Upload
krishan-kumar
View
1.534
Download
0
Embed Size (px)
Citation preview
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