Organization Theories and the Human Relations Theories

Question: Organization theories and the Human Relations theories. In what way are the two sets of theories compatible with each other? In what way are they in conflict with each other? How might both these theories be useful in understanding organizational phenomena and organizational actions? Use real-world examples to illustrate your analysis. Answer: Introduction The classical organization theory is the combination of the scientific management, bureaucratic and administrative theory. Frederick Taylor stated the scientific management theory in the year 1917 (Hatch Cunliffe, 2013). The theory consists of four basic principles (Bybee, 2013): to observe the best way one can perform the task, Rank each person in each task, Use reward and punishments as key motivating steps for the workers, The management deals with the planning and control. Max Webers bureaucratic theory emphasized the importance of the division of labor (Hatch Cunliffe, 2013). The administrative theory is given by Mooney and Reiley (1931) which states that there exist a set of principles that will be applied to all the organization (Jiang et al., 2012). Human Resource theories explain the behaviors and structures of the management can result in the change of the employee behavior (Jiang et al., 2012). Acting upon the basic understandings of the Organizational behavior and HR theories, the small business owners can minimize the number of workers and thus, result in the increase in creativity and productivity (Hudson, 2015). The classical organization and the human resource theories are the management theories that are used even today. Both the theories are compatible with each other and the points of compatibility and differences have been discussed in brief below. Classical organization theory and Human resource theory compatibility There are several points where Organizational theory and Human resource theory are compatible with each other. Some of the points are discussed below (Hudson, 2015): Both the theories make use of different subjects: Organizational behavior and human resource theories are the combinations of several fields of sciences that include psychology, economics, political science, medicine, engineering, anthropology and many others (Marion Gonzales, 2013). For example study of medicine helps in understanding as to how the long- term stress affects the health of the employee (Bybee, 2013). Organizational functions: The HR theory states two points- The job performance and the increase in motivation of the workers (Hudson, 2015). Henry Fayol has stated that workers perform smoothly only when the management is working smoothly. This theory helps in laying down the main functions of management i.e. Planning, Organization, managing and controlling (Shafritz Ott Jang, 2015). Employee motivation: The classical theory and the human resource theory both the theories lay emphasis on the employee motivation (Hatch Cunliffe, 2013). Employee motivation will result in the efficient functioning of the organization. The human relations theory emerged with the belief that people desire to be a part of a team where there is the opportunity to grow and develop (Shafritz Ott Jang, 2015) Conflicts between Classical approach and Human relations approach Human relations theory laid its emphasis on the value the employee is creating and it also includes the needs and contribution of the employees (Hudson, 2015). Classical theory laid its emphasis on the good of the organization. The classical Management approach was developed to handle the problems that were arising in the factories (Jiang et al., 2012). The Approach found the way of managing and performing the task. The approach laid down certain standard method for doing the job and people were given training and worked more like machines (Shafritz Ott Jang, 2015). The approach states that to do the good job the worker's economic needs should be attained (Hudson, 2015). This thought is derived by the Adam Smith in his book named economic theory which stated that nature of the humans is rational (Hatch Cunliffe, 2013). Thus, the employee needs motivation in monetary terms. The Human Relations theories focused mainly on human workings and increasing the productivity of the work (Marion Gonzales, 2013). This Approach uses Maslow's hierarchy of needs which reflects that every human being has some needs that affect his performance and motivation. The needs that affect the performance of the workers are as follows: Physiological, safety, social, esteem and self- actualization needs (Bybee, 2013). Classical theory can establish the harmony in the organization by using the principles of commanding, planning and controlling (Bybee, 2013). This is why many big organizations follow this method. On the other hand, Human Relations Approach lays emphasis on the personnel management and leads to the better performance amongst the workers (Hatch Cunliffe, 2013). Classical organization theory and human resource theories are useful in understanding organizational phenomena and organizational actions The Organization conceptions and principles that are followed by the classical organization thus have a practical value in the organization (Jiang et al., 2012). The Human resource theory can turn into an advantage for the organization. Nowadays emphasis is being made on making the workforce competent and motivated to understand their role and deliver best results for the organization (Hudson, 2015). There are various motivating factors for the workers such as Incentives, promotions, job enrichment and job empowerment (Jiang et al., 2012). The employees of an organization play a very vital role. The Maslows theory is still used in the organization and forms the basis of motivational schemes in an organization (Bybee, 2013). The focus should be laid on employee motivation which results in high performance in the organization. However, even today human resource theory and the classical organization are being used by every organization ("Human Relations Management Theory Basics", 2011). The big organization such as General Motors, Ford Motor, Dell, Johnson Johnson, and Microsoft or the small organization all follows the theories of human resource and classical organization ("Human Relations Management Theory Basics", 2011). The companies create work division with response to the quality of the work the workers are provided the incentives and other benefits, on the other hand, human resource conducts the induction program for the employees, motivates employees to work hard. Reference Bybee, J. L. (2013). Usage-based theory and exemplar representations of constructions. InThe Oxford handbook of construction grammar. Hatch, M. J., Cunliffe, A. L. (2013).Organization theory: modern, symbolic and postmodern perspectives. Oxford university press. https://www.business.com/management-theory/human-relations-management-theory-basics/ Hudson, J. R. (2015). Theories of management. Jiang, K., Lepak, D. P., Hu, J., Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms.Academy of management Journal,55(6), 1264-1294. Marion, R., Gonzales, L. D. (2013).Leadership in education: Organizational theory for the practitioner. Waveland Press. Shafritz, J. M., Ott, J. S., Jang, Y. S. (2015).Classics of organization theory. Cengage Learning.