The lower order of needs are physiological, safety, and social needs. These are considered basic, psychological needs because you need them to survive. Once they reach the lower order of needs, they will progress to the higher order of needs. The two higher orders of needs are the needs for self-esteem and self-actualization. These needs are considered growth needs. This will improve your self-esteem once you have met survival needs. Finally, it will be the needs of self-realization, because you will learn what are you capable of achieving, personal growth and you will have the personal experience and skills that you have acquired. Now I am better informed about 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 against discrimination based on race, age, sex and religion. In the military we have the Department of Defense's Military Equal Opportunity (MEO) program which is the same as Title 7 Civil Rights. The DoD directive states “complaints of unlawful discrimination and sexual harassment, and to ensure that human relations and EO matters are taken seriously” (DODD1350.2 2003). We also have what is called legal discrimination. Legal discrimination, for example, means that you must be at least 21 years old to be employed in a place that serves alcohol. Another example is from the days of former President Clinton, where we had a policy in the military: "Don't ask, don't tell." This policy allowed gays and lesbians to serve their country, but required them to be... middle of paper ... worry about things that affect the future. This is important to be aware of because when you are looking for new employees, you may find that someone from Japan is willing to be more loyal to the company if you treat them more on a personal level. Third, power distance in the Hofstede dimension values ​​positional power more. By itself, India has a lot of power distance. They value more the power a member has in the organization and have centralized authority. It is important to use your chain of command when you need to speak to organizational leaders. In contrast, Australia has low power distance because it has decentralized authority and always challenges the position of its supervisors to gain authority. It is important to be aware of this in an organization because it can hinder the relationship between supervisor and subordinate..