Essence and theory of human relations

Human relations - one of the main theories in management. It was here that for the first time the human factor, being a key element of the organization, was taken into account. The theory is important not only in management science, but also in psychology. She owns a huge accumulated empirical methods of material, which is very relevant. For a competently organized management system, in each area of activity, common development guidelines are needed, where the main subject is a spiritual person who has an orientation toward preserving and multiplying the traditions and values of his people.

Prerequisites of theory

At present, there is an increase in interest in the science of management. The list of disciplines in this field has recently expanded considerably. In order to possess the modern knowledge that the theory of human relations gives to management, it is necessary to have an idea of the classical school, to understand its deep philosophical origins, to understand the processes that are taking place and which affect the development of a particular society.

During the development of the society, cardinal changes occur in the human habitat, up to the complete transformation of all elements of the system. These modifications affect even national interests.

In ancient times, the activity of the collective, having a specific goal, needed reasonable management, in the creation of a theory, such as the theory of human relations and their organization.

This entailed the creation of appropriate leadership and organizations to solve the problems that arise on the way to achieving the goal, various tasks. Even in primitive society, so-called entrepreneurial traits were valued-responsibility, initiative, the ability to take risks. This activity was especially developed under the slave system.

At that time, agriculture was fenced off from the crafts and merchants with merchants appeared. Of course, all this needed a clear organization, accounting resources, quality control and the ability to influence people. This is management.

Teachings from the Old Time

The ancient Egyptians left letters that are treated as a theory of human relations, where much is said about governance.

These data are still relevant today. The "Instruction of Ptakhhotep" (4 thousand years ago) states that it is important for the boss to be calm, listening to the petitioner's words, not stopping him before he speaks and will ease the soul, as a person struck by misfortune wants to pour more painful than to achieve Favorable solution.

The ancient Greeks also did not stay away from the problem of governance. Plato spoke of the need for disunity and specialization of work. Socrates singled out the board as an important area of activity and emphasized the special place of government, labor, trade, troops in this sphere. And the ancient Romans have the idea of a strict hierarchy, which is also treated as a theory of human relations about governance.

After, under conditions of feudalism, the main producer of goods will be an independent artisan and peasant. And then capitalism develops, where the principles of freedom function: the establishment of price, wages, labor and competition.

Bright representatives of the theory of human relations, their concept

Socialists-utopians made a significant contribution to the development of human resources management. Owen R. paid special attention to the human factor. From the scientists practicing sociological methods for mastering management at the enterprise, was Andrew Jur. He especially emphasized the automation of labor.

The founder of social management is the eminent German philosopher and historian Weber M. In turn, the Austrian psychologist Freud Z. became in sociology the founder of the psychoanalytic school.

All the concepts promoted by the theory of human relations in management and the corresponding methods represent different variations of the three main ways:

· Development of relations of the exchange of services and goods in the conditions of ownership;

· Creating an organization;

Development of a system of values.

In other words, it is the development of free market relations built on the equality of producer and consumer, the organization of the organization on the principle of hierarchy and the formation of a certain administrative culture with valid legal and ethical norms.

The scientific school of the theory of management of human relations is of interest. 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 application of this system entailed a fresh organization and new duties of 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, a thinker - Follet M. She was interested in the politics and sociology of leadership. Even in her younger years, Follett worked in her native Boston, where she had a rich experience.

Initially, the essence of the theory of human relations was the following:

· The main motivation for people - social needs, their individuality they feel when relations with others arise;

· As a result of rationalization and revolution in industry - the work itself became unattractive, therefore, the person seeks satisfaction in the relationships with others;

• Most of all people are responsive to the social influence of a society equal to them, rather than the prompting of management using control functions;

· If the employee sees the manager as a means of meeting his needs, he is ready to respond to his motives.

Improving efficiency

The developed theory of human relations and behavioral sciences differ significantly from the school of human connections. The main idea in the new approach is to show the employee his own capabilities, 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 the organization's effectiveness by raising the effectiveness of human resources.

This approach became very popular in the 1960s. 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 the reliable application of the theory of behavior, the effectiveness of the individual worker and the organization as a whole will always be visible.

However, such methods worked only in certain situations.

