Why human resource management was held in such low esteem in many organization

1.Te Ao Māori (The Māori World)-Papatūānuku & Ranginui.Set of beliefs & V, Honoured by group. He Tāngata-The people. Tikanga- Custom, lore, convention, protocol, Tika (right, correct, appropriate). Kaupapa Māori-Maori ideology, Maori customary practice, Kappa(issue, topic, issue). Maori values.Whanaugatanga-relationships, sense of connectedness, collective interpendnce. Wairuatnaga-spiritual dimension of thinking, being & doing, spiritual & physical connected by a mauri, unique life energy in everything. Kiatiatanga-guardianship, stewardship, trust. Manaakitanga-treating others w respect, care. Kotahitanga-coming together, unity. Auahatanga-Creativity, learning, problem solving. Maori principles.Tino rangatiatanga-self determ, control. Rangatiratanga-leadership, authority. Utu-principle of balance. Mana-prestige, power, respect. Mauri-life force, vitality. Ancestral leadership strengths. MAURI ORA-represents the essence of life, well-being, and vitality. It is a holistic concept that encompasses the physical, emotional, social, and spiritual dimensions of a person's life. Mauri Ora is often used in the context of promoting health, well-being, and balance within individuals and communities. In OB and HRM, 1. Workplace culture:Emphasising Mauri Ora in the workplace can help create a culture that values the well-being of employees, promotes work-life balance, and encourages a supportive and inclusive environment. 2. Employee engagement: By incorporating Mauri Ora values in employee engagement programs, organisations can encourage employees to connect with their work and the organisation on a deeper level, fostering a sense of belonging and commitment. 3. Health and well-being initiatives: Mauri Ora can be used to guide health and well-being initiatives within an organisation, such as promoting physical activity, mental health support, or offering opportunities for spiritual growth and connection. 4. Diversity and inclusion: Recognising and respecting the diverse cultural backgrounds of employees, including the Māori culture and values, can help create an inclusive workplace where everyone feels valued and respected. Incorporating Mauri Ora principles in diversity and inclusion policies and practices can contribute to a more harmonious and supportive work environment. 5. Leadership development: Integrating Mauri Ora values into leadership development programs can help foster leaders who prioritize the well-being of their team members, demonstrate empathy, and create a supportive work environment that encourages growth and development. 6. Performance management: Mauri Ora can be used as a guiding principle in performance management, focusing on the holistic development of employees, including their physical, emotional, social, and spiritual well-being, rather than solely on productivity and output. WHANAUNGATANGA- a Māori cultural value that emphasises the importance of relationships, kinship, and a sense of family connection. It is derived from the word "whanau," which means family or extended family in the Māori language. Whanaungatanga is about building and maintaining strong, supportive, and nurturing relationships, not only within the family but also within the community and workplace. In OB and HRM Whanaungatanga can be used as a guiding principle for creating a positive organizational culture that fosters a sense of belonging, trust, and mutual support among employees. By incorporating Whanaungatanga into workplace practices and policies, organisations can promote teamwork, collaboration, and a strong sense of community, which can lead to improved employee well-being, engagement, and productivity. 1. Team-building activities:Organising regular team-building activities that encourage employees to interact, share experiences, and build relationships can help to create a sense of Whanaungatanga in the workplace. 2. Inclusive communication: Encouraging open and inclusive communication, where everyone's opinions are valued and considered, can help to create an environment where employees feel connected and supported. 3. Mentoring and support programs: Implementing mentoring and support programs can help to build strong relationships between employees and promote a sense of belonging and mutual support. 4. Flexible work arrangements: Offering flexible work arrangements, such as remote work or flexible hours, can help employees to maintain a healthy work-life balance and support their family and community obligations, which is an essential aspect of Whanaungatanga. 5. Recognition and rewards:Recognising and rewarding employees for their contributions to the organisation and their efforts in building and maintaining strong relationships can help to reinforce the importance of Whanaungatanga in the workplace. TANGATA WHAKAPAPA-a Māori value that emphasises the importance of understanding and respecting an individual's genealogy, cultural background, and social connections. It acknowledges that individuals are not isolated beings but are part of a broader network of relationships with their ancestors, family, and community. In the context of Organizational Behavior (OB) and Human Resource Management (HRM), incorporating Tangata Whakapapa can lead to more culturally sensitive and inclusive practices. OB & HRM. 1. Recruitment and selection: Recognizing the importance of cultural background and social connections in the recruitment process can help organizations attract and retain diverse talent. This may involve incorporating culturally appropriate interview questions or assessment methods, as well as engaging with local communities to source candidates. 