Essay research on Mayo and McGregor theories and Hawthorne studies
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Date
Essay research on Mayo and McGregor theories and Hawthorne studies
Comparison
After the Hawthorne experimented in connection to the Elton Mayo and the subsequent behavior, there are human relation approaches in management that developed. With the new considerations, the end goals for the management stayed the same. However, the unique aspect indicated that satisfied workers were more productive compared to the workers that felt antagonized by the organization that they worked for (Burke, 2017). McGregor and Mayo describe his idea introducing the humanistic approach from a business perspective. He explains that the employee should be thought of as ambitious and self-motivated and able to exercise self-control. He emphasized placing trust in the employee’s ability that had escaped the management thoughts.
They describe that workers are unable to find a satisfactory outlet where they can express personal problems and their dissatisfaction in life. The problem described by Bernstein (2017) was that managers thought that the answers to the technical questions were in mechanical efficiency even when the answers were on human and social. They recognize the contribution by Hawthorne experiments on the formal, strict rules and procedures that were from the informal approaches and the groups that had their base in the human emotions, problems, sentiments, and interaction.
Contrasting
| McGregor | Elton Mayo |
| Describes the humanistic approach in the business perspective, illustrating employees to be thought of as self-motivated and able to possess self-control. | Mayo and Hawthorne’s experiments are seen as a realization of the effects of human relations. Mayo’s role is seen in the public relations popularization of the observed trials. |
| McGregor’s approach is less descriptive on human relations and discussed them intending to change the management view. He believes that the leaders should cooperate with the advisors in the management of the organization. | The study is more descriptive. |
The article by Őnday (2016) describes some of the human relations described by Mayo and McGregor. First, the open lines of communication are essential in the nursing workplace. They are very vital in the leaders practicing human resource management, and having practical communication help ensure that all the employees are on the same page and that they feel motivated and more valued at work. One of the best approaches to communication is mirroring other people’s strategy as they are more likely to respond to those who have a similar approach to them.
The article also describes conflict resolution by managing individuals that differ in personality and type in goals, and that can make a universal agreement difficult if it is not easy to achieve. Therefore there must be a better way to resolve conflicts. The leader helps the team to work together in a more civilized manner. This will ensure that the work is done in a timelier manner. When there arise dissents, the leader must be able to take individual perspectives into account and make the people feel heard and understood (Őnday, 2016). After synthesizing the information presented, then the leader should work with all the parties and come up with a solution.
In conclusion, the style of the interpersonal contributed by McGregor is concerned with the human relationship and the requirements that are accepted in the management responsibility towards the worker’s welfare. This is one of the Mayo and McGregor ideas in the broader audience that is accustomed to viewing employees, not as a burden.
Reference
Bernstein, E. S. (2017). Making transparency transparent: The evolution of observation in management theory. Academy of Management Annals, 11(1), 217-266.
Burke, W. W. (2017). Organization change: Theory and practice. Sage publications.
Őnday, Ő. (2016). Human resource theory: From Hawthorne experiments of Mayo to groupthink of Janis. Global Journal of Human Resource Management, 4(1), 95-110.