American authors of the theory of human relations with the motivational component

Popularity was won by the motivation in the theory of human relations of personnel management, which is divided into two groups:

• informative - is based on identification of needs;

· Procedural - later, it is based on the behavior of people, taking into account their perception and cognition.

American psychologist and economist, the author of the motivational theory (1954) Maslow A. (1908-1970) said that she does not in itself drive the person, but the need and its degree of contentment. In turn, the needs are subordinated to the hierarchy, which is dominated by the dissatisfied over the satisfied. They range from the lower material to the higher spiritual.

Maslow's ideas were developed by the American psychologist and economist, Professor Hertzberg F. He developed in 1950 a two-factor motivational-hygienic model:

· Motivation includes: the content of labor, achievements, recognition, the possibility of increasing skills and career growth;

· Hygiene includes: working conditions, payment, administration attitude, teamwork.

Only the satisfaction of these moments will lead to an increase in the efficiency of the employee's activity.

Human factor

The theory of human relations is humanistic, anthropocentric in sociology and management organization and quite strongly 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, the solution of their problems in meeting multifaceted needs, the use of the mechanism of self-organization, internal control, the humanization of labor, the stimulation of group dynamics and the democratization of management are paramount.

In psychology, the "human factor" refers to a person, a group, a collective, a society, they are considered to be included in the management system and determine 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 employees are viewed not as costs, but as assets that need to be properly used.

The concepts of Alfred and McClelland

In the theory of behavioral sciences, besides the concept of Maslow A., two more are popular: Alfred K. (needs of existence, growth and communication) and McClelland D. (power, success, involvement).

Differences between Alfred's concept and the Maslow theory:

· Movement along the hierarchy can be from the bottom-up and vice versa, if the higher-level need is not satisfied;

· The presence of two directions opens up additional opportunities for motivation.

The difference between the McClelland concept and Maslow: needs are not subject to hierarchy, although they influence one another.

The postulates of MacGregor

The theory of MacGregor "X / Y" has left important significance in the development of the doctrine of human relations. Postulates «X»:

• The person must be forced to work up to the application of sanctions;

· People do not want to be responsible, so they prefer to be led;

· A person has little vanity and the greatest need for confidence of tomorrow.

The postulates "U":

· A person's attitude towards work matures with experience;

· If a person is ready to develop and assume responsibility for the realization of the set goal, it 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 - an autocratic leadership style and a democratic one.

The theory of "X" has a number of advantages. Kurt Levin, exploring the psychological impact of manners to guide the outcome of the case, developed conclusions: authoritarian control is more effective than democratic.

But at the same time there is a lesser creative component, originality, little friendliness, poor cooperation, underdeveloped group thinking. In addition, there is a manifestation of aggressiveness in relation to both the leadership and the members of the group, there is anxiety, depression along with humble behavior.

The motivational component and essence of the theory of human relations "U" is focused on inducing team members to self-actualization, which has rational material ground. The policy of such management assumes not an infusion of an employee into a rigid system, but integration into a work team.

This suggests that management methods should motivate each member of the group to achieve their personal goals, provided that the most successful work of the organization will be.

Theory and Modernity

In the last period, the theory "Z" is developing (author - professor of the University of California Ouchi V.).

The Western School of Management (Human Resources) has long been formed. 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 the situation, where the decisive factor in the ability to compete in most branches with a high degree of technological equipment is the qualified personnel, motivational level, organizational forms and some other factors that determine the efficiency of the use of workers.

An authoritative expert in human resources, Shane E., reveals the following functions of system management in this area:

· Analysis of labor problems, its organization, assessment of staff potential, selection and creation of an able-bodied team;

· Direct management: marking of executed orders, material encouragement, moving up the career ladder, career planning, advanced training;

· Improvement of the organizational structure, management of the labor process, development and implementation of an alternative with appropriate remuneration;

· The forecast of modifications, the retraining of personnel, the implementation of qualitative changes in the management of labor.

The essence of the modern concept of human resources management is that the investment in recruiting, maintaining for work capacity, raising the level of skills and training, the conditions for the development of incomes, were economically viable.

The main prerequisite is: the consideration of a hired worker as a key resource in production, the rejection of the notion that labor power is a free wealth that does not require monetary investment and tensions from the employer's organization. Human resources can create profit for the owner, the value of which depends on the productivity, duration and effectiveness of people.