HUMAN RELATIONS THEORY BY ELTON MAYO

HISTORY
Human Relations management theory originated between 1924 and 1932 during
experiments conducted at the Hawthorne plant of the Western Electric Company in Cicero,
Illinois.
These studies were started by scholars from the Massachusetts Institute of Technology
(MIT), but Elton Mayo and Fritz J. Roethlisberger of the Harvard Business School became
involved in 1927 and eventually popularized the subject.
BACKGROUND
 Elton Mayo (1880 – 1949) was an Australian psychologist, an industrial researcher and
an academic organizational management scientist. His conducted studies, together with
the Hawthorne studies, became the base for his lifelong breaking theories on Human
Relations Theory of Management and scientific management.
 His theory became known as the ‘Hawthorne effect’, summarized as: Motivation is
improved by showing interest in others involving others in decision making ensuring the
wellbeing of others ensuring work is interesting and non- repetitive greater communication
good teamwork
Mayo believed that workers are not just concerned with money but could be better
motivated by having their social needs met whilst at work (something that Taylor
ignored).
DEFINITION OF HUMAN RELATIONS
 Human relations are the study of the ways in which people relate to each other in group
situations, especially work, and how communication skills and sensitivity to other people’s
feelings can be improved. 
WHAT ARE THE KEY PRINCIPLES OF HUMAN RELATIONS?
Researchers learned through the Hawthorne Experiments that a variety of factors affect
employee motivation. There are many ways to group these components, but categorizing
them by actor makes sense in terms of human relations.
Using this approach, you may observe that four main types of actors have an impact on
employee motivation:
Four “Actors” in Human Relations theory
1. The employee
2. Groups of employees
3. Supervisors and managers
4. The organizations

CHARACTERISTICOF HUMAN RELATIONS THEORY

There Are Several Characteristics That Are Common To The Human Relations Theory.
1. Coordinating Process
 - Eliminating miscommunication will allow people to build trustworthy relationships and
work more effectively toward organizational goals.
2. Job Satisfaction
- Employers must pay attention to employees' social and psychological needs in addition to
their economic needs. Non-monetary incentives should exist since they not only raise
employee morale but also help keep employees on board. These incentives boost
productivity and efficiency even more. 
3. Human Aspect
-The Human Relations Theory was created as a reaction to the scientific approach, moving
toward the human aspect of management, as we've already established. It implies that
effective management depends on humane treatment. This indicates that employers should
give employee well-being both within and outside of the workplace priority.
These traits of the human relations approach to management also imply that workers
ought to be content and find fulfillment in their jobs. An individual's willingness to
work improves when their basic needs are identified and met by their employer. This
further boost productivity, which aids in the expansion and profitability of
businesses. Let's see how the human relations approach can help people.

The Need for Human Relations Skills

1. Communication - Strong communication skills are the cornerstone of the human relations
approach to management. It guarantees that everyone inside the organization is operating
at the same level.
2. Conflict Resolution- It's possible that there will be times when you respectfully disagree
with someone's viewpoints. Because they enable people to address and settle disputes
civilly, conflict resolution skills are critical.
3. Organization - Organization is one of the most crucial abilities in the human relations
approach. It affects all aspects of work and helps you set priorities and better manage your
time. It's Important for Creating an Effective Workflow.

Managers and team leaders can more effectively implement human relations
management practices by using these skills.

CONCLUSION

Even if the Elton Mayo Theory was revolutionary at the time, it is impossible to imagine a
workplace in the modern world without taking social factors into account. The fundamental
finding of the human relations approach is that management must acknowledge the significance of
the human factor in increasing human efficiency at work and must base decisions on human
considerations rather than just physical-technical ones (such as needs, values, aspirations, beliefs,
and attitudes of people).