Human Relation Mangement

7/29/2019 Human Relation Mangement

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HUMAN RELATIONS

APPROACH

PRESENTED BY:

SAHANA H

PRIYANJALI

SHRUTI

PREETI

JITUMANI

ROMA KUMARI


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A fourth approach to management is Human RelationApproach. It is developed during the early 1930.

This approach aimed at the understanding how psychological & socialprocess interact with the work situation.

Human Relation Approach was the 1st approach to emphasize on

informal work relationships and worker satisfaction. This theory is focusing on human aspects of business &how to utilize

human resource as a valuable resources. This approach was the significant step in management development

because it promoted managers &research to consider the psychologicaland social factors that influence the organisationalwork culture.

Human relation approach sees organisation as a cooperativeenterprises where in worker morale is a primarily contribute toproductivity &so seek to improve productivity by modifying the workenvironment to increase morale and develop a more skilled andcapable workers.


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1. Decentralisation:-2. Decisin making:-3. Developing self motivated employees:-4. Informal work culture

Thus human relation approach suggest changes in thestructure of organization itself in the nature of work & inrelationship b/w supervisors & sub ordinates.it gives twobasic functions of manager:-

To design & implement organizational structure that

reward self-motivation. To negotiate working relationship with sub-ordinates

that compliment that compliment effectivecommunication in both directions..


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George Elton Mayo was born on 26 December 1880, ad was expired on7 September 1949 Adelaide, was an Australian psychologist, sociologistand organization theorist.

He was a lecture at the University of Queensland from 1911 to 1923before moving to the University of Pennsylvania

Mayos Research Mayo is known as the founder of the Human Relations Movement, and

was known for his research including the Hawthorne Studies and his

book The Human Problems of an Industrialized Civilization (1933). The research he conducted under the Hawthorne Studies of the 1930s

showed the importance of groups in affecting the behaviour ofindividuals at work.


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Mayo's employees, Roethlisberger and Dickson,

conducted the practical experiments He carried out a number of investigations to look at

ways of improving productivity, for example changinglighting conditions in the workplace.

According to his Research he informed that people'swork performance is dependent on both social issuesand job content. He suggested a tension betweenworkers' 'logic of sentiment' and managers' 'logic ofcost and efficiency' which could lead to conflict withinorganizations.


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The Hawthrone Studies were series of experiments

conducted from 1927-1932 near Chicago at WesternElectric-Hawthrone plant.

It was conducted by Elton Mayo and his associates, Mayowas a faculty member and consultant at Harvard.

It focused on behaviour in the work place, In 1 experiment,involving this group of workers for example- Researchesmonitors how productively changed as a result of changesin working condition.

The Hawthrone Studies and subsequent experiment ledscientists to the conclusion that human element is veryimportant in the work place.

The possibility workers who receive special attention, they

perform better, simple because they receive that attention.


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1837: Partnership between William Procter and JamesGamble.

1833: William Cooper Procter left Princeton University.

Started working on the factory floor. Did every menialwork and spent time with the workers.

1884: To increase workers psychological commitmentto the company for higher productivity- Propose a plan

of sharing profits. 1903: To meet all the goals of labor propose- a stock

purchase plan.

Today P&G remains one of the most admired

corporation .


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Human Relation approach is very much importantfor running a successful business organization inpresent scenario.

The reasons are: - A business organization is notmerely a techno-economic organization but is alsoa social system. So it is important for theorganization to provide social satisfaction to the

workers to produce goods. A worker does not work for money only. Non

financial rewards (such as affection and respect ofhis co-workers) also significantly affects his

behaviour.


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In today's scenario employee-centred , democratic andparticipative style of leadership is more effective than task-centred leadership. So the relationship between manager

and staff should be participative. Organizational goals can not be achieved without

cooperation of the group. So in today's scenario it isnecessary for the organization that there should be sound

relationship between employer and employees. It is the philosophy of human relations- a happy worker is

a productive worker So management should must try tomake their workers happy. It is necessary for the

organization to gain the co-operation of groups andpromote job satisfaction to their employees for achievingthe organizational goals.


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Ignored workers rational side and the formalorganizations contributions to productivity

Research overturned the simplistic belief that

happy workers are more productiveThis approach makes an unrealistic demand

of superiors.


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Human Relation Mangement

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Transcript of Human Relation Mangement