HUMAN

RELATIONS
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 What is HUMAN
RELATION?

DEAN GESTONI RECTIN, Ph.D Crim.

 What is Human Relations?

It is defined as relations with or between

people, particularly in a workplace setting.
Because a company depends on good human
relations through its organizational structure,
developing these skills is important.Human
Relations is an important part to our career
success.
DEAN GESTONI RECTIN, Ph.D Crim.
 Human Relations Skills

DEAN GESTONI RECTIN, Ph.D Crim.

 1
DEAN GESTONI RECTIN, Ph.D Crim.
 Law enforcement is both a public-safety
and a customer service business. ...

The mission of law enforcement

officers is to protect citizens from the “real
bad people” and improve the quality of life
within their communities.

DEAN GESTONI RECTIN, Ph.D Crim.

 The basic principles of human relations are
required for every type of relationship whether
personal or business. As leaders, we should
always be mindful of practice these simple human
relations principles until they become part of our
system.
DEAN GESTONI RECTIN, Ph.D Crim.
 Greet others and try
as much as you can
to really connect, look
at them in the eyes as
you speak.

DEAN GESTONI RECTIN, Ph.D Crim.

 It takes 72 muscles
to frown, only 14 to
smile. They can
hear the difference
in your voice, even
over the phone.
DEAN GESTONI RECTIN, Ph.D Crim.
 The sweetest music to
anyone’s ear is the
sound of his/her own
name. Be sure you say it
correctly and say it often.

DEAN GESTONI RECTIN, Ph.D Crim.

 4. Be Friendly and Be Helpful

To have friends
and build
relationships,
be a friend first.

DEAN GESTONI RECTIN, Ph.D Crim.

 5. Be Cordial

Sincerely speak
and act as if
everything you do
is a genuine
pleasure.
DEAN GESTONI RECTIN, Ph.D Crim.
 6. Be Genuinely
Interested in People

DEAN GESTONI RECTIN, Ph.D Crim.

 7. Be Generous With Your Praise

Praise publicly,
correct privately.
Everyone wins this
way.

DEAN GESTONI RECTIN, Ph.D Crim.

 8. Be Considerate
Be mindful of others
feelings. There are
usually three sides to a
controversy: yours, the
other person’s and the
right side. Keep ego
and emotions in check.

DEAN GESTONI RECTIN, Ph.D Crim.

 What counts most is
what you do for others
not what you do for
yourself.

DEAN GESTONI RECTIN, Ph.D Crim.

Source: https://www.slideshare.net/LuisRodriguez916/basic-principles-of-human-relations
 Human relations are defined as the
relationship between people, especially in a
professional context. It is an integral part of
career success and relates to the treatment of
people in a workplace setting.

The Human relations theory is considered a

systematic process whose objective is to help
the people in an organization in behaving
correctly so that both the employees and the
organization are clear winners at the end of
the day.
DEAN GESTONI RECTIN, Ph.D Crim.
 The importance of good relations in the workplace is
that it will help in improving employee creativity.
The entire organization’s success is dependent upon
coming up with new and innovative ideas.

When you have a relaxed atmosphere in the workplace,

employees can easily share ideas and come up with
something inventive and resourceful.
DEAN GESTONI RECTIN, Ph.D Crim.
 2. Motivated Employees The concept of improving
human relationships
The workplace is made up of an innumerable becomes doubly important
number of workers belonging to different cultures. as it helps to motivate
It becomes imperative to link them together to a employees to do better.
single work culture so that they can rise above When the relation between
personal beliefs and adapt to the needs of the
everyone is smooth and
organization.
fine, the atmosphere in the
Most of the employees need m ore than a workplace will also be
paycheck. They cannot work in a place where upbeat and optimistic.
the relations with co-workers or managers are This will keep the
strained. This hurts their level of efficiency and employees happy and
ultimately has a direct impact on the productivity motivated.
level of the organization.

DEAN GESTONI RECTIN, Ph.D Crim.

It is a fact that when the management is
supportive and conscious of employee’s
needs and requirements, the employees will
take pride in their work and try to appease the
management by working with more efficiency.

