One of the most important and interesting theories that were observed during the tenure as a tourist guide was the application of theory Z. In the case of Theory Z, there was a general cooperative and intimate relationship that was observed. This was found to be the arena where many of the employees seemed more involved in the process. There is focus on the intimate relationships at work (Sanoff, 2016). There is the work culture that promotes work-life balance. This creates a more cohesive work environment. All the stakeholders are found to be more involved and there is a creation of an amiable work environment in these arenas.
The people are provided with the support from the management and the well-being of the people is generally given importance. Many of the companies are often worried about the bottom-line numbers and the influx of cash from the people (Dornyei, 1994). This is where the people are found to respect the well-being of each other and this creates in an amiable work environment. One of the central tenets of Theory Z is that it gives importance to the Japanese style of long-term employment. There are many financial and intangible incentives and promotions of certain initiatives to ensure that the employees feel valued. The theory Z focuses on the individual responsibility and collective rewards are given to the people. There is importance given to the individuals in the collectivistic attitude. There is performance based promotion that is given to the people. Importance is given towards the holistic growth and transparency.
There is an increase in accountability and transparency in the processes and the employees are found to develop mutual trust and the people work as a team to achieve the organizational successes. All the stakeholders are considered in this theory and all aspects of human life are considered in this paradigm. It is considered to be one of the best styles of management of the people. There is infusion of the Japanese style of management and American style of management (Dornyei and Ushioda, 2013). The management under their motivational category are focused on building the trust and confidence of the people and there are continual efforts taken to improve the quality of the work. In this schema, the workers are found to develop their own agenda for growth and this is aligned with the growth of the company.