Human relations approach

This presentation discusses about human relations approach in Principles of Management

1. HUMAN RELATIONS APPROACH
R.Arun Kumar, AP/Mech, RIT

2. Quantitative Approach
Evolved from the mathematical and statistical solutions
developed for military problems during WW – II.
It involves applying statistics, optimization models,
information models, computer simulations and other
quantitative techniques to management activities.
R.Arun Kumar, AP/Mech, RIT

3. Quantitative Approach
Linear programming is a technique that managers use to
improve resource allocation decisions.
R.Arun Kumar, AP/Mech, RIT

4. Quantitative Approach
Work scheduling can be more efficient as a result of critical
path scheduling analysis.
R.Arun Kumar, AP/Mech, RIT

5. Quantitative Approach
The economic order quantity model helps managers
determine optimum inventory levels.
Each of these is an example of quantitative techniques being
applied to managerial decision making.
R.Arun Kumar, AP/Mech, RIT

6. R.Arun Kumar, AP/Mech, RIT

7. R.Arun Kumar, AP/Mech, RIT

8. Whiz Kids – Ford
The Whiz Kids were a group of ten United States Army Air
Forces veterans of World War II who became Ford Motor
Company executives in 1946.
R.Arun Kumar, AP/Mech, RIT

9. The group was part of a management science operation
within the Army Air Force known as Statistical Control.
Organized to coordinate all the operational and logistical
information required to manage the waging of war.
R.Arun Kumar, AP/Mech, RIT

10. After the war, some of the group discussed opportunities to go
into business together.
Wilbur Anderson
Charles Bosworth
J. Edward Lundy
Robert S. McNamara
Arjay Miller
Ben Mills
George Moore
Francis "Jack" Reith
James Wright

R.Arun Kumar, AP/Mech, RIT

11. Total Quality Management
A philosophy of management that is driven by continuous
improvement and responsiveness to customer needs and
expectations.
R.Arun Kumar, AP/Mech, RIT

12. Behavioral Approach
The field of study that researches the actions (behaviour) of
people at work is called Organizational Behaviour (OB).
R.Arun Kumar, AP/Mech, RIT

13. Behavioral Approach
Four people stand out as early advocates of the OB approach:
1.Robert Owen
2.Hugo Munsterberg
3.Mary Parker Follett
4.Chester Barnard.
Their ideas provided the foundation of such management
practices as employee selection procedures, motivation
programs, and wok teams.
R.Arun Kumar, AP/Mech, RIT

14. 1. Robert Owen
A successful Scottish
businessman who bought
his first factory in 1789 when
he was just 18 years old.

Owen became a reformer as
there was a harsh practice in
factories across Scotland.
R.Arun Kumar, AP/Mech, RIT

15. 1. Robert Owen
He chided factory owners for treating their equipment better
than their employees.
Claimed that money spent on improving labour conditions
was one of the best investments that business executives could
make.
Concern for employees was highly profitable for management
and would relieve human misery.
R.Arun Kumar, AP/Mech, RIT

16. 2. Hugo Munsterberg
Introduced the concept of
industrial psychology.

The scientific study of
individuals at work to
maximize their productivity
and adjustment.
R.Arun Kumar, AP/Mech, RIT

17. 2. Hugo Munsterberg
In his text Psychology and Industrial Efficiency, he argued
for the scientific study of human behaviour to identify general
patterns and to explain individual differences.
Suggested the use of psychological tests to improve employee
selection, the value of learning theory in the development of
training methods & effective techniques to motivate workers.
R.Arun Kumar, AP/Mech, RIT

18. 3. Mary Parker Follett
An American social worker,
consultant in management field.
She thought that organizations
should be based on a group ethic
rather than on individualism.
She insisted that the individual
potential remained as potential
until released through group
association.
R.Arun Kumar, AP/Mech, RIT

19. 3. Mary Parker Follett
The manager’s job was to harmonize and coordinate group
efforts-notion of “power with” rather than "power over”
employees.
Workers and Managers should see themselves as partners-as a
part of common group.
R.Arun Kumar, AP/Mech, RIT

20. 4. Chester Bernard
Barnard was a practitioner- he
was the president of New Jersey
Bell Telephone company.
Barnard proposed the ideas that
bridged classical and human
resources viewpoints.
Barnard saw organizations as
social systems that require human
cooperation.


R.Arun Kumar, AP/Mech, RIT

21. 4. Chester Bernard
The manager’s functions were to communicate and stimulate
subordinates to high levels of effort.
A major part of organization’s success depended on the
cooperation of its employees and what Barnard called the
“acceptance of authority”
Barnard introduced the idea that managers had to examine the
external environment.
If the management failed to ensure a continuous input of
materials and suppliers or to find the markets for its output,
then the organization’s survival would be threatened.
R.Arun Kumar, AP/Mech, RIT

22. R.Arun Kumar, AP/Mech, RIT

23. Hawthorne Studies
In 1924, the electric engineers from Western Electric
Company’s Hawthorne works, Cicerio, Illinois asked
Harvard Professor Elton Mayo to conduct an experiment to
redesign the jobs , changes in the lengths of workday and
workweek, the introduction of rest periods, and individual versus
group wage plans.

R.Arun Kumar, AP/Mech, RIT

24. Hawthorne Studies
Illumination Experiments – Light against productivity.
Relay Assembly Test Room – Test with 6 women workers
Bank Wiring Observation Room – Group of 10 men workers.
Interviewing Programme – Upward communication.

Conclusion:
Concluded that human relations is influenced by social
needs of workers.
R.Arun Kumar, AP/Mech, RIT