At the turn of the 30s of the 20th century, the first prerequisites began to form in the West for the creation of a new school of human relations, which would complement the development of the classical and scientific schools of management. The need has ripened for the creation of qualitatively new forms of management based on interpersonal relationships using psychology and sociology. Each enterprise in the framework of this theory was considered as a separate social system. The aim of the new methodology was to prove the importance of the human factor as the main and main element of the effective organization of labor, as well as the shift of emphasis from work management to personnel management.
School of human relations. Modern management approach
It is believed that the school of human relations was founded by scientists Elton Mayo and Mary Parker Follet. Mayo, who conducted labor motivation research at the Western Electric Hawthorne plant in Illinois from 1927 to 1932, came to the conclusion that good working conditions, advanced manufacturing ideas, material incentives, and high wages it is not always a guarantee of high labor productivity. During the experiment, it became clear that employees are inherent not only physiological, but also psychological, social needs, the dissatisfaction of which leads to reduced productivity and absolute indifference to work. Mayo School of Human Relations proves that such factors as relationships in the group and attention of management personnel to problems in the team influence the efficiency of employees.
Forces arising in the course of business relationships between people often exceed and exert more powerful pressure on employees than executive orders. For example, workers in the group tacitly set their standards of behavior, production standards, often colleagues were more worried about the approval of the team than the increase in wages. In groups, it was customary to make fun of upstarts that exceeded generally accepted standards, as did the “butterfly net”, which worked poorly and was not worked out.
The School of Human Relations E. Mayo recommended that to increase labor productivity, take psychological measures to improve the microclimate in the team, improve relations between entrepreneurs and employees, treat a person not like a machine, but taking into account his personal qualities, such as mutual assistance, ability to cooperate, sociability.
School of Behavioral SciencesThe next stage in the development of the concept of human relations was the science of human behavior (behaviorism). The school of human relations and behavioral sciences gave answers to new questions, it helped to maximize the internal capabilities of each person and provide an incentive to maximize labor efficiency. The key figures in the behavioral direction were R. Likert, K. Ardzhiris, F. Herzberg, D. McGregor. Their studies dealt with aspects such as motivation, leadership, power, social interaction, sociability, and the quality of workers' everyday work lives.
The determining factors of the new behavioral management model were the following: employee awareness of his abilities, satisfaction with work results, expressed in the common goals and interests of the team, social interaction. And on the part of management, the school of human relations and behavioral sciences focused on the psychology of employee behavior during the labor process, depending on motivation, communication with colleagues, the authority of the leader and leadership in the team.