The Humanistic Approach in Management: Motivation and Communication
The Humanistic Approach
The humanistic approach emerged in the United States during the 1930s as part of the human relations theory. Its development was influenced by advancements in social sciences, particularly psychology, which focused on two key areas:
Job Analysis and Worker Adaptation
This initial stage prioritized productivity. Industrial psychology aimed to identify the human characteristics required for each task and scientifically select employees based on those characteristics.
Adapting Work to the Worker
This second stage shifted focus to the individual and social aspects of work. It emphasized studying worker and manager personalities, motivation, incentives, leadership, communication, and interpersonal relationships within the organization.
Human Relations Theory
Developed by Elton Mayo and his colleagues, the human relations theory (or humanistic school of management) arose as a reaction against the classical theory of management, which was perceived as dehumanizing. It aimed to address the negative impact of rigid and scientific methods on workers.
Origins of Human Relations Theory
Four key factors contributed to the emergence of human relations theory:
- The need to humanize and democratize management by adapting to evolving American lifestyles.
- The growing influence of human sciences like psychology and sociology, which highlighted the shortcomings of classical theory.
- The philosophical ideas of John Dewey and the dynamic psychology of Kurt Lewin, which significantly influenced Elton Mayo.
- The findings of the Hawthorne experiment (1927-1932), coordinated by Elton Mayo, which challenged the core principles of classical management theory.
The Hawthorne Experiment
Elton Mayo conducted a study to determine the impact of factors like lighting, hygiene, noise, and reduced work hours on productivity.
The First Experiment
Six employees were transferred to a special room with perks like breaks and reduced hours, resulting in increased productivity. Surprisingly, productivity remained high even after the perks were removed. The workers attributed this to the honor of being selected for the study.
The Second Experiment
Three years of interviews and questionnaires with 22,000 employees revealed worker resentment towards the company and the impact of worker mood on productivity.
The Third Experiment
Fourteen men in a bank wiring room were studied to assess the relationship between productivity and incentives. The group established its own output level, largely unaffected by company incentives, demonstrating the concept of a fair day’s work for a fair day’s pay.
Motivation
Motivation encompasses all factors driving behavior towards a goal. It is influenced by impulses, desires, and needs. Two key premises highlight its importance in the workplace:
- Human behavior is motivated.
- All behavior is goal-directed.
Motivation is crucial for business success, influencing employee behavior, service quality, productivity, and overall efficiency.
Motivating Factors
Understanding employee motivation is essential for effective management. Motivating factors can be categorized as:
- Social and Cultural: Varying based on social, cultural, or national context.
- Individual: Differing based on personal needs and ambitions.
Tips for Motivating Employees
Effective motivation requires understanding individual and cultural differences. Employees generally have two sets of needs:
- Basic and Primary Needs: Sufficient income and job security.
- Secondary Needs: Social and psychological needs like self-actualization, power, and recognition.
Secondary needs become relevant only after basic needs are met. Common motivational techniques include:
- Money and Material Rewards: Addressing basic and some secondary needs.
- Employee Participation: Satisfying psychological needs and fostering a sense of belonging.
- Rewarding Work: Enhancing job variety and responsibility.
Creating a positive work environment and fostering strong relationships through activities like trips and social events can also boost motivation.
Communication and Business
Effective communication is vital for efficiency, coordination, and organization, while poor communication can lead to delays, misunderstandings, and conflicts. Communication involves the transfer of decision-making premises, ideas, feelings, and values.
Functions of Communication within Organizations
- Informal communication
- Establishing programs to achieve organizational objectives
- Providing information to activate programs
- Motivating individuals to implement programs
- Feedback and control
Types of Communication
Formal Communication
- Verbal Communication: Can involve formal filters like secretaries.
- Written Communication: Memos for internal communication and letters for external communication.
- Records and Reports: Formalized information sharing.
- Manuals: Guiding procedures for new staff.
- Course Documents: Records requiring multi-departmental review.
Informal Communication
- Communication outside the organization between employees.
- Rumors spread among staff.
- Cliques.
Communication Flow
- Vertical: Downward (boss to subordinate) or upward (subordinate to boss).
- Horizontal: Among staff at the same level.
Barriers to Communication
- Deformation: Semantic problems related to language and interpretation.
- Filtration: Manipulation of information based on the sender’s intentions.
- Overload: Excessive information flow.