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History of Human Relations
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Robert Owen
In the early 19th century Owen progressed from the low standards to the basic standards of working. This included treating workers better, not employing children, and encouraging the employees to stay clean and sober. Robert Owen and Andrew Ure both helped the work force in the first decades of the Industrial Revolution with these rules and more, especially because there were a lot of abuses and inhumane working conditions for the workers. -
Mary Parker Follett
In early 20th century she was known for her lectures on writings on human relation issues. She was a member of the upper-classes. She lectured a lot and was influential. She taught three concepts that were ahead of her time; workers should be involved in decisions that affect them, the workplace was constantly changing, and the main jobs of managers at workplaces was to to maintain positive relations with workers. -
Optimum shovel - “One Best Way”-
Frederick Taylor is often thought of as an industrial engineer who find the “one best way” to do a job. He is an important part of our history because he showed the importance of the human elements performance in any organization. Once Taylor was watching men shoveling coal at an easter steel mill, with that same shovel they would also load cinders into waste containers. He invented two shovels: one larger shovel for the light cinders and an optimum shovel for the coal. The optimum shovel was th -
Frederick Taylor
In the early 20th century Frederick Taylor and others began a movement called the scientific management. He is often thought of today as a person who cared about production over workers. The scientific management included; a.) workers should be carefully selected and trained for a specific task by the manager b.) managers should motivate workers to increase productivity. In his time, motivations was believed to be influenced by higher pay. Taylor also came up with the optimum shovel which increa -
Scientific Management
Frederick Taylor and others began the scientific management. He was troubled with increasing the efficiency and getting the most out of the work force. His approach included two big pieces; a.) workers should be selected and trained carefully by managers for their distinct tasks b.) workers should be motivated (by their manager) to raise quality of production. Taylor was among the first to recognize that careful hiring and proper training raised the quality of productions. Even though motivation -
Andrew Ure
Andrew Ure was interested in relations between people in manufacturing companies. In 1835 he published a book called The Philosophy of Manufacturers. The book suggested that workers should have medical help, hot tea regularly, and a sick leave. -
The Philosophy of Manufacturers
Andrew Ure was interested in relations between people in manufacturing companies. In 1835 he published a book called The Philosophy of Manufacturers. The book suggested that workers should have medical help, hot tea regularly, and a sick leave. -
Frank & Lillian Gilbreth
Frank and Lillian Gilbreth live around the early 20th century. They were well known for their research of bricklayers. The Gilbreths reduced using 18 motions to lay brick down to only five motions; this made the productivity increase twice as much as it originally was. Lillian Gilbreth taught the importance of regular work days including relaxed and regular lunch breaks, and periodic rest periods. Her work helped congress pass the child labor laws. Lillan was one of the first women in America to -
Classical School of Management
Henri Fayol is the founder of the Classical School of Management. His theory has three distinct branches, they are; the scientific management, bureaucratic management, and administrative management. Fayol made his theory to concentrate on efficiency. -
Henri Fayol
Henri Fayol developed what he considered to be the 14 most important principles of management, which were published in 1916. He also created a list of six primary functions that go hand in hand with the principles. To this day the principles remain as one of the most comprehensive rules of management. -
Elton Mayo
From 1927 to 1932 Elton Mayo and two of his Harvard colleagues studied the Hawthone experiment. The 5 year study done by Mayo showed that in the Hawthorne experiment, productivity went up during worse physical conditions due to the fact that someone was paying attention to them. The attention gave them extra motivation because they weren’t used to getting attention like that. Mayo found out that relationships formed in the workplace naturally and he called it informal organization. When one work -
Hawthorne Studies or Hawthorne effect
The Hawthorne experiment studied what different physical effects would have on productivity of workers. This experiment took place from 1927 to 1932 in Hawthorne Illinois. Productivity went up even during bad physical conditions due to the fact they were getting more attention that they were used to, therefore increasing their motivation. -
Wagner Act
The Wagner Act was established in 1935. The act gave labor unions more power, not only power but the businesses were forced to negotiate contracts with their workers, giving workers more rights than ever before. Even though a new act was at play giving more rights, such as; salary and benefits, it didn’t emphasize the importance of issues that were really important, like; human relations, employee treatment and workplace morale. -
Group Dynamics
Group dynamics is how a small group interacts. Forming a group with less than twelve people is very much considered by organizational development. When larger groups form there is another level of complexity because you have: cliques, different leadership styles and communication methods, and subcultures. -
Carl Rogers
Carl Rogers was one of the people that brought attention to the workplace. He issued his findings on the development of the personality, managing conflicts, and group dynamics. Managers in the workforce began to experiment with human relations-based management, such as; participative decision making and more. -
Douglas McGregor
Douglas McGregor was a psychologist who, in 1960, wrote The Human Side of Enterprise. This book was considered the most important book written about human relations. He also introduced Theory X and Theory Y. -
Eric Berne
The second half of the 20th century came with a lot of attention to the study of the workplace. In the early 1960’s, Eric Berne had come up with his Transactional Analysis method. This method was to understand interpersonal communication. -
Theory X and Theory Y
These were theories held by different types of managers, based on how they looked at workers. Theory X managers saw workers as lacking ambition, disliking work, and wanting security. Theory Y workers saw workers who were happy to work, able to assume responsibility, and also quite creative. -
Transactional Analysis
Transactional Analysis is a social psychology developed by Eric Berne. It is made up of key concepts used to change the level of interaction that prevent life aspirations. His theory has changed over time to include the practice of counseling, educating, organizational development, and psychotherapy. The Transactional Analysis is used by name people including; practitioners to help clients and students. -
W. Edwards Deming
Deming was responsible for the TQM movement in 1980. He made it so that they did away with targets and “Zero defects”. People were able to work more than they had even imagined possible. Working conditions were the most important things to companies. -
Total Quality Management (TQM)
By 1980, Total Quality Management was introduced to the U.S. TQM was that the process of what happens in an organization was more important than the product. This process strongly includes people and relationships. This made is so working conditions had come to be seen as the most important issue in most companies. -
The Knights of Labor
The things the Knights of Labor did are what made it possible for The labor Union Movement to start. The knights of Labor were the ones who decided what was bad working conditions and and improper employee treatment. -
Conflict Managment
Carl Rogers was one of the people that brought attention to the workplace. He issued his findings on the development of the personality, managing conflicts, and group dynamics. Managers in the workforce began to experiment with human relations-based management, such as; participative decision making and more. -
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History of Humsn Relations
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ROWE
ROWE is a human resource management strategy where employees are paid for results instead of how many hours they work. ROWE helps by giving managers the tools they need to reach their goals. This lets them focus on less small details of the employees daily routine.