The Human Relations School of Thought

The Human Relations School of Thought

The human relations school of thought is a management theory that emphasizes the importance of employee satisfaction and morale in influencing productivity. This theory was developed in the early 20th century, in response to the scientific management theory, which focused on efficiency and productivity at the expense of employee well-being.

The human relations school of thought was founded by Elton Mayo, an organizational psychologist who conducted a series of experiments at the Hawthorne plant of the Western Electric Company in Cicero, Illinois. These experiments, known as the Hawthorne studies, showed that employee productivity was not simply a function of physical conditions, such as lighting or breaks. Instead, it was also influenced by social factors, such as group dynamics and employee morale.

The human relations school of thought has had a significant impact on management practices. It has led to a focus on employee satisfaction, morale, and motivation. It has also led to the development of new management techniques, such as team-building, employee participation, and quality circles.

The key concepts of the human relations school of thought

The human relations school of thought is based on the following key concepts:

• The importance of employee satisfaction and morale. Employee satisfaction and morale are essential for high productivity. When employees are satisfied and motivated, they are more likely to be productive.
• The importance of informal groups. Informal groups play an important role in the workplace. They can provide social support for employees, and they can also help to shape employee behavior.
• The importance of communication. Communication is essential for good management. Managers need to be able to communicate effectively with their employees in order to understand their needs and concerns.
• The importance of participation. Employees should be involved in decision-making processes. This helps to increase employee satisfaction and morale, and it also helps to ensure that decisions are made that are in the best interests of the organization.

The Impact of the human relations school of Thought

The human relations school of thought has had a significant impact on management practices. It has led to a focus on employee satisfaction, morale, and motivation. It has also led to the development of new management techniques, such as team-building, employee participation, and quality circles.

The human relations school of thought has been criticized for being too idealistic. Some critics argue that it ignores the realities of the workplace, such as the need for profits and the need to compete with other organizations. However, the human relations school of thought has also been praised for its emphasis on the importance of people in the workplace. It has helped to shift the focus of management from efficiency and productivity to employee well-being.

Conclusion

The human relations school of thought is an important part of management theory. It has helped to shape our understanding of the workplace and the importance of employee satisfaction and morale. The human relations school of thought is still relevant today, and it continues to influence management practices.

MH SET 2021 SOCIAL WORK PAPER 2 SET A SEPTEMBER 26, Q-6

The founder of Human Relation School of Thought was (A) Eric Erickson (B) Sigmund Freud (C) MacIver and Page (D) Elton Mayo

The founder of the Human Relation School of Thought was Elton Mayo. So the answer is (D).

Eric Erickson and Sigmund Freud were both psychologists, but they were not the founders of the Human Relation School of Thought. MacIver and Page were sociologists, but they were also not the founders of the Human Relation School of Thought.