HUMAN RELATIONSHIP THEORY
(Collection: Fritz J. Roethlisberger Papers | HOLLIS For n.d.)
- IDENTIFICATION OF ISSUE: Declines in employee engagement
- APPLIED THEORY: Hawthorn Effect
- PRACTICAL THEORY: To increase worker productivity
- LINKED THEORIES: Hawthorn Effect and Ludwig Von's theory
- SOLUTION: Improve Human relations in organizations
“Instead of treating the workers as an appendage to `the machine`,” Jeffrey Sonnenfeld notes in his detailed analysis of the studies, the Hawthorne experiments brought to light ideas concerning motivational influences, job satisfaction, resistance to change, group norms, worker participation, and effective leadership(Kahn 1999).
From the leadership point of view today, organizations that do not pay sufficient attention to `people` and `cultural` variables are consistently less successful than those that do. From the leadership point of view today, organizations that do not pay sufficient attention to people and the deep sentiments and relationships connecting them are consistently less successful than those that do(Morgan and Hunt 1994).
Roethlisberger described “the Hawthorne effect” as the phenomenon in which subjects in behavioral studies change their performance in response to being observed.(Rotem-berg 1994)
What is the human relations theory?
- Better relationships: Using the human relations approach helps organizations create better workplace relationships. This is possible because it allows employees and managers to create effective communication channels within an organization(Morgan and Hunt 1994).
- Employee retention: When employees know that their managers care about their opinions and well-being, they're less likely to leave the company. This is because they recognize that their work is meaningful, which improves their work satisfaction(Kahn 1999).
- Increased productivity: The human relations approach shows employees that they can realistically contribute to the company culture. This can make them more motivated to do their job well, which boosts their productivity(Rotemberg 1994)
A BRIEF LOOK
Labour productivity is the output per worker or hour worked, influenced by factors like skills, technological change, management practices, and capital inputs. Multifactor productivity (MFP) is output per unit of combined inputs. An organization's success relies on its employees, with a well-designed work environment, human resources, and technology playing crucial roles.
Companies set expectations for productivity, and loss of productivity
can lead to various consequences, making it the responsibility of all employees.Remote work has raised concerns about connectivity, as employees may struggle to connect securely to organizational resources. Employers are encouraging remote employees to return to the office, with mixed success.
Hybrid arrangements, such as three days in the office and two at home, have shown promise, but traditional office presence is easier for managers to monitor productivity.Employee productivity is crucial for IT productivity, highlighting the relationship between technology investments and efficiency gains, especially in distributed workforces and remote work, and using monitoring software is essential(Vygotsky 1962)Labor productivity is influenced by changes in physical capital,
new technology, and human capital. Physical capital refers to the tools and equipment available for production, new technologies involve new methods, and human capital represents
the workforce's education and specialization.
Labor productivity can indicate short-term and cyclical economic changes, such as economic recessions, where workers increase their labor effort to avoid job losses(Bendix and Fisher 1949).
REFLECTION
The human relations approach, also known as human relations management, is a management approach that emphasizes employee attitudes, interpersonal relationships, group dynamics, and leadership styles. It focuses on six principles: social factors, individual beliefs, meaning and importance of work, cooperative leadership, communication between management and employees, and workplace culture setting productivity standards. The human relations approach can be beneficial for organizations relying on group employee performance, as it fosters better workplace relationships, increases employee satisfaction, and boosts productivity by demonstrating that employees can contribute to the company culture. Labor productivity is influenced by factors like skills, technological change, management practices, and capital inputs. Hybrid arrangements, such as three days in the office and two at home, have shown promise, but traditional office presence is easier for managers to monitor productivity.
