Human Relations Theory of Management - Explained
What is the human relations theory of management?
Written by J. Mance Gordon
Updated at April 22nd, 2024
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What is Human Relations Theory?
Human Relations Theory is a management theory that focuses on the individuals needs and resultant behaviors of individuals and groups in an organization.
How Managers Use Human Relations Theory
Individuals within the organization interact to make up a type of social systems. This system should be managed to create individual job satisfaction and the resultant motivation of the individual. Emphasis should be placed on how individuals interact within groups and the resultant group behavior and performance.
Elements of Human Relations Theory
At the core of human relations theory are these six basic propositions:
- A focus on people, rather than upon machines or economics
- The organizational environment is not an organized social context
- Human relations are important in motivating people
- Motivation depends upon teamwork, requiring co-ordination and cooperation of individuals involved.
- Human relations within teams must fulfill both individual and organizational objectives simultaneously
- Individuals and organizations desire efficiency by achieving maximum results with minimum inputs
Human Relations Theory and Motivation
Central to the understanding of Human Relations theory is the concept of individual motivation. Human relations theory looks at how human interactions in the organization affect the motivation of individuals, as well as the resultant actions.
What are the Problems with Human Relations Theory?
The drawback of this theory is that it requires the acceptance of numerous assumptions about human behavior.
Who are the Primary Contributors to Human Relations Theory?
The primary contributors to Human Relations Theory are:
- Elton Mayo - Mayo is best known for his contribution to human relationships management through the Hawthorne experiments.
- Mary Parker Follet - Follet employed psychological tools to understand the efficient use of people. She introduced the concept of de-personalized authority and responsibility. The also advocated for the integration of decision making through communication channels.
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