L5M1 LO1.3

Question 1

Explain the ‘Human Relations’ approach to management using examples from the scenario to support your answer.

Answer 1

“A people focussed approach which developed mainly as a reaction to the de-humanising aspects of the classical approaches to organisational behaviour and management. These classical approaches such as scientific management and bureaucracy involved increased impersonalisation and standardisation of work roles and thus workers were becoming alienated. The human relations approach focuses on satisfying the human factors in the workplace and looks at the organisation as a social system.”

Mayo’s findings included the following:
* That there were positive benefits to be gained by allowing workers the opportunity to talk about their feelings and concerns.

• Mayo also found that productivity and morale appear to be affected positively when a group are given more attention and provided the opportunity for consultation.

Likert’s System IV Management Model 1967
* We can also refer to Likert’s System IV Management Model 1967) which highlights the importance of a participative management approach in a social group setting in order to help satisfy the psychological and social needs of employees. Likert argues that this approach can positively affect performance in the workplace by encouraging goal-setting, decision-making and problem-solving.

We can also consider Neo-Human Relations Approaches such as:
McGregor’s Theory X and Theory Y styles of Management
* McGregor’s Theory X assumes that people need micromanaging and be offered a reward or incentive to work, are lazy and avoid responsibility. Whereas his preferred Theory Y assumes that people take pride in their work, need a participatory management style and are self-motivated.

Another Neo-Human Relations Approach and model we can consider is:
Maslow’s Hierarchy of Needs
* Maslow used his model to show how important human relationships are in helping individuals to realise their full potential. It is a triangular hierarchical model starting with basic biological and physiological needs, then next, to fulfil our desire for safety, progressing to belongingness, then esteem (achievement, status) and finally to Self-Actualisation (personal growth & fulfilment)

Other suggested answer content to consider could include:
* Consultation can lead to the creation of self-governing teams and good co-operation with management.
* Self-governing teams have a strong sense of identity which can lead behaviour to become orientated toward the work group’s interests rather than the organisations.

Question 2

Explain 5 different metaphors that can be used to describe an organisation.(20marks)

Answer 2

1)Brain
2)Organism
3)Culture
4)Machine
5)Psychic prison
6)Political system

My answer:

1. The machine metaphor: This metaphor views the organisation as a machine with different parts working together to achieve a common goal. The focus is on efficiencyand productivity in order to achieve maximum output. Organisational system theories that use this metaphor include the scientific management theory developed by Frederick Taylor, which emphasises the importance of standardisation and efficiency in production processes.
2. The organism metaphor: Thismetaphor views the organisation as a living organism, where different parts work together to maintain balance and adapt to the environment. This metaphor emphasises the need for flexibility and adaptation to survive and thrive. Organisational system theories that use this metaphor include the contingency theory, which suggests that there is no one best way to organise, but rather it depends on the situation and environment that the organisation is in.
3. The brain metaphor: This metaphor views the organisation as a brain, where different departments are like different parts of the brain, all working together to make decisions and solve problems. This metaphor emphasises the importance of communication and collaboration between departments in order to make effective decisions. Organisational system theories that use this metaphor include the systems theory, which suggests that organisations are made up of interconnected parts that all contribute to the overall functioning of the organisation.
4. The psychic prison metaphor: This metaphor views the organisation as a prison, where employees feel trapped and unable to express themselves. This metaphor emphasises the need for change and innovation in order to break out of old patterns and ways of thinking. Organisational system theories that use this metaphor include the transformational leadership theory, which suggests that leaders should inspire and motivate employees to think outside the box and challenge the status quo.
5. The culture metaphor: This metaphor views the organisation as a culture, where shared values, beliefs, and norms shape the behaviour of employees. This metaphor emphasises the importance of creating a positive and supportive work environment in order to achieve high levels of employee engagement and productivity. Organisational system theories that use this metaphor include the cultural theory, which suggests that organisations have distinct cultures that influence the behaviour of employees.