Communications And Media Management

Human Relations Theory vs . Human Resource DevelopmentNameSubjectInstructor s NameDate of entrance Human Relations Theory vs . Human Resource DevelopmentUnderlying the governanceal leadership model is a set of assumptions ab veto introductory benignant of necessity or giving the glower to the pot side of organization . The people side of organizations came into its give in the 1930s , predominately as a result of the Hawthorne studies . These studies conduct to a new emphasis on the gentle means in organizations and increased paternalism by anxiety . In the belatedly fifties , managers attention was caught by the ideas of people like Abraham Maslow and Douglas McGregor who proposed that organization structures and management practices had to be altered so as to move out the abundant productive potential of the empl oyees (Goleman , 2001Abraham Maslow s framework for study merciful demand broad(a)y is especially prototypical to human resources that argon energetic of its implications in organizations since fulfillment of basic ask is fundamental to the pauperism of human beings . Maslow believes that basic inescapably argon arranged in a hierarchy according to their strength (Goleman , 2001The physiological ineluctably are at the top of the hierarchy because they tend to scag the highest strength until satisfied . These are the demand that must be met to sustain human life , for food and water , cloak and shelter (Rue , et al , 2004As soon as the physiological filmfully are satisfied , which varies from person to person , the next top of call for , security , becomes pre dominating . This need represents man s disposition to be free from danger in the present and in the future , or the need for self-preservation (Rue et al , 2004As these two groups of needs become satisf ied , affiliation or acceptance becomes the ! dominant need in the hierarchy .

This need represents the need of human beings to belong , to be accepted , to be liked , and to be respected by their friends (Rue , et al , 2004Perhaps the next level of needs , pry or recognition , explains why some Hawthorne studies became identify busters . It may be that after individuals achieve acceptance from their peers they palpate the need to excel in the group to gain the honour of their fellows (Rue , et al 2004Self-actualization , the last need in Maslow s hierarchy , is the rough difficult need to satisfy . Self-actualized personas commit achieved their potenti al that is , they fumes realized their full capability . Managers who enjoy managing satisfy this need by managing (Rue , et al , 2004With the most difficult need in mind , the attitudes of managers , as organizational leaders , toward their people are of primary importance (Goleman , 2001 . The studies carried out by Robert Blake and Jane mouton , the chou academics , and Dorwin Cartwright and Alvin Zander point out that leadership is not just to contrive a powerful set of management skills but to be able to work well with the subordinates too at the outsetRobert Blake and Jane mutton of Scientific Methods , Inc . developed a two-dimensional grid contract of leadership practices that managers can use...If you want to get a full essay, order it on our website: OrderCustomPaper.com

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