School of human relations as a new form of management in scientific management

At the turn of the 1930s, the West began to form the first prerequisites 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 to create qualitatively new forms of management, based on interpersonal relations with the application of psychology and sociology, has matured. Each enterprise within the framework of this theory was viewed as a separate social system. The purpose of the new methodology was to prove the importance of the human factor as the main and the main element of effective work organization, as well as shifting the emphasis from managing work to managing staff.

School of human relations. Modern approach to management

It is believed that the school of human relations was founded by scientists Elton Mayo and Mary Parker Follet. Mayo, who conducted research in the field of labor motivation at the plant in Illinois "Western Electric Hawthorne" from 1927 to 1932, came to the conclusion that good working conditions, advanced production ideas, material incentives and high wages - This is not always a guarantee of high labor productivity. In the course of the experiment, it became clear that the employees have not only physiological, but also psychological, social needs, the dissatisfaction of which leads to a decrease in productivity and absolute indifference to the work. Mayo School of Human Relations Proves that the effectiveness of employees' work is influenced by such moments as the relationship in the group and the attention of management personnel to the problems in the team. The forces that arise in the course of business relationships between people often surpass and exert more powerful pressure on employees than the orders of management. For example, employees in the group secretly set their own standards of behavior, production standards, often colleagues worried about the approval of the team, rather than raising wages. In the groups it was customary to ridicule the upstarts, which exceeded the generally accepted standards, just like the "Sachkov", which worked badly and did not work out.

The School of Human Relations, E. Mayo, recommended that in order to increase labor productivity, psychological measures should be taken to improve the microclimate in the team, improve the relations between entrepreneurs and employees, treat the person not as a car, but taking into account his personal qualities, such as mutual assistance, sociability.

School of Behavioral Sciences

The next stage in the development of the concept of human relations was the science of human behavior (behaviourism). The School of Human Relations and Behavioral Sciences gave answers to new questions, it helped to maximally reveal the inner capabilities of each person and give an incentive to maximize the efficiency of labor. The key figures of the behavioral trend were R. Likert, K. Arjiris, F. Herzberg, D. McGregor. Their researches concerned such aspects as motivation, leadership, power, social interaction, communicability and quality of everyday working life of workers.

The defining factors of the new behavioral management model were: the employee's awareness of his capabilities, satisfaction with the results of his work, expressed in the community of goals and interests of the team, social interaction. And on the part of management the school of human relations and behavioral sciences was guided by the psychology of the worker's behavior during the labor process, depending on motivation, communication with colleagues, the authority of the leader and leadership in the team.