Human relationships are one of the main theories in management. It was here that the human factor, which is a key element of the organization, was first taken into account. The theory is important not only in the science of management, but also in psychology. She owns a huge empirical material accumulated material that is very relevant. For a well-organized management system in each field of activity, common development guidelines are needed, where the main subject is an inspired person who is oriented towards the preservation and enhancement of the traditions and values of his people.
Theory Background
Currently, there is an increase in interest in the science of management. The list of disciplines in this area has recently expanded significantly. In order to possess the modern knowledge that the theory of human relations gives about management, it is necessary to have an idea of the classical school, to understand its deep philosophical sources, to understand the processes taking place and affect the development of a particular society.
During the development of society, dramatic changes in the environment of humanity occur, up to the complete transformation of all elements of the system. These modifications affect even national interests.
Even in antiquity, the activities of the collective, which had a specific goal, needed rational management, the creation of a teaching, such as the theory of human relations and their organization.
This entailed the creation of appropriate leadership and organizations to address the various challenges that arise in achieving the goal. Even in primitive society, the so-called entrepreneurial traits were valued - responsibility, initiative, the ability to take risks. Such activity was especially developed under the slave system.
At that time, farming was fenced off from crafts and traders appeared with merchants. Of course, all this needed a clear organization, accounting for resources, quality control and the ability to influence people. This is management.
Teachings from the Old Time
The ancient Egyptians left letters that are interpreted as the theory of human relations, where much is said about governance.
These data are relevant today. “The Teaching of Ptahhotep” (4 thousand years ago) sets forth the idea that it is important for the boss to be calm when listening to the supplicant’s words, not to stop him before he speaks out and lightens his soul, as a person struck by misfortune wants to pour more painful than to achieve favorable decision.
The ancient Greeks also did not stand aside from the problem of governance. Plato spoke of the need for separation of labor and specialization of work. Socrates singled out the government as an important area of activity and emphasized the special place of government, labor, trade, and troops in this area. And the ancient Romans belonged to the idea of a strict hierarchy, which is also interpreted as a theory of human relations about management.
After, under conditions of feudalism, an independent artisan and peasant will become the main producer of goods. And then capitalism develops, where the principles of freedom function: setting prices, wages, interested labor, competition.
Bright representatives of the theory of human relations, their concept
Utopian socialists made a significant contribution to the development of labor management. Owen R. paid particular attention to the human factor. Of the scientists practicing sociological methods for mastering enterprise management, was Andrew Ure. He emphasized the automation of labor.
The founder of social management is considered an outstanding German philosopher and historian Weber M. In turn, the Austrian psychologist Freud Z. became the founder of a psychoanalytic school in sociology.
All the concepts that the theory of human relations in management promotes and the corresponding methods are different variations of the three main ways:
· The development of relations of exchange of services and goods in terms of ownership;
· Creation of an organization;
· Development of a value system.
In other words, this is the development of free market relations, built on the equal rights of the producer and the consumer, the organization of the organization on the basis of hierarchy and the formation of a certain managerial culture with applicable legal, ethical standards.
Of interest is the scientific school of the theory of management of human relations. This is the Taylor system. He put forward the idea of dividing the production process into separate elements and identifying the best way to accomplish each. The use of this system entailed a fresh organization and new responsibilities for managers. The main link here is planning.
New approaches
Among those thanks to whom the theory of human relations in management has developed significantly, there is an extraordinary personality, the thinker - Follet M. She was interested in the politics and sociology of leadership. Even in his youth, Follet worked in his native Boston, where he gained rich experience.
Initially, the essence of the theory of human relations was in the provisions:
· The main motivation for people is social needs, they feel their individuality when relationships with others arise;
· As a result of rationalization and revolution in industry - the work itself has become unattractive, therefore, a person seeks satisfaction in relationships with others;
· Most of all people are responsive to the social influence of society equal to them, than the incentive of management using the functions of control;
· If the employee sees the leader as a means of satisfying his needs, then he is ready to respond to his motives.
Increase efficiency
The developed theory of human relations and behavioral sciences are significantly different from the school of human relations. The main idea in the new approach is to show the employee his own abilities, using the concepts of behavioral sciences for building and managing associations. In general terms, the goal of this school is to increase the level of effectiveness of the organization by raising the efficiency of human resources.
This approach became very popular in the 60s. Like others, the school of human relations in management theory, using this approach, speaks of the only true way to solve managerial problems. His postulates indicated that with a reliable application of the theory of behavior, the effectiveness of an individual employee and the organization as a whole will always be visible.
However, such methods only worked in some situations.
