FLOW OF HUMAN RELATIONS
There is some debate going on in the classical approach applied in professional organizations such as the production efficiency is not working or harmony in the work environment so timbulah a new approach to solve these problems. The flow of human relationships (human behavior or neoclassical. It is one stream that is used to deal with any difficulties that occur because employees do not follow the rules are applied. So the discussion of "side of human behavior" in the organization is important. Some experts try to complete the theory of classical organization with a view of sociology and psychology.Mr. Hugo Munsterberg namely industrial psychology (1863-1916). He is known as the originator of industrial psychology. Hugo also published a book entitled Psikology and Industrial Efficiency, the book describes some application equipment psychology to help meet the goals of productivity. Besides the book outlines to increase high productivity there are three things that must be known, namely (1) the discovery of a best possible person, (2) creation of the best possible work, and (3) the use of best posible effect to motivate employees. In the application of this technique should be taken a couple of experimental psychology. For example, methods of psychology can be applied in the selection of one's position in a title match. So the right position in an office will be proportional to his work. Research study can guide the development of training methods. Besides the application of psychology in a company can help motivate employees. In addition, Munsterberg warned of the influence of social factors and culture of the organization.
In the "human relations" a lot of advantages that can be obtained, starting from the communication system of superiors and subordinates would be nice so that the resulting product will increase. The meaning of human relationships are commonly used in describing how the behavior or interactions boss (the owner) with subordinates or employees. When the "personnel management" is widely used in a working system in order to improve production, the human relationships within the organization is "good". If communication and morale will cause efisiesnsi work and human relations within the organization to be "bad". It is necessary to an understanding of human relationships in which to create good human relationships, then the manager is required comprehension and understanding so keryawan can act as they did and social factors and the psychology of what motivates them. Elton Mayo, and assistant risemya Fritz J. Roethlisberger and William J. Dickson, examined the behavior of people who are working in a factory owned by Western Electric Howthorne method which transactions are carried out is to observe the kinds of human behavior when faced bergam work situations study was done in 1927 to 1932. Various experiments were conducted that were previously taken from several research groups of employees. The first experiment studied the form of how the influence of light on the level of productivity. When the lighting condition is raised, productivity also rose as predicted. But when lighting is reduced but still lighting such as using sunlight, it turns productivity keeps rising. Then some experiments conducted by research efforts so as to find a solution of the problem of "mysterious" then this is a new era of human relationships.
The next step various experiments conducted by Mayo and his colleagues from
the placement of the two groups and each group consisted of 6 employee in a
separate room. Then the condition in one space was created fluctuations in the
period and only lai not. A number of variables tested: increased wages; period
break and lunchtime ever be changes, work day and work week shortened; there
are researchers who have the right as a boss or supervisor will follow a period
of a group that has its own rest period and provide an opportunity to propose
changes.
And finally proficiency level experiments to see the results which the mayo and his miraculous draw the conclusion that the employees were split into two groups have in common the same level where productivity increases even if various conditions of the two spaces is made to change periodically change the situation. Mayo and his colleagues can rule out that financial incentives are not the cause of productivity gains, because the payment schedule is maintained the same study group. It was very emotional reaction of the note is generated from each employee has influenced the increase in productivity. Frequent social relations and human relations among group members elected, or interaction with the watchdog group (researchers) then it will cause significant changes in the productivity of the working change conditions above. The sympathetic attention of their supervisors received has prompted an increase in their motivation.
Various factors causing the rise of productivity in the work environment according to the Mayo there are some things that are very stressed from the special attention that leads to feelings of employees surveyed became greatly affect their businesses. This phenomenon is known as Haw Thorne effect. Also how the working environment of the employees from the concept of the environment that are "social beings" with social interaction and motivation for the workers, have a major influence on productivity. The desire to be a reciprocal relationship in the work, and more responsive to urge management oversight working group has replaced the concept of "rational being" motivated by human physical needs.
And finally proficiency level experiments to see the results which the mayo and his miraculous draw the conclusion that the employees were split into two groups have in common the same level where productivity increases even if various conditions of the two spaces is made to change periodically change the situation. Mayo and his colleagues can rule out that financial incentives are not the cause of productivity gains, because the payment schedule is maintained the same study group. It was very emotional reaction of the note is generated from each employee has influenced the increase in productivity. Frequent social relations and human relations among group members elected, or interaction with the watchdog group (researchers) then it will cause significant changes in the productivity of the working change conditions above. The sympathetic attention of their supervisors received has prompted an increase in their motivation.
Various factors causing the rise of productivity in the work environment according to the Mayo there are some things that are very stressed from the special attention that leads to feelings of employees surveyed became greatly affect their businesses. This phenomenon is known as Haw Thorne effect. Also how the working environment of the employees from the concept of the environment that are "social beings" with social interaction and motivation for the workers, have a major influence on productivity. The desire to be a reciprocal relationship in the work, and more responsive to urge management oversight working group has replaced the concept of "rational being" motivated by human physical needs.
Kindness and Human Relations Approach shortage
Approach to human relationships arising from the need of increased productivity are also less efektive its approach to the classical model. The emphasis of the social needs in the flow of human relationships complement the classical approach, a variety of proposals and the way out of the flow of human relationships made to improve productivity. Mayo humane approach of managing Starting from gay applied by managers in each company's existing managers or groups because it is very important for the productivity of the employees. therefore organizations need to change their management practice. The attitude of the attention given to be balanced between kelompom and individual attention, Mayo asserted kelompo better attention because it is used to complement the
Not without flaws of human relations approach, there are some things you can not describe the complex of this approach. As discussed by some scientists as Argyris, Maslow and McGregor to further discuss human motivation. There are some drawbacks of the concept of "social animals" ranging from depictions described by this concept is not fully how individuals in the work place. This is one of the limitations of the theory of human relationships. Besides, improvements in working conditions and employee satisfaction did not produce a dramatic increase in productivity as expected. There is also how the social environment are just some of the effects of an increase in employee productivity. The wage rate, how much work it was interesting, the organizational structure and labor relations also play a role. So, productivity and job satisfaction become more complex than originally thought.
Approach to human relationships arising from the need of increased productivity are also less efektive its approach to the classical model. The emphasis of the social needs in the flow of human relationships complement the classical approach, a variety of proposals and the way out of the flow of human relationships made to improve productivity. Mayo humane approach of managing Starting from gay applied by managers in each company's existing managers or groups because it is very important for the productivity of the employees. therefore organizations need to change their management practice. The attitude of the attention given to be balanced between kelompom and individual attention, Mayo asserted kelompo better attention because it is used to complement the
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attention to each employee individually.Not without flaws of human relations approach, there are some things you can not describe the complex of this approach. As discussed by some scientists as Argyris, Maslow and McGregor to further discuss human motivation. There are some drawbacks of the concept of "social animals" ranging from depictions described by this concept is not fully how individuals in the work place. This is one of the limitations of the theory of human relationships. Besides, improvements in working conditions and employee satisfaction did not produce a dramatic increase in productivity as expected. There is also how the social environment are just some of the effects of an increase in employee productivity. The wage rate, how much work it was interesting, the organizational structure and labor relations also play a role. So, productivity and job satisfaction become more complex than originally thought.
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