HUMAN RESOURCES MANAGEMENT

PROJECT SUBMITTON

HUMAN RELATION APPROACHES

BY SAHIL PATEL

ENROLLMENT NUMBER – 181320130041

STATE INSTITUTE OF HOTEL MANAGEMENT, GUJARAT

 OBJECTIVES OF PROJECT

The discussion in the project explains about the informal relations among employers and
employees, concerned with moral and psychological rather than legal aspects of an
organization in order to understand the issues pertaining to human relations, self-respect,
informal social relations, individual motivation, psychological feelings and tendencies of the
workers.
The Human Relations approach explains the informal relations among employers and
employees and concerned with moral and psychological rather than legal aspects of an
organization. Unlike Classical approach, which studies organization from structural point of
view, it puts emphasis upon human relations, self-respect, informal social relations, individual
motivation, psychological feelings and tendencies of the workers. Thus, it believes in
analyzing the multidimensional nature of human beings and their interactions for
understanding the working of organizations.

INTRODUCTION
An approach is a way of gaining access to the understanding of a subject or a discipline. It
refers to a particular manner of dealing with the problem. Several approaches to the study of
Public Administration -- Classical, Scientific Management, Bureaucratic, Human Relations,
Behavioral, System and Ecological -- have been developed since the inception of the subject
as an independent field of study by Woodrow Wilson in 1887. Among these, Human Relations
Approach occupies a significant place in the understanding of the comparatively newly
emerged discipline of public administration as a science.

The human relations approach is also known as New Classical approach. Elton Mayo termed
it Clinical approach. It attempts to explain the informal relations among employers and
employees are concerned with moral and psychological rather than legal aspects of an
organization. The approach considers worker not only one of the means of production system
but as a man.
 EMERGENCE OF HUMAN RELATION APPROACHES

Human Relations approach emerged after 1920 to explain the informal aspect of an
organization. It emerged as a reaction to the Taylor‘s Scientific Management approach– an
offshoot of broad Classical approach--which became popular in the beginning of the 20th
century. As a result of the Scientific Management approach whole human culture was
influenced by material and mechanical environment. In industries emphasis was on
increasing production. Resultantly, labor became a commodity and human being cog in the
wheel. Main problems before workers were low wages, more hours of work, unhealthy
working conditions and labors‘ exploitation. Managers were ignoring psychological needs of
labors and social aspects of work. All these factors made workers apathetic towards their
work. Besides, technological advancement in industry increased the educational level and
professional skills of the workers to a great extent which made them more assertive about
their rights and interests. Further, the class conflict and Trade Union movement in U.S.A.
coupled with Communist Revolution in Soviet Union became the catalyst factors for the
emergence and evolution of the Human Relations approach. In this regard B. Venkateswarlu
has rightly observed, ―given the state of dehumanization of the working class and growing
trade union movement—the results of Taylorism—new problems of management and
organization arose in the capitalist industry in the west especially in America, in the first
decade of the 20th century…Mayo and his colleagues, concentrating mainly on the behavior
of the workers and their productive capacity, keeping in view physiological, psychological,
physical and economic aspects, came out with the conclusion…that the whole problem is one
of human relations.‘

[ Elton Mayo – HUMAN RELATIONS APPROACHES FOUNDER ]

