Organizational Theory

Human Relations Orientation and Change

The human relations orientation emerged as a response to issues on the dehumanization of workers by classical thought as applied in the policy development and management of industries . The core principle of the human relations orientation is the importance of individual attitudes and feelings to organizational success . According to Elton Mayo , the driving force of successful organizations is the nature of the interrelationships emerging within the workplace (Hersey , Blanchard Johnson , 1996 . The assumption is that individuals exercise responsibility towards their work and contribute to the organization

but the cultivation of responsibility and productivity depends on the working environment

The underlying idea of the human relations orientation is individual needs comprising a determinant of organizational outcomes as much as the consideration of organizational needs . Individual needs include money and material things as only one component . Maslow and Herzberg explained individual needs as extending beyond monetary gains to include the outcomes of human relations such as recognition , respect , fair treatment , and sense of purpose (Shafritz , Ott Jang , 2010 . Motivation strategies should integrate individual and organizational needs by ensuring that individual participation in the achievement of organizational needs should also lead to the achievement of individual needs (Rainey , 2009 . By achieving individual needs , employees develop a positive attitude and feelings towards the organization . Improvements in work or the conduct of work also encourage the continuity or further improvement in employee contributions to the organization . Adopting the human relations orientation supports individual development and sustainable organizational outcomes

Previously , with...