HUMAN RELATIONS THEORY by ELTON MAYO

A connection between two or more  people, groups of people organizations and countries can be known as Human Relations

after the second world war, we can be seen a different approach in organizational studies when there was only talk of Scientific Management which mainly focused on productivity, efficient division of labor and workers as an extension of machinery.

In 1950, There was a change with the introduction of the Human Relations Theory

This movement  saw workers in a different manner which can be seen as thinking begins with needs, who liked to get attention.

companies realized that attention motivated employees and even allowed them to get more outcome for the benefits of the organization.

In order to Mayo's Theory he has came to the following final conclusions ;

• Individual employees must be seen as members of a group;
• Salary and good working conditions are less important for employees and a sense of belonging to a group;
• Informal groups in the workplace have a strong influence on the behaviour of employees in said group;
• Managers must take social needs, such as belonging to an (informal) group, seriously.

Mayo's SOFT  HR TRICKS

The way that the employees think and work is not only influenced by rules, procedures  and requirements  forced by management.

Attention, respect, interest shown  and interpersonal relationships are just as important. these kind of human interactions trigger an emotional sense in employees, which is often refereed to as a person's soft side.

Soft model aims to make  a conductive  and potential work environment that includes people /human resource to work effectively. According to this model people are inspired to work. Commitment and participation are highly expected in the work place  within this model. 

Naturally people tend to work and behave without any supervisory order or authority , command or force within this model.

soft models sees employees as valued assets and as a source of competitive advantage  through their commitment, adaptability and high level of skills and performance.

COMPARISON OF HARD AND SOFT MODEL OF HRM 

HARD MODEL( CONTROL )	SOFT MODEL ( COMMITMENT)
* Tradition view of management	* Modern view of management
* More control & supervision	* Self guided employees
* Commitment cannot be seen	* High commitment of employees
* Related to bureaucratic model	* Related to human relations
* More hierarchical structure	*Flatter structure
* Team work is hardly seen	* Team work is fully used
* Employees are treated as workers	* They are treated as values assets
* Skills & competencies are not highly valued and recognized	* They are highly valued and recognized
* Culture management is not expected	* Culture management is practiced
* Achieving objectives of the organization is the sole aim	*Attempts to achieve the objectives of the organization and those objectives of its employees