last updated 9/07/2016
THE HUMAN RELATIONS/ RESOURCES MODELS
The HR Models grow out of a reaction to the Classical
model's over-emphasis on the elements of coordination and control in
organizational life. HR models focus on the needs of the individuals who
make up organizations.
(See the charts
in OC, pp. 49 and 53)
Assumptions Common
to
Managers in Organizations Using the Human Relations Model:
-
Employee satisfaction is the key to
productivity and quality
-
Open supportive communication enhances
satisfaction
-
Meeting the individual needs of employees is
a key goal of management
-
Managers need to pay close attention to
building good relationships on the job
-
Employees will be motivated to do good work
if the work environment permits it.
Keys to Good Human Relations/Resources
in the Organization
- Good Communication - redundancy, informal networks, few barriers
- Clear Performance
Goals facilitated with feedback, quick and specific
- Meaningful Rewards linked to performance
- and a Culture (esp. at mid and upper levels) to support 1, 2, 3.
Discussion Questions for
Thursday -->Tuesday.
-
Do you believe HR improves productivity? What elements of
HR account for that?
-
What sorts of communication are improved in an HR managed
organization?
-
What specific features of HR are most useful to organizations?
to employees? Why?
-
Make
a list of effective communication practices (that is, ones that
help the organization accomplish its goals) that can be seen in
the Classical and both HR approaches.
How do these practices make
organizations work better??
-
What kinds of things motivate “white collar” workers most
effectively? college
students?
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