (The Vita Course/Mile Repeats especially)
2. Listening to Talley talk prior to workout
3. Running at least 100 meters then walking *Note: Only the strong will survive. The strong have the best experiences, learn the most, as well as have the best calves, quads and abs; therefore this “minimum discretionary effect/walking” dealio is absolutely frowned upon.*
Runners for the most part perform better when they are recognized. If you look at the participation of the runners who joined later in their high schooling or didn’t come consistently throughout the summer- it seems from my perspective that only the ones who were recognized by either friends or a coach actually stuck around, or enjoyed the running experience thoroughly.
The Human Resource Theory refers to finding balance. This theory can be applied to Davis Cross Country in the sense that the TEAM needs both Machine elements as well as a little Humanism in order to function and flow. While a Cross Country TEAM typically needs a coach, some running shoes and some runners in order to operate, the way this organization functions so well sometimes is due to the colorful the mouth of Coach B-rad, haha or the fact that the entire TEAM is well balanced. If the ultimate goal of DXC is balance, then you can look at this from a broader perspective and see how this TEAM is both a sport of recreation as well as a social experience. Those runners who participate because their mom forces them to always tend to be a little bit different after their races than the athletes who pay for their own races, own shoes and want to be their solely based on intrinsic motivation.