Reference list
Bendix, R. and Fisher, L.H. (2017) “The Perspectives of Elton Mayo”. in Routledge eBooks [online] 11–18. available from <https://doi.org/10.4324/9781315241371-3
Coase, R.H. (1937) “The Nature of the Firm”. Economica [online] 4 (16), 386–405. available from <https://doi.org/10.1111/j.1468-0335.1937.tb00002.x>
Ferris, G.R., Arthur, M.M., Berkson, H., Kaplan, D.M., Harrell‐Cook, G., and Frink, D.D. (1998) “Toward a Social Context Theory of the Human Resource Management-Organization Effectiveness Relationship”. Human Resource Management Review [online] 8 (3), 235–264. available from <https://doi.org/10.1016/s1053-4822(98)90004-3>
Vygotsky, L.S. (1962) Thought and Language [online] available from <http://ci.nii.ac.jp/ncid/BA07207011>
Fascinating dive into the Human Relationship Theory and its transformative impact on workplace dynamics. The emphasis on the significance of interpersonal relationships, communication, and understanding within organizations highlights a crucial pivot from viewing employees merely as labor to valuing them as key contributors to success and innovation. Excellent summary of a foundational approach in organizational behavior!
ReplyDeleteThis article discusses the human relations approach, a crucial tool for managers to understand and positively influence group dynamics, emphasizing its importance in fostering positive communication and understanding social factors influencing workplace satisfaction and performance.
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ReplyDeleteAmesha, I can see that you’re passionate about writing snippets of enticing Human Resource Management theories and workings. Elton Mayo’s motivational theory challenged the age-old paradigm that people only worked for money. In fact, his research of studying people as to what factors boosted employee motivation and productivity levels in the 1920s led to groundbreaking findings that later paved the way to modern day Human Resources. Therefore, nice to see these theories being brought to light through your blog.
The human relations theory, originating from the 1920s Hawthorne Study, emphasizes the importance of employee attitudes, interpersonal relationships, group dynamics, and leadership styles in achieving organizational goals. It suggests social factors, like inclusion in decision-making, have a greater impact on employee satisfaction and productivity.
DeleteYou've given a clear and brief explanation of the human relations theory and its implications in organizational environments. Your explanation highlights the necessity of building stronger working relationships, improving employee retention, and increasing productivity through this technique.
ReplyDeleteWell done!
The human relations approach promotes positive employee treatment, recognizing company culture as a social system. It encourages informal leadership and fosters two-way communication, enabling companies to understand employee motivation, opinions, and preferences, enhancing overall company performance.
DeleteAmesha it's well explained and balance thought , concerning motivational influences,job satisfaction,resistance to change,group norms,team work and effective leadership.Also shown the value of Mayo's Human Relations theory.Better relationships,employee retention and increased productivity.
ReplyDeleteEmployee recognition boosts workplace engagement by demonstrating appreciation for individual qualities and behavior. Employers and supervisors can use human relations approaches, such as shout-outs and company newsletter mentions, to recognize employees
DeleteMost of the employees are leaving the company due to the poor management decisions. They feel like they are rejecting by the management or management see them as robots. According to your article, when managers can give more attention to the employee ideas, it will increase the job satisfaction of the employee and they feel that they have a value in the company. This will help to improve the productivity of the company. Good Article.
ReplyDeleteImplementing human relations theory at work requires understanding its importance and fostering positive group relationships. Building a listening culture and setting realistic expectations encourages emotional recognition and allows for effective communication. This shows a company's commitment to communication.
DeleteThis blog provides insights into Fritz Roethlisberger's human relationship theory, highlighting the importance of considering people and cultural variables in organizational success. It emphasizes better workplace relationships, improved employee retention, and increased productivity as key benefits of adopting the human relations approach.
ReplyDeleteManagers should adopt a positive and cooperative human relations approach in their daily work. Instead of controlling subordinates, praise motivates progress and fosters positivity. This approach promotes engagement, demonstrates that mistakes are natural, and the company values growth and development.
DeleteNice article on the Human Relations Theory, Amesha.
ReplyDeleteAn 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. Self motivation; self-actualization. (Oxford University Press, 2024)
Managers can boost employee motivation and productivity by providing context around assigned tasks, highlighting their contribution to the organization's goals.
