The Human Relations Approach

Framework 

Human relations are important to the development and long term sustainability oforganizations. They, human relations, can be interpreted in many different ways. As

many organizations and people see human relations from a completely different

viewpoint.

However, human relations in the work environment and from a management point ofview, we suggest, can be classified into two main points as follows:

• Industrial relations, or human relations which results from the meetings of

management and workers.

• The personal or human relationships which spring up, grow and eist in any work

 place environment.

The improvement of relations between all levels has long been accepted as a very

important element in the development and improvement of any industrial organization,

and there are few long term successful management!s which have not eerted a great dealof effort in this direction.

There is, however, the possibility that the policy of improved human relations may be

 pursued solely because of its effect on productivity, and not from the more fundamental

motive of producing a correct and balanced attitude to the personal and social needs ofthe workers.

"erely to aim for higher output may bring neither greater output nor satisfaction to the

worker, but if the aim is to bring more personal satisfaction to the worker in his work and

his surroundings, then both higher output and #ob satisfaction may be achieved.

Needs of an Individual

$ood human relations can only be established if the needs of an individual are satisfied

and his % her will to work is stimulated. This presents the difficulty that management isdealing with a group of individuals, all of whom may respond differently in a given

situation.

However, it is possible to generalize on the average response evoked in certain situations,

and in the contet of human relations in industry, it is possible to arrive at some generalconclusions about man!s attitude to work and the hopes, fears and aspirations he has

regarding it.

The etent to which these hopes and desires are fulfilled in the work situation or working

environment naturally governs the degree of #ob satisfaction derived by the worker. The

 

etent to which the personal #ob satisfaction is achieved is the measure by which each

worker will apply his% her abilities and will to work.

• To provide #ob satisfaction must, therefore, be the ultimate aim for those who

organize and control workers.

• To achieve this aim, it is necessary to provide motivation of the right type to all in

the organization

The Work Environment

The work environment describes the factors which affect an individual when he or she isat work. It includes the:

• human relationships such as management and trade unions with which the

individual is concerned,

• the working group of which he % she is a member,

• the motivational policies of the organization,

• the productivity agreements of his % her firm,

• the physical conditions which affect him % her, and the psychological factors of

the work situation.

There are many management theories on the effect of the work environment onindividuals, achievement motivation and on working groups and it is, therefore, necessary

to consider the view points and research of individuals who have been involved in this

work. Individuals who have contributed research and theories include those listed people below.

 &et ' (ontributors to the human relations school