Evaluation of Human Relations
Evaluation on human relations theory. Its relevance to current and future management activity.
The classical theory did not give importance to the human aspects of the workers. Therefore, they did not achieve a high level of production efficiency and co-operation between the management and workers. The failure of the classical approach led to the human relations movement which is more widely applied to this present day.
The human relations experts tried to integrate (combine) Psychology and Sociology with Management. According to them, organisations are a social system of interpersonal and inter group relationships. They gave importance to the management of people. They felt that management can get the work done from the workers by satisfying their social and psychological needs. Human beings are not interested only in financial gains. They also need recognition and appreciation. Workers are human beings. So they must be treated like human beings and not like machines. Managers should try to understand the feelings and emotions of the workers.
An organization works not only through formal relations, but also through informal relations. Therefore, managers should encourage informal relations in the organisation along with formal relations.
Workers need a high degree of job security and job satisfaction. Therefore, management should give job security and job satisfaction to the workers.
Employees would like to participate in decision making, especially, in those matters affecting their interests. Therefore, management must encourage workers' participation in management. This will increase productivity and job satisfaction.
It has become a concern of many companies to improve the job-oriented interpersonal skills of employees. The teaching of these skills to employees is referred to as "soft skills" training. Companies need their employees to be able to successfully communicate and convey information, to be able to interpret others' emotions, to be
The classical theory did not give importance to the human aspects of the workers. Therefore, they did not achieve a high level of production efficiency and co-operation between the management and workers. The failure of the classical approach led to the human relations movement which is more widely applied to this present day.
The human relations experts tried to integrate (combine) Psychology and Sociology with Management. According to them, organisations are a social system of interpersonal and inter group relationships. They gave importance to the management of people. They felt that management can get the work done from the workers by satisfying their social and psychological needs. Human beings are not interested only in financial gains. They also need recognition and appreciation. Workers are human beings. So they must be treated like human beings and not like machines. Managers should try to understand the feelings and emotions of the workers.
An organization works not only through formal relations, but also through informal relations. Therefore, managers should encourage informal relations in the organisation along with formal relations.
Workers need a high degree of job security and job satisfaction. Therefore, management should give job security and job satisfaction to the workers.
Employees would like to participate in decision making, especially, in those matters affecting their interests. Therefore, management must encourage workers' participation in management. This will increase productivity and job satisfaction.
It has become a concern of many companies to improve the job-oriented interpersonal skills of employees. The teaching of these skills to employees is referred to as "soft skills" training. Companies need their employees to be able to successfully communicate and convey information, to be able to interpret others' emotions, to be