DeleteGood insight. This clearly highlights the impact of social factors, such as attention and recognition, on employee productivity and satisfaction.
ReplyDeleteTwo-way communication in a company requires managers and team leaders to consider employee feedback, schedule meetings, and be easily approachable. This involves understanding individual viewpoints, improving workplace efficiency, and involving employees in decision-making processes.
DeleteGood insight. Human Relations management theory is a premise of organizational psychology from the early twentieth century, which suggests that employee productivity and motivation can be increased through positive social bonds in the workplace and acknowledgement of the worker as a unique individual (Ward,2021).
ReplyDeleteTo emphasise the importance of social structures at work, employers can organise fun work events for employees. Whether it's an event or just a quick catch-up, occasions like this allow employees to get to know each other better. By connecting on a more personal level, they can better understand each other's emotions and automatically improve the group dynamic. It's also important that supervisors engage in activities like this. Although it's important that they remain their status in the group, sharing more personal information can help employees feel more comfortable around them.
DeleteThis passage emphasizes how the Hawthorne experiments revolutionized our comprehension of workplace dynamics, revealing insights into motivation, job satisfaction, resistance to change, group norms, worker participation, and effective leadership. It also stresses the importance of prioritizing people and cultural variables in modern organizations, as neglecting these can lead to reduced performance and effectiveness. Overall, it underscores the significance of human-centered leadership and organizational practices in today's business landscape.
ReplyDeleteEffective human relations management leaders prioritize communication to motivate and recognize employee value. They use both in-person and written channels, adapting language to suit different situations, regardless of experience level.
DeleteEmployee relation theory - by recognizing the social and emotional needs of employees, this theory suggests that fostering a positive work environment can lead to increased productivity, satisfaction, and overall organizational success. Informative article.
ReplyDeleteDeveloping strong conflict-resolution skills is crucial for managing diverse personality types and fostering teamwork, despite conflicts being natural elements of teamwork.
DeleteThis articles gives clear understanding of Elton Mayo's Human relationship theory. Elton Mayo's Human relationship theory practice in organizations like rewards and orders, parties and celebrations, group outings and appraisals to boost morale and motivation KUMAR, MANOJ. "HUMAN RELATIONS THEORY (ELTON MAYO)." 2016.
ReplyDeleteThe human relations approach enhances workplace organization by fostering personal connections through after-work events and catch-ups. It helps managers maintain productivity while allowing time for other interactions, enhancing overall organizational skills.
DeleteExactly! HRT revolutionises the approach of considering workers as just machines. Content and satisfied employees contribute to increased productivity and employee retention. However, the Hawthorne experiments and HRT can be overly optimistic, disregarding external variables. While the basis is commendable, it is important to take into account the limits in order to obtain a comprehensive understanding.
ReplyDeleteSuperiors with a cooperative attitude are more effective, and effective communication between management and employees is crucial for understanding employee issues and setting productivity standards.
DeleteHuman relations helps foster employee relationships, reduce conflicts, promote job satisfaction, and create a favorable working environment. It also helps promote diversity, with open relations and teamwork key increased organizational productivity. You have shared a truly valuable Article regarding human relation theory.
ReplyDeleteAnd simply we can understand that Human relations theory is an organizational approach that emphasizes worker satisfaction, informal workplace organizations, and influencing productivity, unlike scientism which views workers as interchangeable parts.
DeleteThis blog highlights the significant influence of Human Relations Theory on contemporary organizational management while skillfully explaining its fundamental ideas. It provides useful advice for creating a peaceful and effective work environment by highlighting the importance of human connections, communication, and employee satisfaction. A strong reminder that putting people-centric strategies first promotes teamwork, morale, and organizational success.
ReplyDeleteYes and At Workable, we’re not just in the business of creating innovative HR solutions; we also strive to build a strong and thriving company culture.
DeleteWhile it’s important to cultivate a positive environment, we believe that prioritizing employee satisfaction is a more effective way to support our team and drive success.