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HUMAN RELATION APPROACH
Leadership & Human Resource Management Presentation
Student name: Viviane DAO
Kristina VORONETSKAYA
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)
The human relations management theory:
(The blackwell encyclopedia of mangement, 2005, p.163)
Classical Management approach
Human Relation approach
“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)
What is it about?
- Mayo conducted 4 experiments to find out the relation between productivity and employees' motivation and satisfaction. (Thamarasseri, 2016,p.6)
Experimental group of workers:
Control group of workers:
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)
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)
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)
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)
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)
(Maslow's hierarchy of needs, 2017)
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
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)
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)
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)
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)
- 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
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.