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Human Relation Theory

The human relations theory of management began developing in the 1920s during the industrial revolution, sparked by Professor Elton Mayo's Hawthorne Studies which proved that relationships and feeling valued significantly impact productivity over machines alone. The studies showed that giving employees individual attention, recognition, and encouraging participation so their work feels meaningful motivates higher quality work. Subsequently, theorists like Abraham Maslow and Douglas McGregor expanded on how motivational theory connects to human relations, such as fulfilling employees' basic needs and social desires for belongingness and esteem through feeling responsible and valued in their roles.

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Shikha Dubey
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4K views

Human Relation Theory

The human relations theory of management began developing in the 1920s during the industrial revolution, sparked by Professor Elton Mayo's Hawthorne Studies which proved that relationships and feeling valued significantly impact productivity over machines alone. The studies showed that giving employees individual attention, recognition, and encouraging participation so their work feels meaningful motivates higher quality work. Subsequently, theorists like Abraham Maslow and Douglas McGregor expanded on how motivational theory connects to human relations, such as fulfilling employees' basic needs and social desires for belongingness and esteem through feeling responsible and valued in their roles.

Uploaded by

Shikha Dubey
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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Human Relations Management

Theory Basics
Introduction
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.
Focus was on these 2 factors
1. People desire to be part of a supportive team
that facilitates development and growth.

2. 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.
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.
Understanding the human relations theory of
management
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 of the workers received by the researchers,
increased motivation and productivity, which resulted in
what is the Hawthorne Effect.
Know how the motivational theory fits with
human relations in management
After the Hawthorne experiments, Abraham Maslow and
Douglas McGregor revealed how the motivational theory ties
in , with theories of human relations.
Maslow suggested five basic needs (physiological, safety,
affection, esteem and self-actualization) were motivating
factors when viewing an employee's work values, because the
employee is motivated to ensure the most important of these
individual needs are met.
McGregor supported motivation beliefs by realizing that
employees contribute more to the organization if they feel
responsible and valued.
Abraham Maslows Theory of Motivation
1. Physiological needssurvival
like food,clothes,shelter
2. Safety needsphysical and
emotional safety
3. Social needslove and
affection and a sense of
belonging
4. Esteem needsrespect,
recognition, and a sense of our
own accomplishment and
worth
5. Self-actualization needsto
grow and develop and become
all that we are capable of being
Theory X and Theory Y (Douglas McGregor)
Two distinct views of human beings: Theory X (basically negative) and
Theory Y (positive).
Managers used a set of assumptions based on their view
The assumptions molded their behavior toward employees

Theory X Theory Y

Workers have little Workers are self-


ambition directed
Dislike work Enjoy work
Avoid responsibility Accept responsibility

No empirical evidence to support this theory.

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