human and neo human relations
TRANSCRIPT
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Name of Institution
Human And Neo Human Relations
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Name of InstitutionTransition from Scientific Management to Human Relations
Scientific Management– focused on productivity and profit– workers were viewed as extensions of the
machine– time/motion studies– division of work
OUTCOME– did not address the emotional and social needs of
employees– resulted in worker apathy, boredom, low
creativity, wasted human resources
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Name of InstitutionHuman Relations Theory
Essential Concept• Leaders need to understand workers as
human beings with social and emotional needs
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Name of InstitutionPrinciples
• Employee satisfaction increases productivity.
• A network of human relations exists in any workplace environment.
• The workplace environment should focus on needs of employees.
• The feelings of people are as important as the logical and economic aspects of an organization.
• Management requires effective social skills.
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Name of InstitutionHuman relation Theorist
George Elton Mayo• 1880-1949• Successful Academician• Clinical Psychologist• Public Speaker• Hawthorne Studies
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Name of InstitutionHawthorne Studies
• 1927-1932• Western Electric Hawthorne Works• Purpose: to study productivity and work
conditions• Researchers desired to find what kind of
changes would influence productivity
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Name of InstitutionHawthorne Studies
• 6 women from an assembly line• Segregated them from the rest of the
factory• Put them under the eye of a supervisor (a
friendly observer)• Made frequent changes to their working
conditions• Always discussed and explained the
changes in advance
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Name of InstitutionResults of Studies
• The women became a team• Felt they were working under less
pressure• Developed an increased sense of
responsibility• Greater productivity
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Name of InstitutionTHE HAWTHORNE EFFECT
• The need for recognition, security and sense of belonging is more important than the physical conditions under which the employee works.
ATTENTION = PRODUCTIVITY
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Name of InstitutionNeo-Human RelationTheorist
Abraham Maslow• 1908-1970• Neo-Human Relation Theorist• Investigations of human behavior occurred
between 1939 and 1943• Individuals are born with innate needs
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Name of InstitutionMaslow’s Need Hierarchy Theory
Characteristics of needs
When lower-order need is satisfied, a higher-order
need appears that needs to be satisfied Order of needs from lowest to highest The lower the need, the > its strength, potency, or
priority Higher needs also appear later in one’s life
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Name of InstitutionMaslow’s Model
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Name of InstitutionMaslow's Need Hierarchy Theory
• Physiological Needs: Food, water, shelter etc.
Can be satisfied through organizational efforts and incentives as adequate wages and salaries, working conditions, rest rooms, bonus and fringe benefits.
• Security and safety needs: security and stability.
Can be satisfied through management’s initiatives like life insurance, job security, pension plans, cost of living increments etc.
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Name of InstitutionMaslow's Need Hierarchy Theory
• Social Needs: Sense of belongingness and acceptance which includes friendship , affection and social interaction
Can be satisfied by management through coffee breaks, recreational activities, informal work groups etc.
• Esteem Needs: feeling of satisfaction and achievement and recognition for such achievement.
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Name of InstitutionMaslow's Need Hierarchy Theory
• Self-actualization needs: To realize one’s capacities and potentialities to the fullest extent possible.
Person seeks challenging work assignments that allow for creativity and opportunities for personal growth and advancement .
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Name of InstitutionNeo-Human RelationTheorist
Frederick Herzberg• 1923 – 2000• Pioneer of Motivation• Work itself can be a motivator• Originator of Motivation-Hygiene Theory
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Name of InstitutionHERZBERG’s Theory
HERZBERG isolated two different sets of factors affectingmotivation and satisfaction at work.
1. Hygiene or Maintenance Factors - Concerned basically with job environment.
2. Motivational or Growth Factors – Concerned with job content
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Name of InstitutionHerzberg’sMotivation-Hygiene Theory
Hygiene Factors
•Company Policy & Administration•Supervision•Interpersonal Relations•Working Conditions•Salary, Status, and Security
Motivation Factors
•Achievement•Recognition•Work Itself•Responsibility•Advancement and Growth
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Name of InstitutionNeo-Human RelationTheorist
Douglas McGregor• 1906-1964• Wrote The Human Side of Enterprise
(1960)• Coined the terms Theory X and Theory Y:
Ways of viewing people and their motivation
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Name of InstitutionMcGregor’s Theory X Theory Y
McGregor argued that a manager’s assumption about the role of employees determines his behaviour towards them
He put forward two suppositions called Theory X and Theory Y which are based on popular assumptions about work and people.
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Name of InstitutionMcGregor’s Theory X
THEORY X ASSUMPTIONS
• People do not like work and try to avoid it.• People need to be directed , controlled and
threatened with punishment in order to move them to work
• An average person is lazy, avoid responsibility, prefer to be directed, has little ambition and want his own security
• Most people avoid leading and want to be led and supervised.
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Name of InstitutionMcGregor’sTheory Y
THEORY Y ASSUMPTIONS
• People do not naturally dislike work; work is a natural part of their lives.
• People are internally motivated to reach goals to which they are committed.
• People are committed to goals to the degree that they receive personal rewards and reward of appreciation and recognition when they reach their objectives.
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Name of InstitutionMcGregor’s Theory Y
THEORY Y ASSUMPTIONS• People will seek and accept responsibility under
favourable conditions.• People have the capacity to be innovative in
solving organisational problems.• People are bright, but generally their potentials
are under-utilised.• People seek leadership roles in preference to
the security of being led