4.1 Theoretical Discussion: Human Relations Approach (Marianne Muyia) The central focus of the human relations approaches is human needs within an organization. The evolution of this theory stems from the classical approach. The classical approach centers around the machine metaphor. It highlights the importance of three key elements within an organization: specialization, standardization, and predictability (Miller, 2012: 18-19). In the classical approach, organizations emphasize structure and efficiency; communication is limited within the boundaries of hierarchy and formality. Classical organizations communicate vertically from upper management to employees, often relying on written and formal communication methods (Miller, 2012: …show more content…
Maslow’s theory cultivated as a “general theory of human motivation,” but this theory is “extensively” applied to organizational behavior (Miller, 2012: 40). In this theory, Maslow proposes that five types of basic needs motivate people: physiological, safety, affiliation, esteem, and self-actualization. These needs are arranged in a “hierarchy of prepotency,” where lower-level needs must be satisfied before achieving higher-level needs (Miller, 2012; 42). The lower-level needs are the first three basic needs in the hierarchy: physiological, safety, and affiliation. The first need is physiological. It refers to the needs of the human body, such as food, water, sleep and sensory pleasure. An organization fulfills these needs by providing a “living wage” that allows individuals to acquire these necessities and creating “physical work conditions that do not violate the physical requirements of the human body” (Miller, 2012: 41). From the physiological needs, humans move to the second basic need—safety. These needs include “the desire to be free from danger and environmental threats” (Miller, 2012: 41). Once again, an organization fulfills these needs by providing wages which allow employees the ability to acquire the necessary tools to ensure safety. In addition, the provision of physically adequate work conditions within an organization fulfills these safety needs. After physiological and safety needs are attained, humans aspire for belonging and love. This third basic need is affiliation. Affiliation needs refer to “the necessity of giving and receiving human affection and regard” (Miller, 2012: 41). This need highlights one of the key findings of the Hawthorne studies-the importance of social factors within an organization. The social relationships between coworkers and managers within an organization satisfies this need for
Target has problems in the area of Human relations because of their training methods; in not hiring people who have unions. This is an example of discrimination, not by color but by what a person has, which is a union. The question that comes up is; how can this motive people to apply for a job at Target? Also Target has issues with boosting morale in their company especially after letting go about 2,000 employees. MPR news reported in March of this year, that “1,700 employees are out of work. Another 1,400 open positions will go unfilled” (Cox, 2015). A problem such as these layoffs and it being reported affects the way current employees as well as applicants view the corporation. In the MPR news article an employee
Evidently, Engstrom management team is not meeting the mental needs of the workers and breaks Newstrom implication of the "unwritten mental contract that workers sign upon employment with the company” (Newstrom, 2015, pg. 87-9). As a result of breach of contract, employees’ productivity declined. Over a period of time, the root causes of Engstrom organizational issues deepened. In the event that we take the underlying concerns of the organizational issues and incorporate them with Abraham Maslow's Hierarchy of Needs, worker matters will be accepted and improve both concerns, in addition, to the organizational controversies that invaded Engstrom Company. Maslow's research led him to develop five levels of what he describes as, drivers of all behavior. Maslow said that the necessities of every level must be met before a person would have the capacity to advance to the following level of requirements. Employees’ needs were being met on all levels when the plan was initially introduced, however as time passes by, workers become exhausted of the arrangement and along these lines, stopped meeting their
The culture of a human service organization (HSO) impacts the managers, workers, clients, and all entities interactions. Culture is created and influenced by varies aspects and can be positive, negative, or a combination of the two. This paper will discuss the impact of culture and learning within an organization, and how it relates to supervision, personality differences as well as risk and safety as it relates to culture.
Behavioural management is the study about the style of leadership and motivation method affects the behaviour and attitudes of workers (Waddell et al. 2007). McGregor studied from Maslow’s hierarchy of needs and found human needs can be categorised in five levels which are safety, physiological, belonging, esteem and self-actualisation needs and utilise them in analysing human behaviour in relation to organisation management (Kermally, 2005). It is essential to take into account how workers feel, behave and react on their job as successful business dominated by how well the organisation members cooperate together. McGregor published two sets of assumption, Theory X and Y which explain whether workers are indolent, responsibility aversion and pursuing lower level of needs or workers like...
In addition, by conducting an effective job evaluation for both frontline and backup staff, the value added by each could be determined. Specifically, this was achieved by measuring the required level of skill and effort, responsibility and respective working conditions of each segment (McShane et al, 2013). Consequently, using the principles behind Herzberg Motivation-Hygiene Theory described by (Robbins et al. 2012 p.271) it was identified, that front line employees needed greater recognition, greater praise and appreciation, increased job security and finally further opportunities, for personal growth, within the organisation. Similarly, Maslow’s hierarchy of needs theory is adopted, as frontline employee self-esteem, need for recognition and self-actualisation, contributes to achieving their full potential (Kulchmanov et al. 2014). Therefore, the effect of the introduced changes to the workplace, combined with adopting Maslow’s and Herzberg’s need theories, created a better working environment that encouraged job satisfaction (Robbins et al. 2012 p.271) and it is possible that Dr Chen, was well aware that job enrichment comprises the modification of tasks, in order that the employees can have an increased knowledge of the factors of motivation (Sachau, 2007).
Examine the changes in the HRM policy as the firm transcends across its national borders?
