Sharing Wisdom and Vivid Memories of Life

Principles of Human Relations Approach to Management

square Human Relations Approach to Management

The classical school did not give importance to the human aspects of the workers. Therefore, they did not achieve a high level of production efficiency and co-operation between the management and workers. The failure of the classical approach led to the human relations movement.

human relations approach to management

Image Credits © Pixmac-com.

The human relations experts tried to integrate (combine) Psychology and Sociology with Management. According to them, organisation is a social system of interpersonal and inter group relationships. They gave importance to the management of people. They felt that management can get the work done from the workers by satisfying their social and psychological needs.

square Principles of Human Relations Approach

The basic principles of human relations approach are :-

  1. Human beings are not interested only in financial gains. They also need recognition and appreciation.
  2. Workers are human beings. So they must be treated like human beings and not like machines. Managers should try to understand the feelings and emotions of the workers.
  3. An organisation works not only through formal relations, but also through informal relations. Therefore, managers should encourage informal relations in the organisation along with formal relations.
  4. Workers need a high degree of job security and job satisfaction. Therefore, management should give job security and job satisfaction to the workers.
  5. Workers want good communication from the managers. Therefore, managers should communicate effectively without feelings of ego and superiority complex.
  6. In any organisation, members do not like conflicts and misunderstandings. Therefore, managers should try to stop conflicts and misunderstandings among the members of the organisation.
  7. Workers want freedom. They do not want strict supervision. Therefore, managers should avoid strict supervision and control over the workers.
  8. Employees would like to participate in decision making, especially, in those matters affecting their interests. Therefore, management must encourage workers' participation in management. This will increase productivity and job satisfaction.


1 Comment:

  1. sridhar said...

    while concurring, in addition to the above, i add the following;
    at the bottom of the hierarchy are the lower level needs such as the need for food, water, and physical comforts as well as security of thee job and love & affection. At the upper level are the needs for respect and self-fulfillment. In general, the lower level needs must be satisfied before the higher level needs arise.
    The level of performance of an employee is a function of his ability and his motivation. The first determines what he / she can do and the later determines what he / she will do.The ability can always be judged and measured, which is depends upon the 1. Background, 2. Skills, 3. Training. Motivation, on the other hand, is the force within. A weak motivation has opposite effect. hence management must understand what motivates people towards better performance and take steps to create an environment that induces positive and strong motivation.

Please Comment

Scroll Top