Ford Motor Company Assembly Sctd How Can A Person

Ford Motor Company Assembly Sctd How Can A Person

Ford Motor Company Assembly Sctd How Can A Person


For one to move from one quadrant to the other, they must conform to certain traits which are the inclusion criteria for different quadrants. The two criteria that one has are either high-value uniqueness/low-value uniqueness or low belongingness/ high belongingness (Northouse 2015). For one to either be referred to being low belongingness or high belongingness their belongingness can be based on how they are treated. For one to be referred to as high belonging they are not downgraded and are accepted for being unique (Chatterjee, Pereira & Bates, 2018). On the other hand, for one to be included in the part of low belongingness they are not allowed to be unique and have to conform to the culture of the wider group. In the part of the value of uniqueness, the same case scenario applies; one either has low-value uniqueness or high-value uniqueness. For one to be included in low-value uniqueness they are only allowed to follow the dominant culture within the organization. On the other hand, for one to be assumed to be having high-value uniqueness they are allowed to exhibit their individual cultures. However, these groups are not forced to conform to the standards and culture set by other employees.


Chatterjee, A., Pereira, A., & Bates, R. (2018). Impact of individual perception of organizational culture on the learning transfer environment. International Journal of Training and Development, 22(1), 15-33.

Northhouse, P.G. (2015). Introduction to leadership: concepts and practices. Third edition. Thousand Okas CA: SAGE Publications.

Reply to four classmates (150 words) Make sure it relates to my post and the chapter.

Response 1

In what way could you use what we are learning this week to be a more effective leader within your organization? (I work at Ford Motor company Assembly Pant)

Response 2

I agree that belongingness strongly depends on how an individual is treated. It is a leader’s job to make sure that their followers or employees feel like they belong on their team and that they feel like they can be their true selves. If an employee feels like they do not belong or cannot be their true self at work, they should feel like they can discuss it with their leader and work together to create a solution. Inclusion and celebrating uniqueness should be ingrained in the company’s culture and should be a group norm.

What are some steps that leaders can take to ensure every person on their team feels like they are part of the inclusion quadrant?

What is the best way for an employee to approach their leader if they feel like they are not part of the inclusion quadrant?

Response 3
Thanks for sharing! I think you are correct about one having to conform to traits of the other quadrants to be able to move from one quadrant to another, but how exactly would one go about doing this? According to Northouse (2018), individuals want to be and feel included in a group, but they also want to be able to differentiate themselves from the group. With this as you mentioned belongingness and uniqueness are very important within the group. I liked how you mentioned what each level of belongingness and uniqueness means to you. This is a great start to explain how to move from one quadrant to another, but it could definitely be expanded on. Would one have to change their thoughts, actions, or both? Do you think one attempting to move quadrants would need those within the quadrant they want to move to change as well so that they could be accepted in that quadrant?

Response 4,

I appreciate your viewpoint and have some questions regarding it. The way I read your post, are you saying that a person has to strive to fit in these quartiles? I am wondering if you think that there might be some people in certain situations that may just naturally fit in one quartile verse another. In the same respect, do you feel that there might be some people who just are completely obvious to fitting in a quartile and content that way as well?

I do think that it is the leaderships’ job to help with everyone feeling belonging and appreciated. While I believe this is their job, I also see from experience that some staff will always claim the opposite of what the organization is working toward. In these instances, I do not feel that a person tries or wants to fit or belong anywhere. Do you think that with the current situation any of this has changed? As we have no longer had as many team members working in offices with other staff through the pandemic, do you thing the situation with quartiles has been altered in any way?