What are the main ideas and contributions of Mayo s theory of human relations?

1. It rejects the assumption of classical management theory on people, and proposes that workers are "social people" rather than "economic people". Workers are not passive, isolated individuals, and their actions are not motivated solely by the pursuit of money.

2. There are informal organizations in the enterprise. Mayo.

It is believed that in addition to formal organizations that clearly define the relationship and scope of responsibilities of each member in order to achieve corporate goals, as studied in classical management theory, there are also informal organizations. Formal organizations take efficiency as their code of conduct, and it ignores the emotional factors of workers, so it is easy to cause conflict, affecting the improvement of enterprise productivity and the achievement of goals.

Managers must pay attention to the role of informal organizations and pay attention to the logic of efficiency in formal organizations.

A balance is maintained between the emotional logic of informal organizations so that managers and workers can fully collaborate.

3. Improving worker satisfaction is to improve labor productivity.

The first condition is high satisfaction** for both material and spiritual needs. Mayo believes that among the factors that determine labor productivity, the first factor is the satisfaction of the workers, and the production conditions and wages are only second. The more satisfied the worker, the higher their morale and therefore the higher the productivity.

The important contributions of the theory of human relations initiated by Mayo et al. are mainly in four aspects: the discovery of the Hawthorne effect.

That is, all the effects caused by "being noticed"; Employees are social beings; There are informal organizations in the enterprise; The new leadership competency is about improving employee satisfaction.

Mayo argues that people's behavior is not simply motivated by the pursuit of money, but also by social and psychological needs, that is, the pursuit of friendship, security, belonging, and respect, the latter being more important. Therefore, we must first consider rational organization and management from the social and psychological aspects, rather than purely from the perspective of technical and material conditions.

Someone has asked it before.

The basic content of Mayo's theory of human relations includes the following 3 points:

1. Workers are social beings rather than economic beings;

2. There is an informal organization in the enterprise, and there is a major difference between the informal organization and the formal organization, in the formal organization, the efficiency logic is its behavioral norm, while in the informal organization, the emotional logic is its behavioral norm.

If managers only manage according to the logic of efficiency, and ignore the emotional logic of workers, it will inevitably cause conflicts and affect the improvement of enterprise productivity and the realization of goals. Therefore, management must pay attention to the role of informal organizations and pay attention to maintaining a balance between the logic of efficiency of formal organizations and the emotional logic of informal organizations, so that managers and workers can fully collaborate.

3. The new leadership is to improve worker satisfaction. Among the factors that determine labor productivity, the first factor is the satisfaction of workers, while the conditions of production and wages are only secondary. The higher the satisfaction of the workers, the higher their morale, the higher the efficiency, and the higher the satisfaction of the workers' personal needs, including not only material needs, but also spiritual needs.

Advantages: Mayo participated in the Hawthorne experiment and concluded that social and psychological factors have a significant impact on productivity.

Based on this, Mayo put forward three main viewpoints: "people are social beings", "productivity depends on the work attitude of employees and people's mutual relations", and "emphasis on the existence and role of informal organizations".

The theory of interpersonal relations is a transition from a classical theory to a modern management theory.

It marks the generalization and development of modern behavioral science.

Since then, Mayo's view of valuing people has developed into "people-oriented management".

The main practice is to introduce sociology and psychology into the field of study of modern management.

Second, the viewpoint of "social person" is the premise and foundation of "people-oriented management".

Third: pay attention to "non-important organizations".The main practice is used for the company's employee welfare.

For example, the establishment of a company or the encouragement of employees to form non-valued organizations, the use of employees' hobbies, etc., to enhance team cohesion.

If you do more research, I personally believe that the establishment of corporate culture was also inspired and influenced by the "emphasis on informal organizations".

Above. Disadvantages: While increasing the cost of enterprises, due to the emergence of various people-oriented policies, it is more difficult for enterprises to introduce and retain talents!

For manufacturing enterprises such as Foxconn, the trained employees are mainly based on assembly line operations, and the work done by employees is repetitive, so it is more effective to manage employees as robots than as social people!

The theory of interpersonal relations is an early pioneer of behavioral science and one of the founders of modern organizational behavior. The "Hawthorne Experiment" he created is a classic study of the theory of human relations; The theory of interpersonal relations put forward by him is an important content in the theory of organizational management and has had an important impact on the development of management. His major publications are:

"The Problem of Man in Industrial Civilization", "Factory Management and Worker Relations", "The Problem of Man in Industrial Civilization", "Research on Human Nature", etc.