MAN 103 CHAPTER 1

Human relations is the interactions among people The goal of human relations is to create a win-win situation by satisfying employee needs while achieving organizational objectives. A win-win situation occurs when the organization and the employees get what they want. *When an employee asks What is in form me? that the employee is expressing his/her needs. *When a manager expects high level of performance from employees, he is identifying organizational objectives. *When employees and organizational goals align, performance tends to follow. *Creating a win-win situation applies to human relations at all levels, not just manager-employee relations The Total Person Approach: This approach realizes that an organization employs the whole person not just his/her job skills. People play many roles throughout their lives, indeed, throughout each day. E.g. Somebody may be an employee and a father, a fisherman, a football player in the same time. Q1: Give examples of different roles that support the total person approach, and explain how an individuals job performance may be affected accordingly. Behavior, Human Relations and Organizational Performance -The study of human relations looks closely at the way that people behave. -Behavior is what people do and say. Human relations fuel behavior. There are three levels of behavior -Individual, group and organizational, human relations take place at group and organizational levels. 1-Individual and Group level behavior

-For example, when an employee types a letter on a computer, he is dealing with individual behavior. -Group behavior consists of the things two or more people do and say when they interact -Individual behavior influences group behavior 2-Organizational level behavior -An organization is a group of people working to achieve one or more objectives. -As individuals and groups interact their collective behavior constitutes the organizations behavior -Thus, organizational behavior is the collective behavior of an organizations individuals and groups. E.g. An organization consists of people and departments, and the behavior is the collective one of all departments combined. Q2: Give two specific examples of your involvement in human relations, one positive an one negative. Also identify the level of behavior for each example. The Relationship between Individuals and Group Behavior and

Organizational Performance -Human relations has an effect on performance -Performance is the extent to which expectations or objectives have been met. E.g: If the objective of a production worker is to produce 100 widgets/day and if the employee produces 100 widgets, performance is at the expected level. However, some of the employees may produce this level some of them may not. -Performance is usually measured on a continuum contrasted by high and low levels of performance or ranked on a scale 1 through 10. -Same concept holds true for entire organization and it is a relative term. The systems effect: A system is a set of two or more interactive elements. The systems approach focuses on the whole system with an emphasis on the relationships between its parts.

-Systems effect: All persons in an organization is affected by at least one other person, and each person affects the whole group or organization. -The organizations performance is based on the combined performance of each individual and group. -To have high levels of performance, the organization should have high performing individuals and groups. -In this regard, individuals and groups are the building blocks of the organization. Relationship between behavior, Human Relations and Organizational Performance -These three are interrelated and effective -Just as people are the foundations of the organization, behavior and human relations are the foundation supporting performance. -If either is ineffective, performance will suffer Human Relations: Past Present and Future Early Years: Frederick Taylor and Robert Owen Frederick Taylor: He is also known as the father of scientific management focused on analyzing and redesigning jobs more efficiently which led the idea of mass production -They focused on production, not people -They were not in touch with human behavior, assuming that the workers always acted rationally and were motivated to simply by money, later these were to be found as false assumptions. Robert Owen: He was the first to understand the need to improve the work environment and the employees overall situation. -He believed that profit would be increased if employees worked shorter hours, were paid adequately and were provided with food and housing. Elton Mayo and Hawthorne Studies

According to the results of the Hawthorne Studies following discoveries were made; 1. The Hawthorne effect refers to an increase in performance caused by the special attention given to employees rather than tangible changes in the work. 2. Employees have many needs beyond those satisfied by money 3. Informal work groups have a powerful influence within the organization. e.g. Work group members can band together and decide the level of production regardless of managements standards and influence the group to produce at this level 4. Supervisor-employee human relations affect the quality and quantity of employee output. Employees who have positive relations with their boss are more productive than employees who do not like their boss. 5. Many employee needs are satisfied off the job. Managers do not always control the employees. 6. Employee relations affect employee performance. Employees meet social needs through their interactions with fellow employees. Current and Future Challenges in the 21st century *Globalization, change innovation and speed *Technology *Diversity *Learning and Knowledge *Ethics *Crisis Developing Human Relations Skills factors that motivate

-Through gaining a better understanding of the behavior and that of others in organizations, you will be more skilled at interacting with people and better prepared to anticipate and to eliminate human relation problems before they occur -As people develop his/her human relation skills, they are better prepared to deal effectively with specific human relation problems. Nine Human Relations Guidelines 1-Be optimistic: Most successful people are optimistic. Again, having a poor memory for failure leads to happiness 2-Be positive: Praise and encourage people. 3-Be genuinely interested in other people 4-Smile and Develop a sense of humor: A smile shows interest and caring. Relax, laugh and enjoy yourself. 5-Call people by name: Calling people by the name they prefer shows an interest in them and makes them feel important. 6-Listen to people: To truly listen we must honestly try to see things from the other persons point of view. 7-Help others: If you want to help yourself, you can do so only by helping others. Do not use people 8-Think before you act: Feel your emotions but control your behavior. Try not to do say things that you will regret later. 9-Create win-win situations: It is the goal of human relations. The best way of doing it is to help people to get what they want and vice-versa.