Lower order needs are physiological, safety and social. These are considered basic and psychological needs because you need them to survive. Once they reach the lower order of needs, they will move to the higher order of needs. The two higher orders of needs are the needs for esteem and self-realization. These needs are considered growth needs. It will improve your self-esteem once you have met your survival needs. Ultimately, it will be self-actualization needs because you will learn what you are capable of accomplishing, personal growth, and you will have personal experience and skills that you have learned. I am now more educated on the different ways to motivate staff in my organization. As my learning experience continues in this course, I will move on to diversity. Diversity is important in any organization that includes the military. We have Title 7 of the Civil Rights Act of 1964 which protects the rights of every individual before and during employment from discrimination based on race, age, sex and religion. In the military we have the MEO (Department of Defense Equal Military Opportunity) program which is the same as Title 7 of the Civil Rights Act. The DoD Directive states that “complaints of unlawful discrimination and sexual harassment and to ensure that human relations and EO issues are taken seriously” (DODD1350.2 2003). We also have what's called legal discrimination. Legal discrimination, for example, is that you must be at least 21 years old to be employed in a place that serves alcohol. Another example was during the era of former President Clinton, there was a “Don't ask, don't tell” policy in the military. This policy has allowed gays and lesbians to serve their country, but it forces them to be... middle of paper... they are worried about things that affect the future. It is important to be aware of this because when you are looking for new employees you can see that a person from Japan is willing to be more loyal to the company if you treat them more on a personal level. Third, power distance in Hofstede's dimension values ​​positional power more. As such, India has high power distance. They have a greater appreciation for the power a member has in the organization and have centralized authority. It is important to use the chain of command when you need to talk to organizational leaders. In contrast, Australia has low power distance because it has decentralized authority and always questions the authority position of its supervisors. This is important to be aware of in an organization because it can hinder the relationship between the supervisor and the subordinate.