...Positive human relations functions are the basis for leadership success. Success for positive interactions in human relations is based on strong communication skills (GCU, 2014). Employee human relations and organizational human relations are developed at work. Therefore, human relations can be defined as the study of human behavior at work and an effort to take action in operating situations in order to produce better results. However, the art and science of human relations was not formally dealt with until the second half of the 19th century. Workers’ needs were beginning to be addressed at that time. Development of the human relations theory happened in six stages. The stages are classical thinking, systematic development, teaching and practice, refinement, decline, and evolving (Razik & Swanson, 2010). Stage 1 or the Stage of Classical Thinking happened Pre-1930’s. This stage states that human behavior is determined by economic needs and goals. Incentives contribute to the necessities of life and replenishment in the workforce. It is also thought that human problems are what stand in the way of productivity (Razik & Swanson, 2010). In today’s schools, teachers are incentivized by higher wages and benefits. Additionally, teachers are sometimes paid stipends for work with students after hours. Stage 2 or Systematic Development took place between the years of 1930-1950. The majority of modern human relations theory and practice developed during this...
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...Human relations are important in achieving success working with others. The skill of effective communication and the ability work well with people is a key to successful human relationships. If a company p creates a work environment where the employee gets what they want and the company prospers they have created a win-win work environment. This will lead to a successful a business and a positive working environment. A supervisor must know the total person he is employing. They must realize that the employees have a life outside of work and it will at times affect his job performance. The understanding that can be provided to the employee can make that employee feel appreciated and mainly understood. There are many things that can be done to improve human relation skills smiling, calling people by their names, admitting fault and making a sincere apology, helping other out with a positive attitude, being optimistic and most important is think before react or say something. A major challenge in a human relations job is managing a crisis situation. Balancing multiple priorities is a major cause of stress, noted Amy B. Ferguson, former strategic counsel to Louisiana Economic Development and now principal, Ferguson Freelance, New Orleans. “The most stressful part is coaching a client to achieve balance between the internal need to act thoughtfully and strategically and the external pressures of the media’s never-ending news cycle,” Ferguson said. “This was particularly true...
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...Human Relations A human relation in its broadest sense covers all types of interactions among people-their conflicts, cooperative efforts, and group relationships. It is why our beliefs, attitudes, and behaviors sometimes cause relationship problems in our personal lives and in work-related situation. A human relation emphasizes the analysis of human behavior, prevention strategies, resolution of behavioral problems, and self-development (Reece/Brandt, 2008). Back in the day the restructuring of America from an industrial economy to information economy has had a profound impact on human relationships. Living in an age in which the effective exchange of information was the foundation of most economic transactions meant to make major life adjustments by keeping up with the ever-changing technology (Reece/Brandt, 2008). With the information economy came less interpersonal contact like face-to-face meeting and a firm handshake because everything now will be either be either handled by video conference or Internet and signed by an electronic signature. One of the most significant developments in the age of information has been the increased importance of interpersonal skills just to name a few like changing work patterns that create new opportunities and new challenges, organizations are increasingly oriented toward service of clients, patients, and customers, workplace incivility is increasingly a threat to employee relationships. The technical ability is not enough to archive...
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...Human Relations Theory: The foci of human relations theory is on motivation, group motivation and leadership. At the centre of these foci are assumptions about relationship between employer and employee. * they were academic, social scientists * their emphasis was on human behaviour within organisations * they stated that people's needs are decisive factors in achieving an organisation's effectiveness * they were descriptive and attempted to be predictive of behaviour in organisations A 'motive' = a need or driving force within a person. The process of motivation involves choosing between alternative forms of action in order to achieve some desired end or goal Reasons which develop the motivation according to managers assumptions Reason1: Study of the physical surroundings (lighting level) on productivity of workers. Control group and experimental group previously had similar productivity before study began Control Group = constant lighting level Experimental Group = varied lighting level Both groups productivity increased - even when experimental group was working in dim light Reason2: Still analysing effect of physical surroundings (rest, pauses, lunch break duration, length of working week) on output Output increased even when worsening conditions Hypothesis was now that it was the attitudes of subjects at work and not the physical conditions. This gave rise to the 'Hawthorne Effect' - employees were responding not so much to changes in the...