Human resource management (HRM) processes are crucial to the success of an acute care hospital facility. In this paper, I will give insight on how HRM processes have to align with the organizations goals and objectives in order to operate successfully. Hiring, training and benefits are a few of the major roles that human resources control in an organization. Therefore, it is important that human resource managers are abreast of all current policies and procedures.
Employee benefits coordinator play a significant role in Human Resource Management. Employee Benefits coordinators are responsible for assisting with employee benefits, maintaining employee data base, managing all insurance billings and maintain employee files, sick pay, vacation and retirement. This study explores the importance of employee benefits to corporations, government agencies and non profit organizations. This paper also researches the effects on the management team and on individual employees’.
The Hawthorne studies brought the human relations effort to the forefront and led to the theme of the social person. Over many years the behavioral approach to management grew a little bit at a time. Theorists, who advocate the behavioral approach to management, stressed that an individual in organize activity deserved to be the main attention of focus. These sociologists and psychologists felt that management’s success largely depended on the manager’s skills and abilities to work with individuals and also understand those which have a diversity of aspirations, needs, backgrounds, and perceptions. The advancement of this approach from the human relations movement to modern organizational behavior has had a great effect and influence on the theory and practice of management. The human relations movement was a concentrated effort among theorists to make sure that managers were more sensitive to their worker’s needs. This practice came into existence as a result of special circumstances that took place during the first part of the 20th century. Scientific management during the social person era was supported by three very different influences; the Hawthorne studies, the threat of unionization, and the philosophy of industrial humanism.
It is said that there is no such thing as failure, instead we have results. This was the idea that gave rise to the start of a company and later shooting of this video, in the outskirts of Addis Ababa in Africa. The video is about a shoe company called oliberte, which prides itself as the first company to be offered a fair trade certification. The founder, Mr. Tal Dehtiar has appreciated and employed great motivation methods in the growth of his company in a challenging environment (Oliberte, 2011). Motivation’s purpose is to initiate, guide and maintain goal oriented behaviors on the person that it is applied to. It can be driven by biological, social, emotional or cognitive forces. People are motivated to behave in a certain way because it is a core creational component of the human race. The two motivational theories that can be seen in this video are Mayo’s theory of human relations and Maslow and Herzberg’s theory of human needs (Latham, 2007).
The main purpose of Human Resource Management is to increase the effectiveness and contribution of employee’s attainment of organizational goals and objective (Youssef, C.). Many areas of HRM have been discussed in this course. Those areas are EEO and Affirmative action, Human resource planning, recruitment, and selection, Human resource development, compensation and benefits, safety and health, and employee and labor relations. All these categories have an impact on how an organization is managed. Although there are many things that impact a business, the most important thing about managing a business is selecting the right people to help the company succeed.
Motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction and employee extension. Employees also are not a machines that we could just program their task in their brain and they will do it automatically, they require motivation to actually do their job properly. And so, after discussing the process models of the Maslow’s “Hierarchy of needs”, Douglas McGregor theory X and Y, and also the Herzberg’s “two factor motivation hygiene theory.” understanding the ways of motivating people, the human nature, and the substance of nature. I believe that the true motivation can only come from within and also managers can actually motivate all of their employees.
I believe each theory will benefit organisations to some point because they are both strong and weak at the same time so combining both approaches to make it a better approach is appropriate, but since we are talking about needs and values of the workers to considered more important that the organisation’s then I support that human relations approach management is superior than classical approach management. Organisations have to take the element of the human into account otherwise organisation cannot move smoothly to reach their specific goals.
To start with, the Human Relations Movement firstly emphasises the importance of the working environment for employees as a socialised natural group in which social aspects for both employees and managers take precedence over functional organisational structures. Elton Mayo, who was called “the founder of both the Human Relations Movement and of industrial sociology” (Pugh & Hickson, 1989, P.152), had the basic idea that “workers had strong social needs which they tried to satisfy through membership of informal social groups at work place” (Nicholson, 1998, p.215). Opposing the classical perspectives of management principles of the Scientific Management and Bureaucracy, Mayo claimed that scientifically clarified rules, strict work procedure and incentive money payments were not the only stimulus to inspire workers and that they were “less factors in determining output than were group standards, sentiments and security” (Robbins, Millett & Waters-Marsh, 2004, p.815-816) after he proceeded an experiment, called the ‘Hawthorne Experiment’. According to the Hawthorne Studies, employees were motivated to work harder and efficiently when managers provided a more comfortable and informal working environment taking into account individual satisfaction and their personal needs rather than manipulating employees by way of higher remuneration. Mayo demonstrated that an organisation could not generate much beneficial output if managers “treat workers simply as economic individuals wanting to maximise pay and minimise effort” (cited Nicholson, 1998, p.215). As a result, “managers would no longer consider the issue of organisation design without including the effects on work groups and employee attitudes” (Robbins & Barnwell, 2006, p.47). They now see their jobs as dealing with human beings rather than simply with work.
Furthermore, there are three theories which explain the different factors in how employees are motivated based on their needs. The first theory, Maslow’s Hierarchy of Needs, was proved by Abraham Maslow in the years of 1943 and 1954 (McLeod, 2013). Maslow believed that society developed their motivations depending on their needs. Maslow’s Hierarchy of Needs is a theory in which five motivational needs( self-actualization,esteem, belongingness and love, safety, and psychological) are demonstrated in a hierarchy pyramid. The five motivational needs are divided into three categories(basic, psychological, and