INTRODUCTION TO COURSE AND ORGANIZATION

HISTORICAL BACKGROUND OF HUMAN RELATIONS

GROUP 1 :
MA.BERNADETTE A.ABLAO

YVONNE D. ABULENCIA
OBJECTIVES

1. Be able to define human relations.

2. Discuss why human relations skills are necessary in your future

workplace.

3. Discuss the progression and history of human relations

MATERIALS USED

 LAPTOP
 POWERPOINT PRESENTATION

METHODOLOGY:
LECTURE /DISCUSSION
MOTIVATION
JENNY IS GOING TO A BBQ AT MONICA AND HARVEY’S HOUSE THIS AFTERNOON. BECAUSE
IT IS A BIG ANNUAL EVENT, IT IS USUALLY A LARGE PARTY. SHE WILL LIKELY KNOW
ABOUT HALF THE PEOPLE, AS MONICA AND HARVEY INVITE PEOPLE FROM ALL ASPECTS
OF THEIR LIVES. AS JENNY ENTERS THE BACKYARD, SHE SEES FAMILIAR FACES, AS
EXPECTED, BUT ALSO SEES A LOT OF PEOPLE SHE DOESN’T RECOGNIZE. IMMEDIATELY
SHE STARTS FIDGETING, AS JENNY ISN’T GOOD AT MAKING SMALL TALK. INSTEAD OF
MAKING EYE CONTACT AND GOING OVER TO PEOPLE WHO ARE ACQUAINTANCES, SHE
DROPS HER POTLUCK DISH DOWN, GRABS A DRINK FROM THE COOLER, AND TRIES TO
FIND MONICA SO SHE WILL HAVE SOMEONE TO TALK WITH.

AT WORK, JENNY AVOIDS INTERPERSONAL RELATIONSHIPS AND SMALL TALK BECAUSE

SHE IS UNCOMFORTABLE REVEALING TOO MUCH OF HERSELF. WHEN JENNY ATTENDS
MEETINGS AT WORK, SHE SIGHS IMPATIENTLY WHEN SOMEONE IS LATE AND WHEN
PEOPLE VEER TOO FAR FROM THE TOPIC, AND SHE MAKES SURE TO BRING PEOPLE BACK
TO REALITY. WHEN CHOOSING PROJECT TEAMS, PEOPLE RARELY WANT TO WORK WITH
JENNY, EVEN THOUGH SHE IS VERY CAPABLE IN HER JOB. SOME OF THE WOMEN FROM
THE OFFICE GET TOGETHER FOR LUNCH ON TUESDAYS, BUT JENNY IS NEVER INVITED.
NEEDLESS TO SAY, JENNY ISN’T WELL LIKED AT WORK.
 THINK-PAIR- SHARE
GUIDE QUESTION:
1. Have you ever worked with anyone like Jenny (in the opening case), either in school or
at a job? Discuss your experiences and how you handled working with this person. How
could they have benefited from an understanding of human relations?
 MOTIVATIONAL ACTIVITY: FOLLOW THE FOLLOWER
Goal
Create joy and connection
Get people moving and energized
Get people looking at each other

INSTRUCTIONS
One person is designated as the leader. Others copy exactly how the leader moves. The leader
calls on a new person to be the leader, and so on. Follow the follower variation is when the leading
gets passed to the entire group and no single person is leading.
• First make sure everyone is in gallery view on Zoom.
• Designate one person as the leader. Everyone will copy their moves until they pass to another
person. For this passing version, the leader will call out the name of the person they are passing
to and that person acknowledges receipt by saying "thank you X" and then people begin
following them.
 You can start with 3 designated movements (or poses) and people are simply choosing one of
these. This can help warm people up to moving and copying. Then at some point the facilitator
can call out that now people can add their own invented poses or movements.

Encourage people to explore the frame of their computer screen. Framing the activity as an
exploration of the computer screen can make people more comfortable than if they think of it as
a performance or dance moves.
1.What did it feel like when you were the leader?
2.When you lost track of who was leading?
3.How did your thoughts and feelings change as the game went on?
4. What made this game work well?
5.What would it look like to apply these same principles / skills to our
group?
INTRODUCTION

The study and understanding of human relations can help

us in our workplace, and as a result, assist us in achieving
career success. The better our human relations, the more
likely we are to grow both professionally and personally.
INTRODUCTION

The Study of Human Relations has two goals:

• gain a better understanding of the interactions between
people
• develop application for encouraging more effective
interactions and relationships
 HUMAN RELATIONS