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...The Ten Commandments of Human Relations 1. Speak to people. There is nothing as nice as a cheerful word of greeting. Speaking to other people is the best way to gain relationship, and greeting is the best way to start a good conversation. 2. Smile at people. It takes 65 muscles to frown; only 15 to smile. Smiling will give the impression of being open to relationship and expressing to everyone that you are a kind person. Nobody will dislike a kind person, except for those who are insecure. 3. Call people by name. The sweetest music to anyone’s ears is the sound of his own name. Never call a person in a pig or etc. it is great insult and it would damage your reputation of being a good friend. 4. Be cordial. Speak and act as if everything you do were a genuine pleasure. Be thoughtful and don’t be pretentious, just enjoy the conversation. 5. Be friendly and helpful. If you would have friends be friendly. Being friendly and helpful will help you build and strengthen your relationship with others. 6. Be genuinely interested in people. You can like everybody if you try. Never judge a person, because no matter how bad he looks or act, there is light inside his or her heart, and that light protects the kindness left to that person. 7. Be generous with praise; cautious with criticism. It is simple. If you have nothing good to sat, just shut your mouth. 8. Be considerate with the feelings of others. It will be appreciated. Do not be a...
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...Second, I have learned some useful toolkit such as 360-degree feedback, S.M.A.R.T, H.A.R.D, and self-regulation. S-M-A-R-T and H-A-R-D I have learn S-M-A-R-T goal before, but H-A-R-D was a new concept for me. S-M-A-R-T goal means goal setting should comply with principle of specific, measurable, attainable, relevant and time-base (Taylor 2011). We will benefit form applying S-M-A-R-T goal to our HR course learning and HR profession, because S-M-A-R-T goal narrow down scope and enhance effectiveness of goal. When it comes to H-A-R-D, namely heartfelt, animated, required and difficult (Mind Tools, n.d.). Combining these two strategies allow us to maintain goals and also easily to measure it. As HRM Perspective Form perspective of human resource management, motivation can be very beneficial for overall organization. One things worth to mentioning that was motivation factor. Sometimes employees are not seeking money as the motivation; they want self-actualization, job promotion or vocation. So as HRM perspective we need to know the ways of enhance motivation for employee; providing appropriately motivation to employee...
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...Human Relations in Management Human relations are defined as the art of using systematic knowledge about human behavior to improve personal, job, and career effectiveness. (DuBrin) Employees must frequently work together on projects, communicate ideas and provide motivation to get things done. Developing good human relations skills adds to the organizational effectiveness of a business. Employers that challenge and engage their employees are more likely to retain and attract qualified talent and adapt to meet the needs of a changing marketplace. Human relations begin with self-understanding. This concept can be divided into two sides: public self and private self. The public self is how a person wants the outside world to see them, while the private self is how a person really is. To get an understanding of self you need to consider six sources of information. General information about human behavior, informal feedback from people, feedback from superiors, feedback from coworkers, feedback from self-assessment quizzes, and the Johari window. While the first five sources are self-explanatory, the last one may not be familiar. The Johari window is a grid showing how much information you know about yourself as well as how much other people know about you. It is divided into four regions: what is known by the person about him/herself and is also known by others (free area), what is unknown by the person about him/herself but which others know (blind area), what the person...
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...Human Relations, communication, and interaction with others are key components to effective educational leadership. These are the foundation as to what leadership lies upon. This continues to be important in education, as accountability in schools and its workers are constantly being increased. In order to work well within the organizational environment of a school, superintendents, coaches, teachers, parents, community members and students must be able to communicate in a variety of effective modalities (Razik & Swanson, 2010). These modalities gives school leaders the tools that they need to make effective decisions that can improve a school and all it’s components. Without an understanding of human relations and how it pertains to communication, this cannot happen. The increased use of technology has changed these interactions to a great extent, it is important that up and coming leaders are familiarized with these shifts; so they can communicate effectively with those they work with. Empowerment- Empowerment is a huge proponent of human relations. It is imperative that educational leaders allow their staff and stakeholders to feel empowered in order to make those powerful decisions that can shift how a school is run. “When teachers build collaborative partnerships, they are empowered to foster more democratic ideals and embody transformative classroom practices such as inquiry, reflection and critique” (Razfar, 2011, p. 27). At my school that was recently redesigned, all...