 CONTRIBUTION OF ELTON MAYO
The basic features of human relations approach have been the result of various experiments
conducted by Elton Mayo and his colleagues in twenties and thirties 'of the last century
focusing their attention on the problems of industrial workers. The first major research study
which came to be known as ―The First Enquiry‖ undertaken by Mayo was in a textile mill in
1923 near Philadelphia. Under the then prevailing circumstances, the mill provided all the
facilities to the workers. It was well organized and considered to be a model organization.
Despite this, it faced some serious problems in one of the sections--the mule spinning--of the
mill. The turnover of the employees in this section was estimated to nearly 250 percent per
annum as against 5 to 6 percent in other sections. The management introduced several
schemes by way of incentives to retain the workers but of no avail. Finding no way out of this
ticklish problem, the matter was referred to Harvard University which in turn entrusted it to
Elton Mayo.
Mayo studied the problem from various perspectives i.e. social, physical and psychological
and started experiments with the permission of the management. In the very beginning, he
studied the problem of physical fatigue. In order to overcome this problem, he introduced
rest periods of ten minutes each in the morning and afternoon for every worker of the mule
section. Finding positive and encouraging results of this exercise, the scheme was extended
to all other sections. Consequently, the symptoms of fatigue disappeared and the labor
turnover almost came to an end as the workers started taking interest in work. The overall
production level increased and the morale of the workers boosted. Further, Mayo suggested
certain measures whereby workers had to earn their rest periods and bonus by producing
more than a certain percentage. While these privileges made the workers happy but not liked
by the supervisors as the same were not available to them. Keeping this fact in mind Mayo
introduced a new scheme of shutting down whole of the spinning department for ten
minutes, four times a day. This brought a new change in the outlook of supervisors and
employees as all of them were satisfied with this new work culture. Besides, he placed the
control of rest periods purely in the hands of workers which led to mutual consultations
among them giving rise to the process of social interaction. Thus, a new awakening began
whereby the assumptions of ‘rabble hypothesis’ which assumes ‘mankind a horde of
unorganized individuals actuated by self- interest ‘, was questioned and replaced by group
interest.
CHARACTERISTICS OF HUMAN RELATIONS APPROACES
The most important contribution of Hawthorne experiments is the development of Human
Relations approach. By Human relations we mean the process of integration and inter-
relations of persons working in an organization. The focus of the approach which became
popular after the Mayo‘s experiments is the ‗human behavior‘ which has a great bearing on
the administrative efficiency and organizational dynamics.

The main characteristics of this approach are as under:

1. Emphasis on Human Element
The foremost characteristic of human relations approach is its emphasis on human element
in industry. It assumes man not as a machine rather a living and sensitive entity having his
own views. Prior to Mayo, workers were considered as ‗cog in the wheel‘ or ‗extension of a
machine.‘ Labor was treated as commodity or non living means of production. There were
wrong assumptions of human nature in industry. Generally, society was considered as horde
of unorganized people. In the eyes of managers workers were a ‗contemptible commodity‘.
Mayo while refuting these assumptions re-established human factor in industry. Thus, he
advocated human relations approach by emphasizing needs, aspirations and sentiments of
workers.
2. Impact of Social and Human Factors in Productivity:

Advocates of Human relations approach believe that output is affected by social and human
factors along with technical and material ones. Before Hawthorne experiments, the impact
of only technical and material changes was considered on productivity. However, Mayo‘s
experiments showed that the impact of human and social factors is more than the material
and environmental ones. To him, human relations include, among others, high morale, cordial
relations, fulfillment of human needs and human management.
3. Man is not only an Economic Man:
Human relations approach strives to know the non-economic motivations instead of purely economic
ones. According to this approach man is not only an ‗economic man‘ who works only for material
benefits and rewards. Mayo realized that there are some social and psychological needs of man such
as social prestige, appreciation, sympathy, recognition of work etc. which inspire him to work. So, he
suggested that managers should pay due attention to the individual and social needs of workers in
addition to proper wages. Hawthorne experiments proved that financial means are inadequate to
provide incentive to employees rather non-financial incentives such as participation in management,
security of service, freedom of work are more important. In fact, human relations approach believes
in the concept of ‘social man‘ who is altogether different from the ‗economic man‘. Such a man is
influenced by the standards laid down by the group and, in turn, affects the working of the
organization because of his personal problems.

4. Discard of Rabble Hypothesis:

Human relations approach discards the rabble hypothesis and its two basic premises i.e. laissez-faire
and concept of scarcity. This hypothesis considers whole society as a horde of unorganized people
wherein each one competes for its self-defense and fulfillment of self-objectives. Conversely, human
relations approach assumes that in a working group cooperation is more important than competition;
man work not for his self-defense but for the defense of group ‘s prestige; and man is motivated more
by sentiments than logic.

