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Journal of Diversity Manaeement - Fourth Quarter 2010

Volume 5, Number 4

A New Vision of Management: Full Potential Management Model
Yuka Fujimoto, Deakin University, Australia Charmine E.J. Hartel, University of Queensland, Australia

ABSTRACT This paper establishes the Full Potential Management (FPM) Model based upon the social model of disabilities coupled with principles of diversitymanagement and disability-oriented human resource management. Despite the fact that the concept of management was once envisioned as having 'value to society ' by improving the quality of life through efficient practices (Rimler, 1976), management literature has narrowly defined management as a means to gain increased productivity and achieve organizational goals, thus overlooking the socialformation and implementation design for a better life (Diener & Seligman, 2004; Small, 2004; Whitley 1989). Based upon the diversity literature, we propose that social-oriented diversity management principles and practices are the key to transforming management concepts from achieving organizational potential to achieving social aims that maximize the potential and quality of life of each person.INTRODUCTION his paper establishes the Full Potential Management (FPM) Model based upon the social model of disabilities coupled with principles of diversity management and disability-oriented human resource management. Despite the fact that the concept of management was once envisioned as having 'value to society' by improving the quality of life through efficient practices (Rimler, 1976),management literature has narrowly defined management as a means to gain increased productivity and achieve organizational goals, thus overlooking the social formation and implementation design for a better quality of life (Diener & Seligman, 2004; Small, 2004; Whitley 1989). Based upon the diversity literature, we propose that socially-oriented diversity management principles and practices are the keyto transforming management concepts, from achieving organizational potential to achieving social aims that maximize the potential and quality of life of each person. Currently, some definitions of management used in management literature include 'a process that involves co-ordinating resources (e.g., human, material, technological and fmancial) necessary for an organisation to achieve its goals(Small, 2004) and 'the construction, maintenance and improvement of an administrative system which coordinated and transformed resources into productive services' (Whitley, 1989). In this paper, we urge practitioners and scholars alike to re-evaluate the construct of management by transforming its vision from an organizationcentric vision to a social-centric vision, which concems socio-economicsustainability and inclusion of every person. We propose that the vision of management should not only represent a single aim of each organization but also be a collective effort of organizations to ameliorate social division in communities and nations. In doing so, individuals, organizations, communities and nations will reach their maximum potential by leaming form diversity. Before we begin ourdiscussion, we present the key terminologies used in this paper. We coined the term social disability to refer to an individual disability (mental or physical) that is fostered by a distorted social development process not by individual mental and physical attributes per se. We also coined the term social disablement to describe the unsuccessñil management of a society in which every person is exposedto some form of social and/or physical obstacles that prevent them from reaching their full potential in life. By contrast, we have coined the term social enablement to refer to the successful management of society where every person is given equal opportunity and support from authorities to reach their full potential. 19

Journal of Diversity Manasement - Fourth Quarter 2010

Volume 5....