If the management is oppressive, then they will

try to work for the sake of a salary, and then it
will just be a nine-to-five job where there is no
need to give their best. The quality of human
relationships in an organization has an impact
on how the employees view their jobs.
 The general atmosphere of an organization, the behavior of
the numerous social groups inside the company, and the
attitude of the seniors have a direct impact on the employees
of an organization.

It is a sad day when colleagues are unable to

communicate at work, and team members’ are unable to
trust each other to have their back. The importance of
improving relations in the workplace is that it will build
healthy relationships where the employees will stand
united, communicate freely, and feel connected.

DEAN GESTONI RECTIN, Ph.D Crim.

 Relations in the workplace has a direct
impact on the level of productivity. It is
essential to have a cordial and amicable
human relationship in the workplace on
both a personal and professional level.

The factor that influences efficiency and

productivity is good relations between the
various people present in the workplace.
Employees are likely to be more
productive if their contribution and efforts
are recognized.
DEAN GESTONI RECTIN, Ph.D Crim.
 6. Increased Loyalty

If you are looking for the importance of good human

relationships in the workplace, then the most obvious
one is increased loyalty. Healthy relations have a way
of building trust through interactions and bonding
with each other.

There is an increased ch an ce o f man ag emen t

listening to the woes of the employees and working
towards their betterment. When management is
employee-friendly, it will offer ample opportunities to
the worker to enhance their skills and know-how
through proper training and learning methods.
 If you are looking for the importance of good
relations in the workplace, then look no further
than mutual support. When supervisors are
sympathetic and considerate, then it will
automatically lead to healthy relations in the
workplace.

Mutual support and understanding will be the

usual norm. Individuals will be in sync with fellow
employees and offer help when needed. The
positive attitude will rub on the whole organization
and encourage the best possible outcomes
Source: https://www.marketing91.com/human-relations/
DEAN GESTONI RECTIN, Ph.D Crim.
 Personality clashes, disputes and inappropriate behaviors are signs of
people not getting along in the workplace. Early-stage misunderstandings
often can be identified quickly by observing employees’ attitudes and body
language. Human resource professionals might need to apply specialized
coaching skills in these situations, serving as an internal coach.

What should managers consider when focusing on maintaining a positive,

constructive work environment? Depending on the situation, a three-step
strategy of questioning, active listening and understanding style differences
helps managers implement the right course of action.

DEAN GESTONI RECTIN, Ph.D Crim.

 Asking the right questions serves to move understanding
forward and guides personal discovery. A range of unique
questions becomes a tool to find truth or meaning regarding a
situation or individual beliefs that might be fueling employee
disagreements. Asking skillful questions that evoke discovery,
insight or new actions enables employees to take ownership of
the situation, helping them to learn new behaviors that can
foster more-amicable workplace relationships.
DEAN GESTONI RECTIN, Ph.D Crim.
Active listening is challenging and very different from asking questions. In
active listening, leaders and involved managers are genuinely interested in
understanding what employees think, feel or want or what their message
means; they are active in checking out their understanding of the situation
before responding with their own “new” message.

Active listening requires that leaders and managers restate or paraphrase

their understanding of the messages they receive and reflect them back to
the employees for verification. This verification or feedback process is
what distinguishes active listening and makes it effective. HR
professionals’ and managers’ self-awareness might influence their
decisions and listening abilities if they are placed in a new situation or one
of apparent discomfort.
DEAN GESTONI RECTIN, Ph.D
Crim.
 Source: https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-employee-development/pages/justgetalong.aspx

DEAN GESTONI RECTIN, Ph.D Crim.

 Relationships between employees and management are of substantial
value in any workplace. Human relations is the process of training
employees, addressing their needs, fostering a workplace culture and
resolving conflicts between different employees or between employees
and management. Understanding some of the the ways that human
relations can impact the costs, competitiveness and long-term
economic sustainability of a business helps to underscore their
importance.

Source3: https://smallbusiness.chron.com/importance-human-relations-workplace-23061.html
 Human relations is the art and practice of using
systematic knowledge about human behavior to improve
personal, job, and career effectiveness.

