Human Relations Movement

HumanRelations Movement


HumanRelations Movement

Managerialtheories in the 20th century evolved in a way to help with anincrease in individuals’ productivity in an organization. Classicalmanagerial methods only assisted in building the managerial andorganization’s objectives. However, these traditional methodsfailed in providing administrative tools for dealing with problems oforganization personnel. The classical theories entirely ignoredmotivation and behavior of employees.

TheHawthorne experiment provided a basis for the growth of behavioral,managerial techniques. These experiments vigorously applied theclassical principles only to prove its shortcomings. The behavioral,managerial theory also known as Human Relation Movement takes intoconsideration the human aspect of the work. The theory signifies thata better understanding of human behavior, like expectations,motivation, group dynamics, and conflict at work would increaseproductivity (Carroll &amp Simpson, 2012).

Someof the theories that developed the human aspect of the work andconsidered human behavior are:

  1. Mayo’s and,

  2. Maslow’s Hierarchy of Needs

Anarticle “EltonMayo and the Deification of Human Relations” written by Bruceand Nyland (2011) elucidates that thesetwo theories have great correlation as they consider how to increaseproductivity by looking at motivation by consideration ofsatisfaction of needs (Bruce&amp Nyland, 2011).Experiments conducted in Mayo’s provedthat the increase in employee productivity was due to satisfaction oftheir social needs. This is because in the experiments theexperimenters were the supervisors. Who displayed an intense interestto workers, contributing to their motivation and increase inproductivity. In addition, in Maslow’s Hierarchy of Needs theory,he states that need satisfaction determines and motivates humanbehavior. He continues to add that as one level of need is satisfied,another level of need serves as a motivation (White&amp Bryson, 2013).

Inconclusion, both of this theories show that in order to improveemployees’ productivity and their motivation. A manager needs toconcentrate on their needs. In addition, to bringing about desiredresults, he needs to invest a special attention on his workers as theHawthorneEffecthence satisfying their need for attention. For this reason, asportrayed by these two theories needs of workers and their humanrelations are crucial to an organization. Hence, their satisfactionsignificantly contributes to their motivation that intern determinestheir level of productivity.


Bruce,K. &amp Nyland, C. (2011). Elton Mayo and the Deification of HumanRelations. OrganizationStudies,32(3),383-405.

Carroll,B., &amp Simpson, B. (2012). Capturing sociality in the movementbetween frames: An illustration from leadership development.Human Relations, 65(10),1283-1309. Doi: 10.1177/0018726712451185

White,M. &amp Bryson, A. (2013). Positive employee attitudes: How muchhuman resource management do you need?Human Relations, 66(3),385-406. doi: 10.1177/0018726712465096

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