The framework for THEE structural hierarchy. You can see it all in the two diagrams below. Also see below for a list of reviews, including the two main dualities.
Although it is not a simple picture—models of human systems are never simple—each component can be simple, clear, unambiguous and easily understood. If not, make your Comment.
Both an employee (a person) and an employer (the management, the organization) regard the type of activities shown in the top light blue bar of the diagram below as natural requirements of employment.
Employment is about using all possible Management and on each and every Employee.. Each Grouping (CG) and each Group within a Grouping is a , formed from the elements in CG-1. Below each of the Groupings-CG are the enduring requirements placed on
They came from combining the seven means of achievement: CL1-CL7. The graphic below shows these levels at left and their Groupings, each with Groups. They levels were taken from the hierarchical framework for achievement in organizations, which was itself derived from the spiral of management culture, which was in turn developed from the TET analysis of the approaches to making decisions.closing the navigation column and clicking here ►
See a review and matrix summaries of the functions and various properties of this framework for the .
The tension between sticking to a unfolding duality: read moreand at work— emerges as the
Compare Herzberg's influential ideas about satisfaction and motivation at work.
Originally posted: 11-Nov-2011