Compare and Contrast the Human Relations and the Human Resources approaches to organizational communications

Students are to compare and contrast the Human Relations and the Human Resources approaches to organizational communications as portrayed in the assigned textbook.    Essay papers require a Cover Sheet that includes your name/student number,  Course Number (MGT 5106),  Title of Your Paper, and date of submission to upload to the Canvas Assignments tab.    Standard essay paper format to include an Introduction,  Body/Narrative, and Conclusion section.   In the Intro section of your paper, state the purpose of your paper and confirm that the assigned textbook was the primary source of info used to write the paper.   In the body/narrative of the paper, succinctly and pointedly compare and contrast the Human Relations and Human Resources approaches.   In the conclusion section of your paper, state whether one or the other approach appears to you to better explain organizational communications.   Total points available:  50.   Submit on/before the specified due date for this writing assignment.

When comparing and contrasting the Human Relations and Human Resources approaches to organizational communications, you should consider several key aspects. Here’s a breakdown of what to look at:

1. Historical Context and Development

• Human Relations Approach:
  • Originated in the early 20th century, notably with the Hawthorne Studies (1920s-1930s).
  • Emphasizes the importance of social factors and employee well-being in the workplace.
  • Key figures: Elton Mayo, Abraham Maslow, Douglas McGregor.
• Human Resources Approach:
  • Developed later, in the mid-20th century, as an extension and improvement of the Human Relations approach.
  • Focuses on optimizing employee potential and aligning individual goals with organizational objectives.
  • Key figures: Chris Argyris, Rensis Likert, Douglas McGregor (Theory X and Theory Y).

2. Underlying Assumptions about Employees

• Human Relations Approach:
  • Employees are motivated by social needs and seek job satisfaction.
  • Informal social structures within the workplace are crucial for motivation and productivity.
  • Communication should foster a supportive and cohesive environment.
• Human Resources Approach:
  • Employees are valuable resources capable of contributing meaningfully to organizational goals.
  • Emphasizes the potential for employees to grow and develop within the organization.
  • Communication should encourage participation, feedback, and the sharing of ideas.

3. Communication Patterns and Practices

• Human Relations Approach:
  • Vertical communication, often top-down but with some attention to upward communication.
  • Focus on interpersonal communication and informal networks.
  • Emphasis on fostering good relationships and addressing employee concerns to maintain morale.
• Human Resources Approach:
  • Multi-directional communication (upward, downward, horizontal).
  • Encourages open channels for feedback, discussion, and collaboration.
  • Focus on integrating employee input into decision-making processes and problem-solving.

4. Management’s Role and Attitude

• Human Relations Approach:
  • Managers should be approachable and empathetic, focusing on employee welfare and morale.
  • Role of management includes understanding social dynamics and creating a supportive environment.
• Human Resources Approach:
  • Managers should act as facilitators, mentors, and coaches.
  • Emphasizes the development of employees’ skills and their active involvement in organizational improvement.
  • Management’s role includes aligning individual aspirations with organizational goals.

5. Employee Empowerment and Involvement

• Human Relations Approach:
  • Limited to ensuring employees feel valued and satisfied to enhance productivity.
  • Emphasis on motivation through addressing social and emotional needs.
• Human Resources Approach:
  • Strong emphasis on employee empowerment and involvement in decision-making.
  • Encourages a participative culture where employees have a voice and their contributions are valued.

6. Outcomes and Objectives

• Human Relations Approach:
  • Aims to improve employee satisfaction and morale, which in turn enhances productivity.
  • Focus on reducing turnover and absenteeism by addressing human needs.
• Human Resources Approach:
  • Aims to maximize both employee satisfaction and organizational effectiveness.
  • Focus on achieving higher levels of innovation, efficiency, and employee development.

7. Criticisms and Limitations

• Human Relations Approach:
  • Can be seen as paternalistic, potentially underestimating employees’ capacities for higher-level contributions.
  • Sometimes criticized for focusing too much on social aspects at the expense of organizational goals.
• Human Resources Approach:
  • May be overly idealistic in expecting high levels of employee engagement and alignment with organizational goals.
  • Implementation can be challenging, requiring significant changes in management practices and organizational culture.

By examining these aspects, you can gain a comprehensive understanding of the differences and similarities between the Human Relations and Human Resources approaches to organizational communications.