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The human relations theory of management began development in the early 1920’s during the industrial revolution. At that time, …
The human relations theory of management began development in the early 1920’s during the industrial revolution. At that time, productivity was the focus of business. Professor Elton Mayo began his experiments (the Hawthorne Studies), to prove the importance of people for productivity – not machines.
The human relations management theory is a researched belief that people desire to be part of a supportive team that facilitates development and growth. Therefore, if employees receive special attention and are encouraged to participate, they perceive their work has significance, and they are motivated to be more productive, resulting in high quality work.
Models of conflict management are very varied – theories that came out of the 1970s and 1980s focused on the intentions of the parties involved in conflict as the key to moving towards positive outcomes.
The following human relations management theory basics became evident during human relation studies:
1. Individual attention and recognition aligns with the human relations theory.
2. Many theorists supported the motivational theory.
3. Studies supported the importance of human relations in business.
The results of Professor Elton Mayo’s Hawthorne studies proved that the factor most influencing productivity are relationships. The researchers realized productivity increased due to relationships and being part of a supportive group where each employee’s work had a significant effect on the team output.
As a side result, the researchers noticed that the increased attention the workers received by the researchers increased motivation and productivity, which resulted in what is the Hawthorne Effect.
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After the Hawthorne experiments, Abraham Maslow and Douglas McGregor revealed how the motivational theory ties in with theories of human relations.