At the turn of the 30s of the 20th century, the first preconditions for the creation of a new school of human relations began to form in the West, which would complement the developments of the classical and scientific schools of management. There is a need to create qualitatively new forms of management based on interpersonal relationships with the use of psychology and sociology. Each enterprise within the framework of this theory was considered as a separate social system. The purpose of the new methodology was to prove the importance of the human factor as the main and main element of effective labor organization, as well as to shift the focus from work management to personnel management.
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 on work motivation at the Western Electric Hawthorne plant in Illinois from 1927 to 1932, came to the conclusion that good working conditions, advanced ideasproduction, material incentives and high wages are by no means always a guarantee of high labor productivity. During the experiment, it became clear that employees have not only physiological, but also psychological, social needs, the dissatisfaction of which leads to a decrease in productivity and absolute indifference to work. The Mayo School of Human Relations proves that employee performance is influenced by such things as relationships in the group and the attention of management personnel to problems in the team.
The forces that arise in the course of business relationships between people often exceed and exert more powerful pressure on employees than the orders of management. For example, employees in the group tacitly set their own standards of behavior, performance standards, often colleagues were more worried about the approval of the team than wage increases. It was customary in the groups to ridicule the upstarts who exceeded the generally accepted standards, as well as the "nets" who worked poorly and underperformed.
The E. Mayo School of Human Relations recommended that, in order to increase labor productivity, psychological measures be taken to improve the microclimate in the team, improve relations between entrepreneurs and employees, treat a person not as a machine, but taking into account his personal qualities, such as mutual assistance, ability to cooperate, sociability.
School of Behavioral Sciences
The next stage in the development of the concept of human relations was the science of human behavior (behaviorism). The School of Human Relations and Behavioral Sciences provided answers to new questions, it helped to maximize the inner capabilities of each person and give an incentive to maximize work efficiency. R. Likert, K. Argyris, F. Herzberg, D. McGregor became the key figures in the behavioral direction. Their research focused on aspects such as motivation, leadership, power, social interaction, sociability and the quality of the daily working life of workers.
The determining factors of the new behavioral management model were the following: employee awareness of their capabilities, satisfaction with the results of work, expressed in the common goals and interests of the team, social interaction. And on the part of the management, the school of human relations and behavioral sciences focused on the psychology of the employee's behavior during the labor process, depending on motivation, communication with colleagues, the authority of the manager and leadership in the team.
