Elton Mayo Human Relation Theory

If we look at Travis Harishi’s Social Bonds Theory, one could infer that this could also relate back to law enforcement officers. Social Bonds Theory addressed that a person with strong attachments to society through groups, sports, and beliefs, are less likely to deviate than a person with weak bonds. Although, Travis Harishi’s Social Bonds Theory was created to better understand why people commit crime. This can also be used in the same way for law enforcement officers as well. Just because a person becomes an officer doesn’t mean he/she stops being human. For example, if a new officer goes into an organization that has strong unit cohesion and team work, they will feel that the organization has their back and so do the other officers. To

Relational theory is built on the assumption that there is an inherent tendency for people to maintain relationships with others (Hutchinson, 2015). Relational theory is the integration of several psychodynamic theories, such as object-relations theory, self-psychology, and interpersonal psychoanalysis, into a larger perspective which acknowledges that the mind exist in relation to others (Segal, 2013). This theory’s origins in psychodynamic theory can be seen in key concepts such as the assertion that human behavior is significantly impacted by past relational patterns (Segal, 2013). Although past relationships are viewed as influential, relational theorist maintain individuals’ can exercise agency and that actions can be influenced but

Management differs today than it did in the past. In the past, managers were considered “bosses” and their job mostly consisted of giving employees orders, monitoring performance and reprimanding unproductive behavior and misconduct. Many managers still manage employees in such fashion; however, some managers now tend to be more proactive and have changed managerial functions for the betterment of company operations and performance to accomplish organizational goals. Effective management for company success now entails guiding, training, supporting, motivating and coaching employees verses just demanding what

Behavioral Management Theory is the understanding and response of employee needs to enforce motivation. This theory guides management in a better understanding of the human aspect. It involves management to treat employees as important resources in the workforce. The goal is to raise productivity and to do this by motivating employees. Motivating employees can involve incentives like employee bonuses, promotions, and the collection and redeeming of points for rewards. As the management takes interest in employees, it makes them feel like an important part of the puzzle, and in turn motivates employees to work harder. Like in most cases, if the employees are satisfied and working conditions are good, productivity raises automatically. A theorist by the name of Mayo Hawthorne devised an experiment that allowed a group of telephone line workers to be separated and observed in a private room. The controlled group of employees increased greatly in productivity. This brought the human relations movement that involved management spending time, showing interest, and rewarding employees to increase productivity. Employees felt management was

1.1 Key principles of relationship theories - Stage theories in general describe how we go through distinct stages as we develop. Thus, rather than gradually changing, we typically make sudden shifts to different plateaus of perception and behaviour.

Family relationships and society play fundamental roles in how a child grows and makes their own choices. How they are seen and treated by society can influence how the child acts. From how they are raised, to what values and morals they are taught will determine the child’s reactions to obstacles that come up in life. I will be discussing some major events in the book that stood out to me as to why two men who basically grew up on the same block, ended up on very different paths.

I read the book, “First, Break All The Rules: What The World’s Greatest Managers Do Differently” written by Marcus Buckingham and Curt Coffman. The book explains their views and how they hang onto their gifted workers. You should consider reading this book if you are in management. Marcus and Curt describe the myths of normal management thinking. Some of the concepts that the two describe are people are capable of almost anything, treat others as you like to be treated, and a manager’s role is diminishing in today’s economy. The authors write, “Great managers are revolutionaries." ”This book will take you inside the minds of these managers to explain why they have toppled conventional wisdom and reveal the new truths they have forged in its place.”

Carl R. Rogers is known as the founding father of person-centered therapy. He was born in Oak Park, Illinois, in 1902 to a devoted Christian and a civil engineer (Rogers, Kirschenbaum, & Land, 2001). In 1922 Rogers began to doubt his religious teaching from early on in life, he sought a more liberal education at the Union Theological Seminary (Rogers, Kirschenbaum, & Land, 2001). After two years he left to attend Columbia University to study clinical and education psychology. Rogers went on to write four major books: The Clinical Treatment of the Problem Child (1939), Counseling and Psychotherapy: New Concepts in Practice (1942), Client-Centered Therapy (1951), and Psychotherapy and Personality (Rogers & Dymond, 1954) (Walsh, 2010; Patterson, 2007).

Management differs today than it did in the past. In the past, managers were considered “bosses” and their job mostly consisted of giving employees orders, monitoring performance and reprimanding unproductive behavior and misconduct. Many managers still manage employees in such fashion; however, some managers now tend to be more proactive and have changed managerial functions for the betterment of company operations and performance to accomplish organizational goals. Effective management for company success now entails guiding, training, supporting, motivating and coaching employees verses

This approach recognizes the importance of the individual as well as the organization in order to reach the desired goal. Maslow’s hierarchy of needs is simply stating that people are motivated by an unfulfilled need and people will work extra hard to fill a need that has not been met. McGregor’s X and Y theory of human motivation is that the average person dislike work and will avoid it whenever possible therefore an organization need a leader that can use authority when necessary, but on the other hand make the job satisfying so the workers will be committed to the organization .Blake and Mouton’s managerial grid represents the production and performance goal as well as the concern for human feelings .An employer must have concern for the people as well as the job (Peak 2007)

Back in the day, being a manager was a much more novel task and performance was measured by one’s own accomplishments and abilities. Modern day managers can commonly find themselves doing more and not being able to focus on what is important. As a result they find themselves doing more but in reality getting

There has been some recent argument against the current understanding of the place of relationships in psychotherapy. While most theories argue that relationships are important or even essential to good mental health, other theorists claim that the way relationships are conceptualized in these theories is insufficient (Slife & Wiggins, 2009). Most of these theories conceptualize the individuals first, and then talk about the way these individuals relate. Relationships are often understood as two or more independent self-contained individuals interacting (Slife & Wiggins, 2009). An alternative way to look at relationships is offered by relational psychoanalysts and other theorists, though again it should be noted that

Many people believe they can either be a good or great manager. The actual reality to this is some people are actually not fit to be a manager either because they do not know what to do or because they do not know how to handle themselves. Throughout this paper, management styles will be discussed, and the qualities of a good manager.

The classical management theory focuses on finding the “one best way” to accomplish and manage task (p.37,2008. W.Plunkett, R. Attner, G. Allen). The behavioral management theory recognizes employees as individuals with real human needs. It is very important for the manager to establish trusted relationships and value his/her

Evaluating my own reflection was indeed something hard to do until I started learning Human Relations. Without self-awareness and self-disclosure, one can’t see his own reflection. It’s like a mirage in the dessert. We assume that something is there, but it won’t be there. And others mostly won’t envision the views we perceive. We may even have different opinions and may end up in fights.