Southwestern University - PHINMA

Master’s in Public Administration

ORGANIZATION AND MANAGEMENT

MPAd2

Management Theory:

Human Relations Theory

By: STEPHEN CHRISTIAN L. de la SERNA

P/SUPT Delia G. Rayoso PNP (Ret), DPA

Professor
1.1 Definition

Often referred to as motivational theory, human relations management theory views

the employee differently than the more autocratic management theories of the past.

Based on Douglas McGregor's X and Y Theories, HR management theory (Theory

Y), assumes that people want to work, that they're responsible and self-motivated,

that they want to succeed and that they understand their own position in the

company hierarchy. This is the exact opposite of Theory X, which presumes that

employees are lazy and unmotivated, that they seek nothing more from their jobs

than security and that they require discipline from without. In short, human relations

theory, rather than viewing the worker as merely one more cog in the company

wheel, asserts that the organization will prosper as it helps the employee prosper.

Human Relations Theory focuses specifically on the individual’s needs and resultant

behaviors of individuals and groups. It takes an interpersonal approach to managing

human beings. It presents the organization is made up of formal and informal

elements. The formal elements of an organization are its structure. The informal

aspects of the organization include the interactions between individuals. In this way,

the organization is a type of social system. This system should be managed to

create individual job satisfaction and the resultant motivation of the individual.

Notably, much emphasis is placed on how individuals interact within groups and the

result group behavior and performance.

According to human relations management theory, some positive management

actions that lead to employee motivation and improved performance are these:
 1. Treating employees as if work is as natural as play or rest, just as motivational

theory states.

2. Sharing the big-picture objectives toward which their work is aimed.

3. Empowering them to innovate and make as many independent decisions as they

can handle.

4. Training and developing them, increasing freedom and responsibility as their

capabilities grow.

5. Providing appropriate recognition and rewards when they achieve company goals.

6. Using any other helpful theories of human relations that will keep them motivated

toward excellence.

1.2 Perception on the management theory

Human Relations Management theory for me is very important in an organization.

Aside from it improves the productivity of the employees; it can also create good

human relationships. It is very important for an agency to acknowledge those

employees with good merits. But in our agency, we also encountered a lot of

challenges concerning this theory. Here are some challenges that we mostly

encountered:

1. Low productivity of employees due to making gossips and issues just to create

confusion and mistrust to co-employees.

2. Lack of trainings or unequal distribution of trainings for employees.

 3. Some employees tend to resign because they are not motivated to work.

4. Indirectly confronting issues of the involved staff.

5. Personal issues to other personnel that affects work output

6. Disciplinary process for the staff showing insubordination to higher authority

1.3 Emergent Management Theory

I chose Social Impartiality theory as my emergent management theory based on the

following theory that I presented. Social means organisms, including humans, live

collectively in interacting populations. This interaction is considered social whether

they are aware of it or not, and whether the interaction is voluntary or involuntary.

Impartiality on the other hand means an inclination to weigh both views and opinions

equally. Impartiality or considering information without bias is important in research,

particularly in the social sciences.  For me Social Impartiality can be a nice theory in

our agency to practice. Social Impartiality on my own definition means fair-

mindedness in holding decisions based objective criteria rather than on the basis of

bias, prejudice, or preferring the benefit to one person over another for improper

reasons to all employees in an organization.

References:
"Human Relations Theory of Management," in The Business Professor, updated April

1, 2020, last accessed October 30,

2020, https://thebusinessprofessor.com/lesson/human-relations-theory-of-

management/.

https://commercemates.com/advantages-and-disadvantages-of-human-relations-theory/

https://dictionary.cambridge.org/dictionary/english/social

https://www.thefreedictionary.com/impartiality