MODULE 3

Human Relations, Leadership &

Motivation
DR. VANITHA ESAIMANI
Human Relations

• It is a relation between the HR manager and the employees

where they interact with each other for organisational goals
• It is a process of motivation , understands human behaviour
• It is objective oriented
• It relates to the welfare of an employee
• This helps to improve the morale of the employee and give job
satisfaction
 Significance of Human Relations
Motivate
s Employee
Makes employee s
manageme s to come participate
nt sensitive Leads to with in
to job innovativ decision
employees satisfaction e ideas making

Impro Results Reduc Reduces

ve es absenteeis
in conflic m and
moral higher
e ts turnover
producti betwee
vity n
superio
r and
subord
Leadership (Concept)

• Leadership is required to lead and guide the subordinates to

perform organisational task effectively
• The main features are as follows
1. It is an activity
2. Focuses on group objectives
3. Guidelines followers
4. It is different from management
Transactional Leadership

• It is a style of leadership whereby a leader secures compliance of the

followers through rewards and punishment
• It was first described by Max Weber in 1947
• The transactional leader sets the goals and expects the followers to
achieve the same. If it is achieved, the follower is rewarded or else
he/she is punished
• These style try to maintain status quo rather than introducing
changes
• They focus on established routines and procedures
• They place emphasis on contingent rewards and punishment
• They adopt active or passive management- by- exception
Transformational Leadership

• Transformational leaders motivate and empower employees to

achieve company’s goal

• This concept was initiated by Mc Gregor in the year 1978

• These leaders inspire the subordinates to achieve organizational goals

• The followers under this type of leadership are willing to work harder
and smarter.
Elements of Transformational Leadership

Individualized Intellectual
consideration Stimulation

Inspirational Idealized
Motivation Influence
(Charisma)
 Motivation(Concept)

• It is derived from the word motive

• It refers to the inner drive that makes a person to do something
to behave in a certain way
Following are the importance of motivation:
Induces employee to be innovative
Improves the corporate image
It generates higher efficiency
It reduces the absenteeism
It makes employee loyal to the organisation
Maslow’s Need Hierarchy
Critically evaluate Maslow Need Hierarchy

1. All individuals need not have same set of needs

2. Needs need not follow the pattern of hierarchy

3. Needs need not be the only determinant of behaviour

4. Over simplification of needs

Vroom’s Expectancy Theory

This model was developed by Victor H Vroom

It is commonly called as VIE theory
Motivation = Valence
*Instrumentality*Expectancy
Valence
0 = when an individual is Instrumentality
indifferent to the
outcome 0 = when there is a low Expectancy
probability of the first
Negative = when an level outcome resulting in
individual prefers not The value may range from 0
obtaining a desired to 1
achieving the outcome second- level outcome
Positive = when an 0 when an employee believes
1 = When there is a high that effort will not result in
individual prefers probability of first level
achieving the outcome desired performance
outcome resulting in
obtaining a desired 1 when an employee believes
second level outcome that effort will definitely
result in desired performance
 McGregor’s theory X & Y

Douglas McGregor presented this theory in 1960 in his article

The Human Side of Enterprise
Assumptions: Managers can follow
1. Creativity both the theories so
2. Responsibility as to help in
3. Activeness development of the
4. Challenges organisation
5. Followers/ Leaders
6. Orthodox/Flexible
7. Opportunities
8. Lower/Higher level need
9. Leadership Style
10. Centralisation/Decentralisation
 Pink’s Theory

Daniel H Pink presented this theory in 2009.

It was classified into 3 levels of operating system
1. Motivation 1.0: Survival
2. Motivation 2.0: Rewards & Punishments
3. Motivation 3.0 : Freedom and autonomy ( Intrinsic motivation)

Autonomy

Purpose Mastery
 Employee Morale

It is the general term used to describe overall group satisfaction

It is a mental condition or attitude which determines the willingness to co operate

•Image of the organization

•The goals of the organization
Factors •Quality of the superior
•Nature of team members
•Rewards & recognition

influencing •Working condition

•Wages & salaries
•Workers participation
Morale •Welfare facilities
•Nature of job
•External influences
Measurement of Employee Morale

•Observation
•Informal monitoring of morale
•Spying
•Feedback from clients
•Morale Survey
•Periodic interview
•Exit Interview
•Relation between morale & productivity
•Suggestion boxes
•Morale Committee
 Emotional & Spiritual Quotient
It is a measure of a person’s emotional intelligence
It involves the degree of self confidence , risk taking ability, resilience
to overcome stress
It was proposed and explained by Waye Payne in 1985
There are 4 elements to EQ

Self
Self
awareness management

Social Relationship
awareness management
 Spiritual Quotient

It is described as a measure that looks at the spiritual

intelligence.It consists of honesty, integrity, ethical values of the
employee
Elements of SQ are as follows
Responsibility

Humility

Happiness
 Factors influencing EQ & SQ

Nature of an Charter of Socio- cultural

Training
individual superior environment

Yoga & Organisational Reward & Age &

meditations environment recognition experience

Traumatic
situation
 Employee grievances

It is a written complaint filed by an employee and claiming unfair treatment

Causes are as follows:

Wages & personal Disciplinary

salaries policies actions

Working Nature of Favoritism

condition work & Nepotism

Welfare Nature of Leave

facilities superior problem
Procedure for grievance redressal

Voluntary
Appeal for arbitration
revision
Resolving
by
grievance
Resolving committee
by senior
manager
Resolving
by
immediate
superior
 Employee welfare measure
1. Statutory Measure

It is important for maintaining high motivational levels

at the work place

Drinking Facilities for Latrines & Canteen

Spittoons
water siting Urinals facilities

Washing
Lightning & places & Maternity Creche
Rest room
Ventilations Changing leave facility
rooms
2. Non statutory Measures

Employee Prevention
Personal
Flexi time assistance of sexual
health care harassment
programs

Mediclaim Educational Housing Transport

Insurance facilities facilities facilities

Recreation
& Medical
Employees healthy & safety measure

Maintenance
Protective
Fire Placement of of safety
clothing &
protection machine devices &
safety gears
machines

Safety
Safety
Lighting & Safety discipline
education &
ventilation engineering ,policy&
training
program

Health &
Employee
recreation
involvement
facilities
THANK YOU