HUMAN RELATIONS APPROACH

PRESENTED BY: SAHANA H PRIYANJALI SHRUTI PREETI JITUMANI ROMA KUMARI

 A fourth approach to management is Human Relation

Approach. It is developed during the early 1930. This approach aimed at the understanding how psychological & social process 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 psychological and social factors that influence the organisational work culture. Human relation approach sees organisation as a cooperative enterprises where in worker morale is a primarily contribute to productivity &so seek to improve productivity by modifying the work environment to increase morale and develop a more skilled and capable workers.

Decentralisation:Decisin making:Developing self motivated employees:Informal work culture Thus human relation approach suggest changes in the structure of organization itself in the nature of work & in relationship b/w supervisors & sub ordinates.it gives two basic functions of manager: To design & implement organizational structure that reward self-motivation. To negotiate working relationship with sub-ordinates that compliment that compliment effective communication in both directions..
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 George Elton Mayo was born on 26 December 1880, ad was expired on

7 September 1949 Adelaide, was an Australian psychologist, sociologist and organization theorist. He was a lecture at the University of Queensland from 1911 to 1923 before 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 of individuals at work.

 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 changing lighting conditions in the workplace. According to his Research he informed that people's work performance is dependent on both social issues and job content. He suggested a tension between workers' 'logic of sentiment' and managers' 'logic of cost and efficiency' which could lead to conflict within organizations.

 The Hawthrone Studies were series of experiments

conducted from 1927-1932 near Chicago at Western Electric-Hawthrone plant. It was conducted by Elton Mayo and his associates, Mayo was 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- Researches monitors how productively changed as a result of changes in working condition. The Hawthrone Studies and subsequent experiment led scientists to the conclusion that human element is very important in the work place. The possibility workers who receive special attention, they perform better, simple because they receive that attention.

 1837: Partnership between William Procter and James

Gamble. 1833: William Cooper Procter left Princeton University. Started working on the factory floor. Did every menial work and spent time with the workers. 1884: To increase workers psychological commitment to 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 .

 Human Relation approach is very much important

for running a successful business organization in present scenario. The reasons are: - A business organization is not merely a techno-economic organization but is also a social system. So it is important for the organization 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 of his co-workers) also significantly affects his behaviour.

 In today's scenario employee-centred , democratic and participative style of leadership is more effective than taskcentred 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 is necessary 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 to make their workers happy. It is necessary for the organization to gain the co-operation of groups and promote job satisfaction to their employees for achieving the organizational goals.

Ignored workers rational side and the formal

organizations contributions to productivity Research overturned the simplistic belief that happy workers are more productive This approach makes an unrealistic demand of superiors.