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The human relations theory of management began development in the early 1920’s during the industrial revolution. At that time, productivity was the focus of business. Professor Elton Mayo began his experiments (the Hawthorne Studies), to prove the importance of people for productivity – not machines.
The human relations management theory is a researched belief that people desire to be part of a supportive team that facilitates development and growth. Therefore, if employees receive special attention and are encouraged to participate, they perceive their work has significance, and they are motivated to be more productive, resulting in high quality work. The following human relations management theory basics became evident during human relation studies:
1. Individual attention and recognition aligns with the human relations theory.
2. Many theorists supported the motivational theory.
3. Studies supported the importance of human relations in business.
Elton Mayo: Human Relations Theory, Hawthorne Expts (UPSC Public Administration by Ashish)
This is the Part 1 of the two-part session on Elton Mayo, and deals with Hawthorne Experiments conducted by Mayo and his team over a period of 10 years. Link to Part 2: https://youtu.be/8KY1RV0CBoE
This is the official website for the Society for Human Resource Management (SHRM). This is the world’s largest association devoted to human resource management. SHRM provides resources, global best practices and a network of valuable contacts to more than 5,000 members in over 140 countries.
The Free Management Library provides free, easy-to-access, online articles to develop yourself, other individuals, groups and organizations (whether the organization is for-profit or nonprofit). Over the past 15 years, the Library has grown to be one of the world’s largest well-organized collections of these types of articles and resources.