- Relations with or between people,

particularly in a workplace or professional
setting
https://thepenmagazine.net/criticism-in-human-relations-and-the-damage-it-can-
cause/
According to Keith Davis “Human Relations deals with
motivating people in organizations to develop teamwork
which effectively fulfills their objectives and achieves
organizational objectives”.
Our personality traits, attitude, and self-esteem have everything to do with human relations. When you are
planting a vegetable garden, you wouldn’t fill the new garden with old soil that no longer has nutrients in it.
Doing this will result in your plants not growing as large as they can or could even result in them not
growing at all. If we look at our human relations ability, the same idea applies. Personality, attitude, and
self-esteem comprise the nutrient-rich soil required for our human relations skills to grow. Our personality
is how we see the world, either positive and full of hope or negative and full of despair. Without a positive
attitude, it can be difficult to relate to others—because they may not want to be around us! Likewise,
having a positive self-image can give us the confidence to nurture relationships, resulting in positive human
relations as well. Just like the garden that needs soils rich in nutrients, our human relations skills are the
same. To make our human relations skills grow, we need to look at our underlying personality
characteristics, attitudes, and self-esteem that could be helping—or hindering—our ability to relate to
others.
When did human relations started?
HISTORICAL BACKGROUND
OF HUMAN RELATIONS
 A Brief history of Human Relations

Sep 8, 1771 to Sep 8, 1858

• Robert Owen – Treating workers better would

actually increase productivity and, thus, profits.

Sep 8, 1835
Philosophy of Manufacturers

• Andrew Ure – A detailed study of

manufacturers and their management
processes.
Sep 8, 1864 to Sep 8, 1920

• Max Weber – Came up with the bureaucratic

organizations approach, a system that was meant
to be impersonal and rational.

Sep 8, 1841 to Sep 8, 1925

• Henry Fayol - “ father of the modern
operational management theory”
- rules of management : planning, organizing,
command, coordination, and control.
- focused on the control of his workers to
make sure his business
Sep 8, 1856 to Sep 8, 1915

• Frederick Taylor ‘s approach of Scientific Management

- Managers should carefully select and train

workers for specific tasks.

- Managers should try to motivate workers to

increase productivity.
Sep 8, 1924 • Frank Gilbreth and Lillian Gilbreth
– Pioneers in time and motion study.
- Frank created labor-saving devices
- Lilian taught the importance of
standard work days, relaxed and
regular lunch breaks, and periodic
rest periods.
Sep 8, 1868 to Sep 8, 1933
• Concepts advanced by Mary Parker Follett:
- Workers should be involved in decisions
affecting them.
- Work place must be dynamic.
- Managers must maintain positive
relationships with workers.
Sep 8, 1880 to Sep 8, 1949

Elton Mayo and his colleagues studied

The Hawthorne Experiment
- Workers performed better when someone
was paying attention to them.
- The relationships that had formed naturally
in the workplace made up the ‘informal
organization’.
Sep 8, 1935
• Human Relations and Management
• The Great Depression
• The Wagner Act (1935) and union rights
• Treatment of workers during World War II
Sep 8, 1906 to Sep 8, 1964
• Douglas McGregor
– Introduced the concepts of Theories X and Y,
which influenced thinking in both management
and human relations.
 Sep 8, 1910 to Sep 8, 1970
• Eric Berne – The transactional analysis
method of understanding interpersonal
communication.
Sep 8, 1902 to Sep 8, 1987
• Carl Rogers – Findings on the development
of personality, group dynamics, and conflict
management.
Sep 8, 1900 to Sep 8, 1993
WRAP UP
Human relations is an important part to our career
success. It is defined as relations with or between
people, particularly in a workplace setting.
Because a company/organization depends on good
human relations through its organizational
structure, developing these skills is important.
WRAP UP
In the classical school of management, the focus was on
efficiency and not on human relations

Employees began to unionize in the 1920s due to lack of positive

human relations, and therefore the behavioral school of
management was created which focused on the human relations.
The theory of Hawthorne Effect was developed

In 1950s, behavioral science approach looked at management

techniques as a way to increase productivity and human
relations.

In 1960s and beyond, focus was on the statistical aspects

of human relations and management data.
FOCUS QUESTIONS
1.How good human relations in an organization creates a
positive impact?

2. How do you develop a good human relation to your

workplace?

3. Why is human relations more important today than it

was 30 or 40 years ago?
REFERENCES
https://www.timetoast.com/timelines/human-relations-timeline-9c5c54f3-6e8b-4393-a35b-
ea56b251fc01

https://www.slideserve.com/cate/human-relations-a-background

https://saylordotorg.github.io/text_human-relations/s05-01-why-
study-human-relations.html

https://www.encyclopedia.com/social-sciences-and-law/economics-business-and-labor/
businesses-and-occupations/human-relations