Module two Reaction Paper
Chapter 3: Humanistic Approaches to Organizational Communication
Introduction
The Human Relations Approach
Shifts emphasis from structure, power, and individualization (classical) to individual needs and human relationships
The Human Resources Approach
Attempt to balance the extremes of the classical theorists and the human relations theorists
Organizations and Social Expectations
Highly educated and empowered workers entered the workforce
Advanced skills were highly valued, difficult to replace
Case Study: The Traitorous Eight
Owner of a Silicon Valley startup firm demanded that all employees take lie detector tests to prove honesty
Owner was strict disciplinarian, top-down manager who stifled employees
Gifted, creative employees were fed up and began to look for other opportunities – dubbed the ”traitorous eight”
Formed their own firm and developed the world’s first microchip
Why do you think the eight reacted in this way?
The Hawthorne Studies: The Bridge from Classical Theory to Human Relations
From 1927-1932 a series of industrial research studies were conducted at the Western Electric Company Hawthorne Plant
Looking for ways to maximize output and improve organizational efficiency
All but first study led by researcher Elton Mayo
The Illumination Studies
Designed to test the effects of lighting on worker productivity
Lighting was held constant for one group (control)
Lighting was increased and decreased systematically for the other group (experimental)
Productivity of both groups increased under all conditions
The Relay Assembly Test Room Studies
Small group of 5-6 women who assembled telephone relay systems were isolated
Various changes introduced:
Work hours
Number of days worked
Duration & number of breaks
Incentives
Temperature & humidity
Refreshments
Changes discussed with women ahead of time; general productivity and satisfaction increased regardless of changes
The Interview Program
In an effort to understand the unexpected findings of the first studies, interviews were conducted
Employees were more interested in talking about attitudes and feelings
The Bank Wiring Room Studies
Focus on the influence of social groups on production and work behavior
Observations of men in the bank wiring room indicated developed norms regarding productivity
Social pressures created norms in opposition to formal organizational goals
Implications and Explanations of the Hawthorne Studies
Mayo and his team theorized that social and emotion needs influenced productivity
Paying more attention to the workers caused changed in behaviors – now known as the Hawthorne effect
Supervisor attention to both context and people more likely to influence behaviors
Studies critically evaluated and questions but were a key factor in moving away from the machine metaphor
The Human Relations Movement
Shift from organizational standardization to emphasis on the individual worker
Theories emphasize worker communication
Suggests workers should be allowed to contribute voice and opinions
Abraham Maslow’s Hierarchy of Needs
Suggested that humans are motivated by a number of common basic needs, which should be met in a specific order
Frederick Herzberg’s Motivation-Hygiene Theory
Certain factors contribute to motivation or dissatisfaction
Dissatisfiers/Hygiene Factors:
Working conditions, interpersonal relations-supervision, salary, supervision-technical, company policy and administration
Satisfiers/Motivators:
Advancement, responsibility, work itself, recognition, achievement
Douglas McGregor’s Theory X and Theory Y
Represents the extremes of managerial assumptions
Theory X
Average man is indolent, lacks ambition, self-centered, resistant to change, not very bright
Theory Y
People are not passive by nature, managers should help recognize motivations, create conditions for goal achievement
Critical Thinking Questions - Needs
What fundamental elements must be present in a job to keep you from being dissatisfied?
What motivates you in the workplace?
What aspects in the workplace would be necessary to keep you happy and/or satisfied?
When would you seriously consider quitting a job?
In the workplace, are relationships or task accomplishments more important for you? Why?
Case Study: From Zero to Sixty in No Time Flat
Alan Deutschman’s book Change or Die (2007) highlights the case of General Motors
Plant employees were resistant to change and corporate leaders were trying to automate plant procedures
Workers stopped showing up to work, and the plant closed
Toyota offered to partner with GM, and they rehired the same people who lost their jobs when the plant closed
Immense improvements came as a result of union workers coming up with ideas to cut costs and improve quality
The Human Resources Movement
Attempt to balance the extremes of the classical and human relations theorists by empowering employees
Exploitation and manipulation were common in both classical and human relations movements
Provide environment to use resources for satisfaction and performance efficiency
Blake and Mouton’s Managerial Grid
To train managers in leadership styles to increase organizational efficiency and effectiveness
All managers should strive for team management
Likert’s System IV
Concern for coordinated efforts and effective communication developed four primary systems
Range from highly classical to highly participative
System I: Exploitive Authoritative Organization
System II: Benevolent Authoritative Organization
System III: Consultative Organization
System IV: Participative Group Organization
Ouchi’s Theory Z
An alternative to Theory X and Theory Y
Used cultural differences to understand behaviors
A set of principles through which Japanese models of organization can be adapted to American organizations
Critical Thinking Questions - Management
Why is it difficult to reach that “team management” status?
Is team management leadership always the best option? If not, when might others work best?
Context Matters
For-Profit Organizations
Scenario: Chaz notices top-down communication at his new workplace and makes steps to change that
Entrepreneurship – Small Businesses
Scenario: Maria changes her father’s dictatorial approach to business, and profits and sales increase
Nonprofit Organizations
Scenario: Jordan joins a nonprofit where the pay is less, but his satisfaction increases because of relationships
Government Sector
Scenario: New mayor Jeb changes the tone of meetings when he eliminates opportunities for discussion
Case Study: The Small Art & Craft Business
A small store worries that Walmart’s low prices will impact their ability to stay open
The small business thrived even as bigger stores offered products at lower prices, they never computerized their inventory, and didn’t create a website
Why did this business thrive?