The Human Relations Model Of Management

As she sat in her office in Winnipeg, Britney MacPherson thumbed through a textbook on

Organisations, manages and many other factors have all helped change and structure the way that organisations are managed and sustained. Various different styles and techniques have been trailed and tested over the many years and from the strict regime that henry ford (ford motors) started to conform, to the current way organisations such as google are managed are two different foundations and styles. This assignment will examine and compare the variance in styles and look at the way this has changed over the years with contributing factors such as technology changing the way organisations are producing and organizing their products, services and staff and will argue that although factors such as health and safety are a positive for consumer and worker, that this could cause other factors such as productivity to fall short of expectations, quality and service. The three main points that will be discussed are scientific management, human relations and contemporary practises. Is the more scientific approach the best practice? Or as time has moved on is the modern contemporary practice more beneficial towards organisations and employees?

There are a number of management theories that have changed the management business environment in the twentieth century. The theories have assisted managers to come up with better ways of management and organization of people. Managers have been able to increase profits, reduce costs and maximize efficiency. The purpose of this essay is to compare and contrast the contributions of scientific management and the human relations movement to the modern management. This essay will use Frederick Winslow Taylor’s theory on scientific management and Elton Mayo’s human relations theory. These two movements have been proven to increase productivity in the workplace (Mullins, 2005).

The integrative model of human resource SHRM includes elements of both the control-based and the resource-based SHRM. Desired outcome dictates the elements that will be employed. HR policies can employ elements of commitment, collaboration, traditional and paternal control as needed to support its business strategy. Commitment strategies seek and develop internal talents to meet skill needed. Employees are seen as business partners and competitive advantage agents. Traditional HR and collaborative HR strategies have elements of externally acquiring physical resource or skills. External recruiting in the case of traditional HR strategy and subcontracting and hiring of consultants as part of the collaborative strategy can be used to provide competitive advantages to firms. External talents while providing short term advantages can be a disadvantage in the long term due to cost and potential threat to the firm business. The paternalistic HR strategy provides rewards for employees who learn and follow the company prescriptive directive for success.

In this essay I will be discussing two different approaches to managing organisations. The first approach is called the Classical Approach, which developed in the late 1800s and the second approach, the Human Relations Approach, developed from the early 1900s through to the 1950s. These two schools of thought were not developed by any one person, but were gradually created from the ideas of many to eventually form the Approaches I will be discussing.

Recently much attention has been given to Human Resource Management (HRM) and its role in achieving a competitive edge in organisations. Because HRM strategy function is making a positively strategy to satisfy stuff basic need and identify with values, also achieve the company’s competitive advantage at the same time (Gulati J.K, 2016). As a result of globaliazation economy increases and lack labour, some of economist realized that the economy growth will more and more dependent on the professional flow of talent between the different country. However, there is an evidence indicates that some of skills migrants people because of inappropriate integration of the local labor market leads to under-employment and "brain waste”, which lead to economic

1. He/she got a better offer from the competitor company. That offer can be more salary or an upper position than PepsiCo.

The main purpose of this project is to find out ‘what makes employees go that extra mile?’. So in this project we will be discussing the different aspects that can play a role for motivating employees and are responsible for good and poor performance. As performance management is “a continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with strategic goals of the organization”.

From the turn of the Century there was a significant development of management theory contributors from the period of 1910 to 2000. These theorists tended to be in the category of academics and management consultants. They were divided into two precise groups as practicing managers like Taylor and Fayol as well as social scientists like Mayo and McGregor, G.A.Cole, p3. Practicing manager’s theory tend to reflect upon applying personal experiences of management as well as producing principles of these theories which then could be applied to wider organisational universe to achieve effectiveness in work-force. Social scientists like Mayo and McGregor by contrast were academics that studied

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Human resource management is a term that is often used loosely and is assumed to be common sense, but the people behind good human resource teams know that those accusations are simply not true. HRM is all about how to manage people in the most effective manner in order to produce the best outcome for the company. HRM has many fascists, including recruitment of employees, initial training, hiring, advising employees, developing job descriptions, providing ongoing training to all employees, developing safety measures in the work environment, and so much more.

Firstly, I would like to define the concept of Human Resource Management. “This term is not easy to define because it is commonly used in two different ways. On the one hand it is used generically to describe the body of management activities covered in book, and on the other hand, the term is equally widely used to denote a particular approach to the management of people which is clearly distinct from personnel management”. (Torrington, Hall, Taylor & Atkinson, 2011: p.6)

A broad body of literature in the management field is cantered around the idea of people as assets and emphasizes the importance of Human Resource Management (HRM) to improve firm’s performance and underpin its strategy.

Discuss the following statement: The term ‘employment relations’ is more useful than ‘industrial relations’, ‘human resource management’ and ‘employee relations’ in assisting us to better understand the behaviour of individuals and groups of employees in workplaces.

Management of human resources is a very dynamic concept whose excision requires a delicate touch. Human resource refers to the mass of staff within an organization. It is from the synergistic effect of these members that the organization is able to formulate a vision, develop strategies and implement them towards the realization of this vision. A consistent approach towards the management of this resource is therefore a very critical asset for an organization.