Growth of Human Relations Movement

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TABLE OF CONTENTS 1. INTRODUCTION 2. THE HAWTHORNE STUDIES 3. GROWTH OF HUMAN RELATIONS MOVEMENT 4. MAJOR DEVELOPMENTS IN THE MANAGEMENT OF EMPLOYEES DUE TO HAWTHORNE STUDIES 5. CONCLUSION 6. BIBILIOGRAPHY 1. INTRODUCTION The study of human relations helps us understand how people fulfill both personal growth needs and organizational goals in their careers. The human relation was the concerted effort among theorists and practitioners to make managers more sensitive to employee needs. In R. Kreitner p.42 (2009), the human relations movement is defined as “an effort to make managers more sensitive to their employee’s needs” It came into being as a result of special circumstances that occurred during the first half of the twentieth century. Many organizations are beginning to realize that an employee's life outside the job can have a significant impact on work performance, and some are developing training programs in human relations that address the total person. Increasingly, organizations are discovering that many forces influence the behavior of people at work. Many proponents of theorists that include that of scientific management and Hawthorn studies have been carried out in an effort to understand the human relations in organizations. This assignment will endeavor to discuss the growth of Human Relations Movement as a result of the Hawthorne studies and also strive to highlight the major developments in the management of the employees. It will of course give a number of proponents of theorists that were for and those that were against the Hawthorn studies. The growth of the human relations movement has involved a redefinition of the nature of work and the gradual perception of managers and workers as complex human beings. Two landmarks in the study of motivation and worker needs are 'Frederick Taylor's work in scientific

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