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...04hofstede (ds) 27/8/02 1:46 pm Page 1 Human Relations [0018-7267(200211)55:11] Volume 55(11): xx–xx: 028921 Copyright © 2002 The Tavistock Institute ® SAGE Publications London, Thousand Oaks CA, New Delhi Dimensions do not exist: A reply to Brendan McSweeney Geert Hofstede In January 2001 Human Relations invited me to write a response to an article by Brendan McSweeney which was a critical examination of my 1980 book Culture’s consequences, to coincide with the forthcoming publication of the books’ second edition. I reacted enthusiastically, but my enthusiasm quickly faded away when I saw McSweeney’s diatribe. I pointed out that the appearance of a re-written and updated edition of my 1980 book would make many of McSweeney’s comments obsolete. Also, I reacted to his style, which I found unnecessarily abrasive. Human Relations decided to publish McSweeney’s article anyway, in a somewhat mollified version. My response to his comments follow below. The second edition of Culture’s consequences contains a section: ‘Support and Criticisms of the Approach Followed’ which reads as follows (endnotes omitted): The first edition of this book’s disrespect for academic borderlines paid off in a multidisciplinary readership. It also caused very mixed reviews: Some enthusiastic (e.g. Eysenck, 1981; Triandis, 1982; Sorge, 1983), some irritated, condescending, or ridiculing (e.g. Cooper, 1982; Roberts & Boyacigiller, 1984). I had made a paradigm shift...
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...Resolving Interpersonal Conflict I learned that I…am mainly an assertive person. There are certain situations that have happened in my life when I have been nonassertive. I have avoided some conflict with my husband because he can be aggressive and I would not respond with assertiveness. I realized that I…have had conflict with people of different dirty fighting techniques. What I didn’t realize is that there were names for fighting techniques. I have dealt with mainly blamers. They have usually been with men. I have also dealt with a few martyrs through my adult life. I discovered that I…do need to work on the “I” message more. I used to believe that if I used the word “I” message, I was being selfish. I might not have been using it correctly. After reading and learning the true meaning of the “I” message, I will practice it more. I was surprised that I…have used the Accommodating strategy in my past relationships quite often. I use the Compromising strategy now and would like to use the Collaborating strategy much more often. It will only happen if I am the only one willing to use it. I was pleased that I…have learned more about myself and how I resolve interpersonal conflict. I have also learned more about how people around me resolve conflict. I was displeased that I…discovered I have a tendency to feel guilty when I say no to someone. I am a natural caregiver and always want to help others. I need to learn to say no without the guilt and without...
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...LABOR AND HUMAN RESOURCES PLANS UNIT 5 INDIVIDUAL PROJECT AVON.MITCHELL SMITH CTU ONLINE MANAGEMENT OF HUMAN RESOURCES IN HEALTHCARE HCM670-1601B-01 INSTRUCTOR: HWANGJI LU MARCH 21, 2016 ORGANIZED LABOR AND HUMAN RESOURCES PLANS ORGANIZED LABOR AND HUMAN RESOURCES PLANS ABSTRACT Health care organizations are labor intensive; the costs of staff are about two thirds of total expenses. This makes human resources the most significant input component in delivery of health services. Heath professions occupations are highly fragmented by skills area. About 100 different types of positions are required to staff a general acute care community hospital. Acquiring and retaining a qualified work force are among the most significant tasks facing health care management (Longest & Darr). In this paper I will discuss what I have learned throughout this course, and develop a plan in the human resource...
