Philosophy Of Managing People

There are multiple theories, or schools of thought, which I think directly affect my own philosophy of managing people. Most notably, I am influenced by Marx and Cultural Studies. More specifically, Karl Marx is recognized for fathering the critical approach (Mumby, 2013). He critically focused on the negative effects that capitalism could have on human interactions, leading to one individual acting dominant over their peers. Thus, Marx argued that it was critical that managers treat workers fairly, compensating them in a way that was representative of their value to the company. This prevents exploitation, moving away from treating people as expendable commodities, and toward treating them as individual resources. For example, in hotels, the cook is important to the delivery of a quality experience to every customer, but they are often undervalued. Cooks work for long-hours, in a grueling physical environment, but are often paid close to minimum wage, even though the prices that consumers pay for their services is quite high (Mintz, 2015). More broadly, in the hospitality industry, the people who work for a hotel or tourism agency are critical because they interact directly with the

The capitalist position alienates human beings from one another (Byron, 2012), and generally becomes unmotivated to continue doing good work for the employer (Carter, 1995). In contrast, however, if Marx’s idea of well-being was centered on cooperation within the workplace which is attentive to human needs, and collectivism (Pereira, 2013). This allows people to work cooperatively within the business, instead of by force or coercion (Pereira, 2013). So, those working in the hospitality field, who are treated fairly, are more likely to be motivated to do a good job, and to interact with consumers in a positive way, which is