A human resources supportive approach

Professor Elton Mayo is accredited for the foundation of research that the human relations approach is built on. Mayo conducted the Hawthorne Studies to prove the importance of people vs. The researchers concluded that when employees felt that they were involved in a supportive group where each of their work mattered equally, they were more productive, which is now referred to as the Hawthorne Effect. As the human relations approach began to become more and more accepted, employees felt as though they were being encouraged to participate in work and began to think that what they were working on had value, which in turn caused them to become more motivated and productive, which ultimately resulted in a high quality of production.

A human resources supportive approach

And one more approach to study organizational behavior is Interdisciplinary Approach. Human Resources Approach This approach recognizes the fact that people are the central resource in any organization and that they should be developed towards higher levels of competency, creativity, and fulfillment.

People thus contribute to the success of the organization. The supportive approach contrasts with the traditional management approach. In the traditional approach, managers decided what employees should do and closely monitored their performance to ensure task accomplishment.

In the human resources approach, the role of managers changes from structuring and controlling to supporting. Contingency Approach The contingency approach sometimes called the situational approach is based on the premise that methods or behaviors which work effectively in One situation fail in another.

For example; Organization Development OD programs, way work brilliantly in one situation but fail miserably in another situation. The strength of the contingency approach lies in the fact it encourages analysis of each situation prior to action while at the same time discourages the habitual practice of universal assumptions about methods and people.

The contingency approach is also more interdisciplinary, more system — oriented and more research-oriented titan any other approach. The higher the numerical value of this ratio, the greater the efficiency.

Productivity is generally measured in terms of economic inputs and outputs, but human and social inputs and outputs also are important. For example, if better organizational behavior can improve job satisfaction, a human output or benefit occurs.

In the same manner, when employee development programs lead to better citizens in a community, a valuable social output occurs.

Systems Approach The Systems Approach to OB views the organization as a united, purposeful system composed of interrelated parts.

A human resources supportive approach

This approach gives managers a way of looking at the organization as a whole, whole, person, whole group, and the whole social system. In so doing, the systems approach tells us that the activity of any segment of an organization affects, in varying degrees the activity of every other segment.

A systems view should be the concern of every person in an organization. The clerk at a service counter, the machinist, and the manager all work with the people and thereby influence the behavioral quality of life in an organization and its inputs.

Managers, however, tend to have a larger responsibility, because they are the ones who make the majority are people oriented.

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The role of managers, then, is to use organizational behavior to help build an organizational culture in which talents are utilized and further developed, people are motivated, teams become productive, organizations achieve their goals and society reaps the reward.

Inter-Disciplinary Approach Organizational behavior is an integration of all other social sciences and disciplines such as psychology, sociology, organizational theories etc.

A human resources supportive approach

They all are interdependent and influence each other. The man is studied as a whole and therefore, all disciplines concerning man are integrated.Nov 11,  · The Human Relations Approach The human relations and human resources approach may sound like they're similar, but they are actually very different!

Knowing the difference between the two will be beneficial to you when applying for jobs, and working at your first real job. The Human Relations Approach was discovered in the early 's when people. Human Resources • Protect employees • Provide safe and supportive working environments Commitments Valuing Human Rights and Diversity encourages its employees to take an ethical approach in everything they do.

The FR Group views diversity as a key differentiator for its business. By supporting women's advancement. An approach of people concern is based on the belief that human resources are uniquely important in sustained business success.

An organization gains competitive advantage by using its people effectively, drawing on their expertise and ingenuity to meet clearly defined objectives. A major characteristic of the human resource management traditional approach is the focus on functional activities and process orientation.

Traditional human resource management is also control oriented and tries to attain organizational goals by ensuring employees follow the rules and regulations to the letter. An approach of people concern is based on the belief that human resources are uniquely important in sustained business success.

An organization gains competitive advantage by using its people effectively, drawing on their expertise and ingenuity to meet clearly defined objectives.

A new approach to organizing Human Resources Management By Matthias Moelleney and his team of Master students at the HWZ University of Applied Sciences in Business Administration, Zurich.

4 Approaches to Organizational Behavior Studies Explained