American authors of the theory of human relations with a motivational component
Motivation has gained popularity in the theory of human relations of personnel management, which is divided into two groups:
· Informative - based on identification of needs;
· Procedural - later, based on the behavior of people, taking into account their perception and knowledge.
The American psychologist and economist, the author of the motivational theory (1954) Maslow A. (1908-1970) said that it alone does not move a person, but the need and its degree of contentment. In turn, the needs are subordinated to the hierarchy, where the dissatisfied with the satisfied dominate. They range from the lower material to the higher spiritual.
The ideas of Maslow were developed by the American psychologist and economist, Professor Herzberg F. He developed in 1950 a two-factor motivational-hygienic model:
· Motivation includes: the content of labor, achievements, recognition, the possibility of improving skills and career growth;
· Hygiene includes: working conditions, payment, the attitude of the administration, relationships in the team.
Only the satisfaction of these points will lead to an increase in the efficiency of the employee.
Human factor
The theory of human relations is humanistic, anthropocentric in sociology and management organization, and quite psychologized.
Within the framework of the theory of the school of human relations, the principles of the full application and development of the abilities of workers, solving their problems in meeting multifaceted needs, using the mechanism of self-organization, internal control, humanization of labor, stimulating the processes of group dynamics and democratization of management are paramount.
In psychology, the "human factor" refers to the individual, group, team, society, considered included in the management system and determining the competitiveness, effectiveness of the organization. This is the inner world of a person, his needs, attitudes, interests, experiences, etc. Thanks to this approach, the costs of workers are not considered as costs, but as assets that must be used correctly.
Concepts of Alfred and McClelland
In the theory of behavioral sciences, in addition to the concept of Maslow A., two more are popular: Alfred C. (the needs of existence, growth and communication) and McClelland D. (power, success, involvement).
Differences between Alfred's concept and Maslow's theory:
· Movement along the hierarchy can be from bottom to top and vice versa, if the demand of the highest level is not satisfied;
· The presence of two areas opens up additional opportunities for motivation.
The identity of the McClelland concept from Maslow: needs are not subordinate to the hierarchy, although they influence each other.
MacGregor Postulates
Important in the development of the doctrine of human relations has left the theory of McGregor "X / Y". Postulates "X":
· A person must be forced to work up to the application of sanctions;
· People do not want to be responsible, therefore they prefer to be under the leadership;
· A person has little vanity and his greatest need for confidence tomorrow.
Postulates "U":
· A person's attitude to work matures with experience;
· If a person is ready to develop and take responsibility for the realization of the goal, he forms self-control and does not need continuous monitoring, but for this it is necessary to create conditions.
On the basis of “X / Y”, such opposing views, two methods of managing human resources have been created - the autocratic leadership style and the democratic one.
The X theory has several advantages. Kurt Levin, exploring the psychological impact of the manner in which he leads the outcome of the case, has drawn conclusions: authoritarian governance is more effective than democratic.
But at the same time, there is less creative component, originality, little friendliness, poor cooperation, underdeveloped group thinking. In addition, there is a manifestation of aggression in relation to both leadership and group members, there is anxiety, depression along with submissive behavior.
The motivational component and essence of the theory of human relations “U” is focused on the motivation of team members to self-actualization, which has rational material ground. The policy of such management does not imply an employee’s infusion into a rigid system, but integration into a labor team.
This suggests that management methods should motivate each member of the group to achieve their personal goals, provided that there will be the most successful work of the organization.
Theory and Modernity
In the last period, the theory of “Z” has been developed (the author is professor at the University of California Ouchi V.).
The Western School of Management (Human Resources) took shape long ago. It is represented by the works of Douglas J., Klein S., Hunt D. and other scientists. The concept of human resources is a theoretical reflection of a situation where the decisive factor in the ability to compete in most industries with a high degree of technological equipment is qualified personnel, motivational level, organizational forms, and some other factors that determine the efficiency of employees.
An authoritative specialist in human resources, Shane E., discloses the following system management functions in this area:
· Analysis of labor problems, its organization, assessment of staff potential, selection and creation of a capable team;
· Direct management: marking completed assignments, material incentives, moving up the career ladder, career development planning, advanced training;
· Improvement of the organizational structure, labor management, development and implementation of alternatives with appropriate remuneration;
· Forecast of modifications, retraining of personnel, implementation of qualitative changes in labor management.
The essence of the modern concept of human resource management is that the investment in recruiting staff, maintaining it for working ability, advanced training and training, conditions for the manifestation of makings, are economically feasible.
The main prerequisite is: the consideration of the wage worker as a key resource in production, the rejection of the notion that labor power is gift wealth that does not require a financial investment and stress from the employer for the organization. Human resources can create profit for the owner, the value of which depends on the productivity, duration and effectiveness of people’s work.