por What is the school of human behavior?
The school of human behavior applied to the administration, also known as the theory of the Neo human relationist, affirmed that individual behavior was a key factor in the administration and productivity in companies. For his followers, motivation is the best tool for both aspects to improve.
The school was born in a context of rejection of Taylorism. Faced with the approach of this work system, based on the scientific method and on an organization in which the workers acted practically like machines, the school of human behavior gave the greatest importance to the worker as an individual.
For this school, relationships in the workplace were the most important factor for organizations to be managed more effectively and productivity to increase. As a first point, it was necessary to know the causes of human behavior and, from there, develop changes that would increase motivation.
The satisfaction of the workers, the collaboration between them and the recognition of their work were three factors that the components of this school considered should be promoted. By managing to cover needs such as self-esteem, security or social esteem, workers would increase their commitment to the company.
Characteristics of the school of human behavior
This school placed the conduct of human beings as the main element of the administrative action of a company. For their followers, managers must assume the best practices in relations with their employees. In addition, they affirmed that motivation was the best way to improve productivity.
Importance of the individual
The worker as an individual had to be recognized as the central element of cooperative efforts. Thus, the school affirmed that any attempt to improve the administration should focus on the workers.
Among other aspects, his analysis included factors such as group dynamics, motivations, relationships between the components of a group or personal motives.
Eclecticism
The school of human behavior took a very eclectic stance. For his analyses, he used most disciplines of the social sciences, including sociology, anthropology, and psychology.
Being centered on individuals, the school was interested in temporal relationships and those that occurred within groups, both at work and outside.
Theory “X” and “Y”
In the development of the theory of human behavior there were two other theories that played an important role, the so-called theory «X» and theory «Y».
The author of both was Douglas McGregor, considered one of the most relevant theorists in the field of human resource management. Each of the theories described a form of behavior on the part of managers.
Theory «X» described the traditional model of employers, based on threats and considering workers inferior and lazy.
Theory «Y», on the other hand, described a type of employers who thought that their workers found their work satisfactory and that, therefore, they were going to strive to obtain the best results.
contributions
This theory was the author of contributions such as the encouragement of participation by workers or the suggestion of various systems to resolve conflicts that can occur in an organization. Likewise, it attaches great importance to the environment and the restrictions that affect behavior.
The theory also developed some techniques to control human relationships in order to help improve effectiveness. In general, this school tried to get the worker to participate as established in the «X» theory, which gave rise to a third theory, the «Z», in which the workers participated in the business objectives.
Already in the 1960s, followers of this theory promulgated the so-called management by objectives. It was a results-oriented approach. Each job position defined the results they were to achieve.
Leadership in this system should promote delegation and participation. The objectives set had to get the staff motivated.
Authors of the school of human behavior
Robert Owen (1771-1858)
Robert Owen was the manager of a textile company and equated the importance of workers (whom he called «vital machines») with that of the «inanimate machines» of factories.
Owen also showed that the money spent on meeting the social and personal needs of the workers was more than returned when they achieved the objective.
Elton Mayo (1880 – 1949)
This psychologist and professor of logical philosophy focused his work on studying the psychological effects on workers in relation to the conditions in which they carried out their tasks and how these affected production.
Among his conclusions, Mayo stated that if the workers were not listened to and treated as equals by their bosses, production dropped significantly.
Mary Parker Follett (1868-1933)
For this American psychologist, the motivations of the workers in their employment were the same ones that influenced their leisure time and tasks outside of work. The administrators were not to force them, but to coordinate the efforts of the groups.
Follet was the author of two new concepts within the school of thought: union and groupthink.
Chester I Barnard (1886-1961)
Although some authors do not include Chester I. Barnard within the school of human behavior, his contributions are considered by other experts as part of it.
His work focused on the logical analysis of the structure of organizations. Similarly, he applied certain concepts of sociology in administration.
Advantages and disadvantages
Advantages
The behavioral theory promotes the recognition of the merits of workers, which will cause them to feel important and become involved with the company.
On the other hand, when it comes to work groups, the followers of this theory attach great importance to communication. This should be understood as the one that occurs at work to improve team collaboration.
Furthermore, by showing that each person is different, it demonstrates that all workers cannot be treated as one mass, but require different considerations.
Finally, with this management method, the worker feels useful and that he is not just another cog in the gear. Thanks to this, the harmony between the employee and the company will be greater, which will result in an increase in production.
Disadvantages
One of the possible disadvantages of this management system is that, in the end, the workers are the ones who unconsciously determine production. Likewise, it may happen that they expect incentives to be more efficient. Another risk is that the administration itself becomes too informal.
Finally, some of his opponents warn of the danger of mania appearing in the behavior of workers.
References
Martinez Chirino, Carlos. Theory of human behavior in administration. Retrieved from gestiopolis.com Marín, Sandra. Focus on Human Behavior Mayo. Obtained from laadministracionsami2.blogspot.com Mining Safety. Theories of organizational behavior. Retrieved from revistaseguridadminera.com Wroblewski, MT Behavioral Organizational Theories. Retrieved from smallbusiness.chron.com Geektonight. What is Organizational Behavior?. Retrieved from geektonight.com Freedom Learning Group. Theories of Motivation. Retrieved from granite.pressbooks.pub CliffsNotes. Behavioral Management Theory. Retrieved from cliffsnotes.com