Work and personal life often influence each other in

several ways. A high level of job satisfaction tends to spill
over to your personal life. Conversely, an unsatisfactory
personal life could lead to negative job attitudes. Another
close tie between work and personal life is that your job
can affect physical and mental health. Severely negative
job conditions may lead to serious stress disorder, such
as heart disease.

The quality of relationships with people in work and

personal life influence each other. Also, certain skills
(such as the ability to listen) contribute to success in work
and personal life.

Source: https://wps.prenhall.com/chet_dubrin_humanrelationscps_7/24/6217/1591692.cw/index.html
 Civil Code of
the
Philippines
HUMAN RELATIONS
CHAPTER 2

DEAN GESTONI RECTIN, Ph.D Crim.

 Art. 19

Every person must, in the exercise of his

rights and in the performance of his duties,
act with justice, give everyone his due, and
observe honesty and good faith.

DEAN GESTONI RECTIN, Ph.D Crim.

 Art. 20

Every person who, contrary to law, wilfully

or negligently causes damage to another,
shall indemnify the latter for the same.

DEAN GESTONI RECTIN, Ph.D Crim.

 Art. 21

Any person who wilfully causes loss or

injury to another in manner that is contrary
to morals, good customs or public policy
shall compensate the latter for the damage.

DEAN GESTONI RECTIN, Ph.D Crim.

 Art. 22

Every person w h o th ro u g h an act o f

performance by another, or any other
means, acquires or comes into possession
of something at the expense of the latter
without just or legal ground, shall return
the same to him.
DEAN GESTONI RECTIN, Ph.D Crim.
 Art. 23

Even when an act or event causing

damage to another's property was not due
to the fault or negligence of the defendant,
the latter shall be liable for indemnity if
through the act or event he was benefited.

DEAN GESTONI RECTIN, Ph.D Crim.

 Art. 24

In all contractual, property or other

relations, when one of the parties is at a
disadvantage on account of his moral
dependence, ignorance, indigence, mental
weakness, tender age or other handicap,
the courts must be vigilant for his
protection.
DEAN GESTONI RECTIN, Ph.D Crim.
 Art. 25

Thoughtless extravagance in expenses for

pleasure or display during a period of
acute public want or emergency may be
stopped by order of the courts at the
instance of any government or private
charitable institution.
DEAN GESTONI RECTIN, Ph.D Crim.
 Art. 26
Every person shall respect the dignity, personality, privacy and peace of mind of his neighbors and
other persons. The following and similar acts, though they may not constitute a criminal offense,
shall produce a cause of action for damages, prevention and other relief:

(1) Prying into the privacy of another's residence;

(2) Meddling with or disturbing the private life or family relations of another;

(3) Intriguing to cause another to be alienated from his friends;

(4) Vexing or humiliating another on account of his religious beliefs, lowly station in life, place of
birth, physical defect, or other personal condition.

DEAN GESTONI RECTIN, Ph.D Crim.

 Art. 27

Any person suffering material or moral loss

because a public servant or employee refuses or
neglects, without just cause, to perform his
official duty may file an action for damages and
other relief against the latter, without prejudice to
any disciplinary administrative action that may be
taken.

DEAN GESTONI RECTIN, Ph.D Crim.

 Art. 28

Unfair competition in agricultural, commercial or

industrial enterprises or in labor through the use
of force, intimidation, deceit, machination or any
other unjust, oppressive or highhanded method
shall give rise to a right of action by the person
who thereby suffers damage.

DEAN GESTONI RECTIN, Ph.D Crim.

Art. 29
When the accused in a criminal prosecution is acquitted on the
ground that his guilt has not been proved beyond reasonable
doubt, a civil action for damages for the same act or omission may
be instituted. Such action requires only a preponderance of
evidence. Upon motion of the defendant, the court may require the
plaintiff to file a bond to answer for damages in case the complaint
should be found to be malicious.
If in a criminal case the judgment of acquittal is based upon
reasonable doubt, the court shall so declare. In the absence of any
declaration to that effect, it may be inferred from the text of the
decision whether or not the acquittal is due to that ground.
Art. 30
When a separate civil action is brought to
demand civil liability arising from a
criminal offense, and no criminal
proceedings are instituted during the
pendency of the civil case, a
preponderance of evidence shall likewise
be sufficient to prove the act complained
of.
 Art. 31
When the civil action is based on an
obligation not arising from the act or
omission complained of as a felony, such
civil action may proceed independently of
the criminal proceedings and regardless of
the result of the latter.

