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    The document discusses the rise of the human relations movement based on findings from the Hawthorne studies conducted in the 1920s. The studies found that social factors like communication and leadership influenced employee behavior and productivity more than financial incentives alone. This challenged the prevailing belief that employees were motivated only by money. The human relations movement emphasized the importance of sound workplace relationships and communication systems. It also viewed employees as more than just a production cost and found their attitudes, work environment, and manager relationships impacted productivity. The studies concluded employee performance depends on social issues and job satisfaction, shifting manager perspectives to pay more attention to employees' psychological and social needs.

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    The document discusses the rise of the human relations movement based on findings from the Hawthorne studies conducted in the 1920s. The studies found that social factors like communication and leadership influenced employee behavior and productivity more than financial incentives alone. This challenged the prevailing belief that employees were motivated only by money. The human relations movement emphasized the importance of sound workplace relationships and communication systems. It also viewed employees as more than just a production cost and found their attitudes, work environment, and manager relationships impacted productivity. The studies concluded employee performance depends on social issues and job satisfaction, shifting manager perspectives to pay more attention to employees' psychological and social needs.

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    3 views3 pages

    Human Relations11

    Uploaded by

    Antony Ogembo
    The document discusses the rise of the human relations movement based on findings from the Hawthorne studies conducted in the 1920s. The studies found that social factors like communication and leadership influenced employee behavior and productivity more than financial incentives alone. This challenged the prevailing belief that employees were motivated only by money. The human relations movement emphasized the importance of sound workplace relationships and communication systems. It also viewed employees as more than just a production cost and found their attitudes, work environment, and manager relationships impacted productivity. The studies concluded employee performance depends on social issues and job satisfaction, shifting manager perspectives to pay more attention to employees' psychological and social needs.

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    Discussion: The Rise of the Human Relation Movement

    Student’s Name

    Institutional Affiliation
    The Rise of the Human Relation Movement

    In the 1920s, Elton Mayo conducted a series of studies to mark the directional change of

    the managerial view of their employees at the Hawthorne Plant. Before the study was conducted,

    the prevailing belief was that employees were primarily motivated by financial incentives and

    that the primary role of management was to control and direct employees' work. However, the

    Hawthorne studies argue that the surroundings influence employee performance, the relationship

    with coworkers, and the ability to work. According to Chen and Wu (2020), the Hawthorne

    studies demonstrated the importance of social factors such as communication and leadership in

    shaping employee behavior and productivity. These findings have been widely applied in

    contemporary management practices.

    The Human relation movement is the study theory emphasizing the significance of social

    relationships and sound workplace communication systems. The study also argued that

    employees were not just the cost of goods sold in machines. Still, the attitude and perceptions of

    their work environment and relationship with colleagues were essential for their productivity.

    Employees also need motivation and aspiration from their managers to drive their behavior and

    emotions. The study also viewed workers' productivity and how they responded to specific

    environmental conditions from the managers. The human relation theory that emerged from the

    Hawthorn study emphasized the importance of employee satisfaction.

    In conclusion, the Human relation theory in the study proved that employees'

    performance depends on social issues and job satisfaction. The study had a positive impact on

    human relations. It addressed employees' social and psychological needs and helped managers

    shift their views on employees by paying and motivating their performance. It developed

    empirical evidence on the factors affecting employees' behavior and productivity.


    References

    Chen, M. J., & Wu, Y. (2020). The Hawthorne Effect and Management Studies: Revisiting the

    Myth. Journal of Management, 46(3), 375–394.

    https://doi.org/10.1177/0149206320905296

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