Human relations movement

Human Relations Movement

The human relations movement in functional behavior focuses on the person as an employee and not as just another part of the mechanics of manufacture. The exertion of this theory decreases turnover and poor job commitment.

Human Relations Movement

Have you ever felt as if you were in important to your company? Did your work suggest more concerned about profits and sales than your own job encouragement, interests, and attitudes? For more years, companies ignored an employee's own personal development. When companies focus only on the manufacture and profits of their business, they ignore the human behavioral issues of people. The human relations movement in functional behavior focuses instead on the person as an individual and judge what motivates and cultivates their achievement in a work setting. Employee perceptive towards work became important to a successful organization. Let's take an excursion back in time to see how the movement became an important part of organizational behavior (OB).

Early Framework

In the early 1900s, the framework for the human relations movement was being constructed. Companies realized that a financial incentive was not the only factor to increasing manufacture.

The 1927 Hawthorne experiment more proved the relationship between the perception of worker psychology and output. In this experiment, psychologists developed a theory that extra lighting would have a positive effect on worker factory output. They enlarge the lighting and they were correct, as production glide. In addition, the scientists decrease the lighting to a dark amount assuming that production would fall.

Surprisingly, production expands even more and this conduct to the discovery that the factory workers were over presenting because they knew they were being watched as part of the study. This experiment is became known as the Hawthorne effect. The attention from the study made them feel mandatory and resulted in better output. This set the acceptance of the human relations movement.

Current Application to OB

Messy Chocolates has been in working for over 10 years. They product giant milk and dark chocolate bars nationwide. Their factory has 200 workers who produce the bars in three different shifts. The company is paying a solid rate of $15 an hour. The company heads have noticed that although their employees are well paid, the overall manufacture is on a yearly decline. The human resources department has analyzed that the company adopt a human relations philosophy with their employees. They have achieved an internal audit and will adopt three key elements of the theory, which are:

• Workgroups / teams
• Excellent upward communications
• Superior leadership method

Teams are a mandatory aspect of the human relations movement. The teams are workers put together, and the overall get around of the individuals provides motivation and productivity.


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