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...points What is the first step in the communication process? Selected Answer: Correct encoding Correct Answer: Correct encoding Question 6 1 out of 1 points The company culture at Kimberly’s workplace is one of fun and creativity. She was told that she could paint her office any color she wanted. Kimberly wishes to evoke feelings of joy and cheerfulness. What color should Kimberly paint her office? Selected Answer: Correct Yellow Correct Answer: Correct Yellow Question 7 1 out of 1 points All of the following relate to body language except: Selected Answer: Correct paralanguage. Correct Answer: Correct paralanguage. Question 8 1 out of 1 points Tyson is a manager at a local human services agency. He wishes to enforce e-mail etiquette amongst his employees. What should his first step be? Selected Answer: Correct Create a written e-mail policy Correct Answer: Correct Create a written e-mail policy Question 9 1 out of 1 points The relative ranking of an individual in a group is called: Selected Answer: Correct...
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...are the advantages of maintaining good relations with the employees. 1. Reduced Absenteeism One reason, outside of illness, that employees are absent is stress, and the number one reason employees are stressed has to do with their relationship with their manager/supervisor. Management styles that are too authoritarian tend to promote high levels of absenteeism among employees also increase turnover, job burnout, and employee health problems such as backaches and headaches. Employees may also reduce turnover and absences when they begin to feel that working conditions are satisfactory and that they are becoming more successful in their jobs. 2. Improved Morale And Motivation The secret of creating a motivating employee review lies in the relationship between accuracy and money. The right combination provides with a highly motivated employee. Maintaining good Employee Relations creates an environment of trust and increases morale. This improves the motivation of the employee. A motivated employee is contagious and is beneficial for the growth of the company. 3. Harmony in The Organization Increase in the level of job satisfaction has a direct relation with the smooth workflow. There will be lesser arguments and more discussions. Employees will be ready to share information and help each other out. A good relation with the employee also inculcates discipline...
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...Advanced Human Resources Supervised by Dr. George Prepared by Mohamed Ihsan Roj Majid Lana Bapir Title Human Resources Challenges: In Relation to Terrorism & Migration Date of Submission 4th of November, 2015 Human Resources Challenges: In Relation to Terrorism & Migration In general, human resources management (HRM) is concerned with the personnel dimensions of an organization. There is a set of functions each Human Resources Management department must perform, in order to achieve its objectives. However, the most frequent human resources functions that any typical organization could have are; job analysis and job design, recruitment and selection of employees, employees’ training and development, performance management, compensation and benefits, labor relations, and finally managerial relations. These seven human resource areas and their associated functions contribute to the most common objectives of an adequate quantity of competent employees with high skills, abilities and knowledge that are requisite for satisfying the goals of an organization. HRM is facing a lot of issues due to the instable economy as well as local and international progresses that are occurring rapidly. In the Survey of Global HR Challenges: Yesterday, Today and Tomorrow, several challenges for HRM were revealed. This survey concluded that "despite national and regional differences, there was remarkable unanimity” and unveiled the following HRM challenges among...
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...Comparative Industrial Relations and Human Resource Management A Comparative Analysis of Employment Law and Labour Market Trends in Sweden and Canada 1.0 Introduction Employment law and labour market data form the basis for policy, procedure, and organizational structure. Federal and provincial legislatures create such policies and their influence trickle down to have a dramatic impact on human resource management. The purpose of this paper is to evaluate the most relevant Canadian and Swedish employment standards legislation and labour market data and in so doing, compare and contrast legislation in order to objectively examine the two countries. Canada and Sweden can be compared and contrasted in significant ways. Specifically, a review of labour law and labour market trends, including labour force demographics, minimum wage standards, parental leave, vacation time and hours of work is worthy of consideration as to determine the implication on human resource management. 2.0 Sweden and Canada Labour Program Expenditure Defined It is important to first establish background information of each country. Sweden’s labour standards and policies fall under the responsibility of the Ministry of Employment. The responsibilities are considered to be part of the welfare system which includes unemployment benefits, activation benefits, employment services, employment programs, and job development opportunities (Smucker, Axel Van, Michael & Anthony, 1998). Sweden, historically...
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