Human Resource Approaches
In this section you will be educated on four different human resource approaches focused on behavioural management - Hawthorne studies, Theory of Human Needs, Theory X and Theory Y and lastly, Theory of Adult Personality. These theories were established by well-known theorists such as Douglas McGregor and Abraham Maslow. The one thing that these theories share similarity in is that they all have a purpose of improving management through working on individuals personally to improve work efficiency.
The Hawthorne Studies and Human Relations
The Hawthorne studies created by Elton Mayo has a purpose of studying individual productivity, and in order to research that, they focused on how economic incentives and the physical conditions of the workplace affected the way workers behaved and worked. When employees were tested as a group, it was found that the group atmosphere and participative supervision helped them work more efficiently. If an employee is comfortable in their working environment, and group atmosphere, they are expected to work more efficiently. An example is, if two workers in a group get along very well, chances are that they will work better together in comparison to others groups, and will get work done at a faster pace since they are enjoying their task. Another thing that was found was that groups have a strong impact on the members, whether it's negative or positive. It was later concluded that individuals are easily influenced by their groups, which also influences their individual productivity.
Maslow's Hierarchy of Needs
Abraham Maslow, a very well known psychologist created Maslow's Hierarchy of Needs which covers the few things humans need to overcome and achieve self-actualization. The way needs is defined in this particular topic is very important, a need is particularly a psychological or psychological deficiency that a person wants to satisfy. In order to move up levels in the Hierarchy of Needs, one needs to satisfy or complete the lowest level, and once completely, move up another level each time. When certain needs aren't met, an individual can be having personal problems within their life that can affect their work efficiency. An example is, if the individual is losing sleep due to working overtime, they will tend to work a lot slower in comparison to an individual satisfied with the amount of sleep they have gotten. As seen in the image on the left hand side, one needs to satisfy the lower levels in order to reach to the top - which is self-actualization. The levels are physiological, safety, social, esteem and as previously stated, self-actualization. Aside from the five levels, Abraham Maslow's theory is based on two separate principles, one being deficit principle and the second being progression principle. Deficit principle is basically a need that is satisfied but is not a motivator of behaviour. Progression principle which basically relates to the five levels in the Hierarchy of Needs, a need at any level of the Hierarchy is only activated when the level below is satisfied. Maslow's theory suggests that if managers pay close attention the needs of individuals within their workplace, and each individual is mentally stable, they are able to preform more efficiently.
McGregor's Theory X and Theory Y
Douglas McGregor created the theories, Theory X and Theory Y (assumptions about human nature that guide our thoughts), which was heavily influenced by the previous two theories - Maslow's Hierarchy of Needs and the Hawthorne studies. McGregor divided individuals within the workplace in two categories, either Theory X or Theory Y. Theory X assumes that individuals dislike working, lack ambition, are irresponsible and prefer to be led and follow. Whereas, Theory Y believes that individuals are willing to work, accept responsibility, are self-directed and creative. McGregor believes that managers dealing with individuals of either theory can produce self-fulfilling prophecies. Self-fulfilling prophecies occur when a person acts in ways that confirms another's expectations. Managers who lean towards Theory X assumptions, behave in a "command-and-control" way that takes away each individuals personal say. When individuals are treated in a Theory X way, the individuals following their orders usually become passive, dependent, and reluctant - they will only do what they are told to do, due to lack of control and ability to put in an input. Theory Y is the complete opposite of Theory X, managers with a Theory Y perspective tend to act in "participative" ways which let the individuals working under them have more job involvement, freedom and responsibility. Theory Y relates to Maslow's Hierarchy of Needs because when the individuals are given more space to complete their tasks, they can satisfy esteem and self-actualization needs. The individuals working through a Theory Y perspective tend to work with more initiative and performance in comparison to Theory X workers. The problem with McGregor's Theory is that not all employees work well under Theory X or Theory Y, so the manager needs to analyze which theory is better applied to which individual. (Focus on what each individual personally needs, rather than focusing on the majority or a group!)
Argyris's Theory of Adult Personality
Chris Argyris created a theory called "Theory of Adult Personality" which heavily focuses on human nature - in similarity to Maslow's and McGregor's theories. Argyris believes that when individuals are treated in a positive manner and as responsible adults, companies will work more efficiently with more productivity. He believes that when job responsibilities are expanded, individuals feel as though they have a say, and have a higher chance of reaching self-esteem and self-actualization. Argyris believes that when individuals within a workplace are given the opportunity to participate and have relationships, they will work better due to their comfortable work environment. He heavily believed that people within the workplace should be treated like mature adults rather than little kids that are being bossed around.
Anitha Uthayakumar
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