DEAN GESTONI RECTIN, Ph.D Crim.

Art. 32
Any public officer or employee, or any
private individual, who directly or
indirectly obstructs, defeats, violates or in
any manner impedes or impairs any of the
following rights and liberties of another
person shall be liable to the latter for
damages:
Art. 32
(1) Freedom of religion;

(2) Freedom of speech;

(3) Freedom to write for the press or to maintain a periodical publication;

(4) Freedom from arbitrary or illegal detention;

(5) Freedom of suffrage;

(6) The right against deprivation of property without due process of law;
 Art. 32
(7) The right to a just compensation when private property is taken for public use;
(8) The right to the equal protection of the laws;
(9) The right to be secure in one's person, house, papers, and effects against unreasonable searches
and seizures;
(10) The liberty of abode and of changing the same;
(11) The privacy of communication and correspondence;
(12) The right to become a member of associations or societies for purposes not contrary to law;
(13) The right to take part in a peaceable assembly to petition the Government for redress of
grievances;
(14) The right to be a free from involuntary servitude in any form;

DEAN GESTONI RECTIN, Ph.D Crim.

Art. 32
(15) The right of the accused against excessive bail;
(16) The right of the accused to be heard by himself and counsel, to be informed of the nature and cause of the
accusation against him, to have a speedy and public trial, to meet the witnesses face to face, and to have compulsory
process to secure the attendance of witness in his behalf;
(17) Freedom from being compelled to be a witness against one's self, or from being forced to confess guilt, or from
being induced by a promise of immunity or reward to make such confession, except when the person confessing
becomes a State witness;
(18) Freedom from excessive fines, or cruel and unusual punishment, unless the same is imposed or inflicted in
accordance with a statute which has not been judicially declared unconstitutional; and
(19) Freedom of access to the courts.
In any of the cases referred to in this article, whether or not the defendant's act or omission constitutes a criminal
offense, the aggrieved party has a right to commence an entirely separate and distinct civil action for damages, and for
other relief. Such civil action shall proceed independently of any criminal prosecution (if the latter be instituted), and
may be proved by a preponderance of evidence.
The indemnity shall include moral damages. Exemplary damages may also be adjudicated.
The responsibility herein set forth is not demandable from a judge unless his act or omission constitutes a violation of
the Penal Code or other penal statute.
Art. 33
In cases of defamation, fraud, and
physical injuries a civil action for damages,
entirely separate and distinct from the
criminal action, may be brought by the
injured party. Such civil action shall
proceed independently of the criminal
prosecution, and shall require only a
preponderance of evidence.
 Art. 34
When a member of a city or municipal police force
refuses or fails to render aid or protection to any
person in case of danger to life or property, such
peace officer shall be primarily liable for damages,
and the city or municipality shall be subsidiarily
responsible therefor. The civil action herein
recognized shall be independent of any criminal
proceedings, and a preponderance of evidence shall
suffice to support such action.
 Art. 35
When a person, claiming to be injured by a criminal offense, charges another
with the same, for which no independent civil action is granted in this Code
or any special law, but the justice of the peace finds no reasonable grounds
to believe that a crime has been committed, or the prosecuting attorney
refuses or fails to institute criminal proceedings, the complaint may bring a
civil action for damages against the alleged offender. Such civil action may
be supported by a preponderance of evidence. Upon the defendant's motion,
the court may require the plaintiff to file a bond to indemnify the defendant in
case the complaint should be found to be malicious.
If during the pendency of the civil action, an information should be presented
by the prosecuting attorney, the civil action shall be suspended until the
termination of the criminal proceedings.
 Art. 36

Pre-judicial questions, which must be decided before any

criminal prosecution may be instituted or may proceed,
shall be governed by rules of court which the Supreme
Court shall promulgate and which shall not be in conflict
with the provisions of this Code.

DEAN GESTONI RECTIN, Ph.D Crim.

DEAN GESTONI RECTIN, Ph.D Crim.
DEAN GESTONI RECTIN, Ph.D Crim.