2. Team building and communication: Encouraging employees to share their cultural backgrounds and connections can help build trust and understanding within teams. This may involve incorporating cultural sharing activities, such as pepeha (Māori introduction) or storytelling, into team building exercises and meetings. 3. Leadership development: Developing culturally sensitive leaders who understand the importance of whakapapa and can navigate diverse workforces is crucial. This may involve providing cultural competency training, mentorship programs, and opportunities for leaders to engage with Māori communities. 4. Performance management and employee development: Recognizing and valuing the diverse skills and knowledge that employees with different cultural backgrounds bring to the organization can help create a more inclusive and supportive work environment. This may involve incorporating cultural competencies into performance evaluations and providing opportunities for employees to develop their cultural skills and knowledge. 5. Employee wellbeing: Acknowledging the importance of cultural wellbeing and providing support for employees to maintain their connections with their whakapapa and community can help improve overall employee wellbeing. This may involve offering flexible work arrangements, culturally appropriate support services, and opportunities for employees to engage in cultural activities and events. HŪMĀRIE-a Māori value that means peace, calmness, or tranquility. It is important in Māori culture to maintain harmonious relationships and a peaceful environment, both in personal and professional settings. This value can be applied in organizational behavior (OB) and human resource management (HRM) by promoting a positive, supportive, and respectful work environment. IN OB and HRM. 1. Conflict resolution:Emphasising the importance of Hūmārie can help employees to resolve conflicts in a peaceful and respectful manner, focusing on finding solutions that benefit everyone involved. 2. Decision-making: Encouraging employees to consider the value of Hūmārie when making decisions can lead to more thoughtful and considerate choices that prioritise the well-being of the entire team. 3. Communication: Promoting open, honest, and respectful communication among employees can help to maintain a calm and peaceful work environment, reducing stress and improving overall job satisfaction. 4. Team building: Incorporating Hūmārie into team-building activities can help to create stronger bonds among employees and foster a sense of unity and collaboration. 5. Work-life balance: Encouraging employees to prioritise their well-being and find a healthy balance between work and personal life can contribute to a more peaceful and productive work environment. 6. Leadership: Managers and supervisors who embody the value of Hūmārie can help to create a positive and supportive atmosphere, leading by example and promoting a culture of respect and understanding. TUĀKANA-TEINA- a Māori cultural value that emphasises the importance of relationships between older (tuākana) and younger (teina) siblings or peers. It is based on the principle of mutual respect, support, and learning. In the context of organisational behaviour (OB) and human resource management (HRM), Tuākana-Teina can be applied to create a more inclusive and supportive workplace culture. 1. Mentoring and coaching: Implementing a mentoring or coaching program in the organization can help foster the Tuākana-Teina relationship. Older or more experienced employees can share their knowledge, skills, and experiences with younger or less experienced employees, helping them grow and develop their career. 2. Team building: Encourage team members to work together, regardless of their age or experience level. By working together, employees can learn from each other and develop stronger bonds, promoting a positive and supportive workplace culture. 3. Inclusive leadership: Managers and leaders should be aware of and promote the Tuākana-Teina principle in their leadership style. This can involve creating opportunities for employees to learn from each other, encouraging collaboration and teamwork, and recognising the value that each employee brings to the team. 6. Diversity and inclusion: Promote diversity and inclusion within the organization by recognizing and valuing the unique perspectives and experiences that employees from different backgrounds bring to the team. This can help create an environment where the Tuākana-Teina principle can thrive. 5. Performance management: Encourage employees to provide constructive feedback and support to their colleagues, regardless of their age or experience level. This can help create a culture of continuous improvement, where employees feel empowered to learn from each other and grow together.