Name of Institution

Human And Neo Human Relations

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

Name of InstitutionHuman Relations Theory

Essential Concept• Leaders need to understand workers as

human beings with social and emotional needs

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.

Name of InstitutionHuman relation Theorist

George Elton Mayo• 1880-1949• Successful Academician• Clinical Psychologist• Public Speaker• Hawthorne Studies

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

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

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

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

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

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

Name of InstitutionMaslow’s Model

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.

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.

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 .

Name of InstitutionNeo-Human RelationTheorist

Frederick Herzberg• 1923 – 2000• Pioneer of Motivation• Work itself can be a motivator• Originator of Motivation-Hygiene Theory

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

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

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

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.

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.

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.

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