5. Satisfaction of Psychological Needs of Workers:

This approach put emphasis on the satisfaction of psychological needs of workers such as recognition,
self-actualization and morale. Mayo, during the course of his experiments observed that work in the
American industries meant humiliation. It was just performing of mechanical, tedious, unimportant
and non-significant routine activities. It was just negation of ‘workers‘ personality and non-availability
of opportunities to show and develop their abilities. Thus, in such a monotonous environment there
was no scope for the satisfaction of psychological needs of workers. Resultantly, there was feeling of
tension, disappointment, and worry among workers which Mayo termed ‘anomic‘ situation. His
studies proved that morale of employees can be boosted by providing them opportunities of
recognition, self-respect and self-actualization. In this way he emphasized upon the satisfaction of
psychological needs of workers. Thus, this approach puts emphasis upon the understanding of
‘workers‘ satisfaction, their participation in management, problems, informal relations and the
internal social-psychological environment of an organization.

6. Importance of Informal Groups:

Human relations approach lays emphasis on informal groups. Advocates of this approach assume that
the study of informal groups is must for understanding the activities of formal groups. According to
Mayo as a result of working together there emerges interaction among workers which leads to
formation of small informal groups. Workers become members of these groups socially and
psychologically and their social activities continue within and outside the workplace. These groups
keep social control over the activities, behavior and outlook of workers. Further, these groups lay
down their own standard of work, rules and principles which affect the whole work environment.
Social pressure is used by informal groups to fulfill their standard of work. Workers as social beings
give more importance to these groups than the goals of an enterprise and material rewards. Mayo
observed that since these groups greatly affect work environment so managers should accord
recognition to them and make their use in management system.
7. Liberal Supervisory Style:

Human relations approach supports liberal supervisory style in industry. According to Mayo, free,
liberal and sympathetic supervision inspire workers to work more. When workers have freedom of
discussion, determining work procedure and controlling work environment, they work more
enthusiastically. Further, morale of employees is boosted when supervisors behave friendly with
workers, sympathetically consider their personal problems and avoid strict control.

8. Workers’ Participation or Group Endeavor:

This approach stands for ‘worker‘s participation or group endeavor. Mayo was of the view that
management efforts will succeed only when based on group endeavor. Further, to get constructive
co-operation of workers, their participation in planning, organization and control is must. So, he
suggested that managers should build up a new social order based on ‘workers‘ co-operation

9. Organization as a Social System:

The Human relations approach perceives industrial undertakings as social units formed by social
relations. It accepts factory or an administrative organization not merely a work-place but a social
organization in which all persons work collectively. In fact, it is an individual entity closely associated
with society. In this regard Mayo has rightly observed that ‗the manager is neither managing men nor
work, he is actually administering a social ‘system.‘ Further, this approach did not view organization
as a formal structure. According to it, work place is a complex social structure—a system of informal
communication. Therefore, it puts emphasis on the maintenance of balance between ‘logic of
efficiency‘ and ‘logic of sentiments‘ as well as development of interpersonal competence along with
technical skill among managers.

Other Characteristics:

• There are certain other characteristics of human relations approach in addition to the above
mention ones which are as follow:
• It assumes that the relations between employer and employees are not always determined by
laws or rules but by moral and psychological factors.
• It suggests managers and supervisors to develop quality of constructive leadership to boost up
morale of workers.
• As per this approach worker is affected by the total work situation of an institution and adapt
himself accordingly.
• It believes in analyzing the multi-dimensional nature of men and their mutual inter-actions to
understand the activities of an organization.
• It emphasizes upon coordination of individual interests with that of the organizational objectives.
 CONCLUSION
Elton Mayo is known as the ‘Father of Human Relations Movement’. The Hawthorne Experiments
provided a landmark in the evolution of management thought. Many organisations initiated the
measures to improve relations with the workers. The managers were sup-posed to assume a new
role and to develop new concepts of authority, motivation and leader-ship.
However, the Hawthorne Experiments were criticised for lack of scientific analysis and research.
It was alleged that the researchers had certain pre-conceived perceptions and orientations. The
experiments were too narrow and small to provide generalisation.