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HUMAN RELATION APPROACH

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Leadership & Human Resource Management Presentation

Student name: Viviane DAO

Kristina VORONETSKAYA

Introduction

Introduction

The Human Relation theory began development during the industrial revolution (early 1920s).

(Perry,2017)

Geogre Elton Mayo- Australian professor of psychology: called the father of Human Relation theory. (Korajczyk,1961,p.10)

What is Human Relations Approach?

The human relations management theory:

  • People are emotional rather than economic-rational beings

  • Organizations are cooperative social systems rather than mechanical

(The blackwell encyclopedia of mangement, 2005, p.163)

Classical Management approach

Human Relation approach

DEFINITION

“An approach to management based on the idea that employees are motivated not only by financial reward but also by a range of social factors (e.g. praise, a sense of belonging, feelings of achievement and pride in one's work). The theory, which developed from empirical studies carried out in the 1920s and 1930s (see Hawthorne studies), holds that attitudes, relationships, and leadership styles play a key role in the performance of an organization. See motivation; self-actualization.”

(The blackwell encyclopedia of mangement,2005,p.163)

Hawthorne

study

Highlight points

Hawthorne Study

What is it about?

- Mayo conducted 4 experiments to find out the relation between productivity and employees' motivation and satisfaction. (Thamarasseri, 2016,p.6)

1) Illumination experiment

Experimental group of workers:

  • Lightning levels were varied up and down.

Control group of workers:

  • Lightning levels stay constant.

Result:

Production increase in both experimental groups.

Conclusion: Workers' productivity were influenced by non-physical working condition.

(Mullins & Christy, 2016, p.45)

(AT&T, 2011)

2) Relay assembly room

Six female workers are chosen to assemple the electromacnetic switch. Rotation amongs the females between working hours and breaks

Supervisor's attention, hours of work, rest pause and provision of refreshments were added to the working routine

Result:

Proficiency continue to rise even when the workers take more break pause than usual

Conclusion:

Extra attention & positive manager-employees relationship are the main motivation. (Mullins & Christy, 2016, p.45)

(AT&T, 2011)

3) Interviewing programme

In order to understand how the worker feel about their jobs.

List of questions interview was conducted

Result: Limited information

Non-directive and open ended method

Result: Workers expressed their true feeling and thought

Conclusion:

Employees are more open to share their feelings and thought when the manager express non-judgement, sympathy

(Mullins & Christy, 2016, p.46-57)

(AT&T, 2011)

4) Bank wiring room

Selected group of male workers to work in producing electrical components.

The group set informational norms around production levels so that the worker performed sub-obtimally eventhough at maximum output there will be bonus.

Conclusions:

The productivity of an individual is effect by informal group (colleagues, team leaders) in the organization rather than formal group (rules, regulations)

(Mullins & Christy, 2016, p.45)

(AT&T, 2011)

Neo- human relation

Evole from Human Relations approach

Major focus:

- The effect of group leadership on individual

- Personal adaption/improvement within the organization

(Mullins & Christy, 2016,p.48)

Neo- human relation

Maslow's hierarchy of needs

(Maslow's hierarchy of needs, 2017)

Practical application

Resolve conflicts in workplace

Real wages

Training & developing talent

Vacation pay

Shorter working hours

Positive working environment

Faire treatment

Recognition & apprasal to staffs

Employee status

Who? What? Why? When?

Criticism

Ethics and the role of objectivity

When?: -After the 2nd World War

Who?: - Daniel Bell

- Solomon Barkin

- Wilbert Moore

What?:

- Questioning what's the role of science in sociology should be

Why?:

- 2 divergent schools of sociology Wilbert Moore's industrial sociology vs Elton Mayo's human relations

(Muldoon, 2017, p.74 & p.77)

Union

Who?:

- Solomon Barkin

- Wilbert Moore

- Mary B. Gilson

What? - Human Relations is just an attempt to assault the union

Why?: - Mayo ignored union & formal arrangements while focusing on informal arragement

(Muldoon, 2017,p.77 & 84)

(Korajczyk, 1961, p.51, 58-61)

Theory

Who? - Wilbert Moore

- John B. Knox

What?: Hawthorne study lacks of theoretical element

Why?: The study was conduct based on 04 experiments

(Muldoon, 2017, p.77-78)

(Mullins & Christy, 2016, p.45-46)

Institutional influence

Who? - Herbert Blummer

- Solomon Barkin

- Wilbert Moore

What?

- The amount of authority of the supervisor had at work limited by the social factors

Why? - The Hawthorne study only conducted under working conditions without any social factors mentioned

(Muldoon, 2017, p.77-78)

(Blomer, 1947, p.272-273)

(Korajczyk, 1961, p.61)

Contribution of the study

Conclusion

- Recognise the degree of satisfaction of the worker effect on productivity.

- Allows new studies and new actions to be taken to improve the output.

References

References

AT&T (Producer). (2011). AT&T Archives: The Ye...

References

AT&T (Producer). (2011). AT&T Archives: The Year They Discovered People [Video]. Retrieved from https://

www.youtube.com/watch?v=D3pDWt7GntI.

Blumer H. (1947). Sociological theory in industrial relations. American Sociological Review, 12(3), 271-278.

Retrieved from EBSCO database.

Korajczyk, R.W. (1961). The Human Relations Approach and Its Critics. (Master's Theses). Loyola University

Chicago. Retrieved from Loyola University Chicago Loyola eCommons Theses and Dissertations.

Maslow Hierarchy of Needs. (2017) [Image]. Retrieved from https://www.simplypsychology.org/maslow.html

Muldoon, J. (2017). The Hawthorne studies: an analysis of critical perspective, 1936-1958. Journal of Management

History, 23(1), 74-94. Retrieved from Emerald Insight database.

Mullins, L.J., & Christy, G.(2016).Management & Organizational Behavior. New York: Pearson.

Oxford Reference (n.d.). Retrieved from http://www.oxfordreference.com/view/10.1093/oi/

authority.20110803095949990

Perry, G.L. (2017). Human Relations Management Theory Basics. Retrieved from https://www.business.com/

articles/human-relations-management-theory-basics/.

Thamarasseri, I. (2016, October). The implication of human relationship approach to educational admisnistration.

International Journal of Education & Applied Sciences Research,3(6). Retrieved from www.arseam.com.

The blackwell encyclopedia of mangement (2005). Oxford: Blackwell.

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