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Introduction
Human relation is a term often used to describe the ways in which
workplace groups .
It also examined the effects of social relations , motivation and employee satisfaction on factory productivity . The movement viewed workers in
In the beginning, the focus was mainly on improving efficiency, motivation, and productivity. But over time, this research became more involved with redefining the nature of work and perceiving workers as complex human beings . A group of Harvard researches , headed by Elton Mayo , known as the founder of the Human Relations Movement conducted a series of experiments on worker productivity in 1924 at the Hawthorne plant of Western Electric Company in Illinois .
According to Mayo, to achieve its goals, the organization must attempt to understand
and respect the emotions, sense of recognition and satisfaction of non-monetary needs of
the workers. The Human Relations Movement held that: Individual are motivated by social needs and good on-the-job relationships and
4. Humanistic supervision plus morale equals productivity this is the Mayo formula
5. Humor and sarcasm are good in the workplace -- it's all part of group dynamics 6. Workers should be consulted before any changes -- and participate in change decisions 7. Employees who leave should be exitinterviewed -- turnover should be kept to a minimum
group.
Monetary incentives and good working condition are less important to the individual than the need to belong to a group. Informal or unofficial groups formed at work have a strong influence on the behaviour of those workers in a group. Managers must be aware of these 'social needs' and cater for them to ensure that employees collaborate with the official organisation rather than work against it. Believed that workers are not just concerned with money but could be better motivated by having their social needs met whilst at work
So he conclude that : Better communication between managers and workers Greater manager involvement in employees working Working in groups or teams