Explain and discuss human relations theory for maximizing organizational efficiency and effectiveness. Relate your discussion to the concepts of organizational humanism and the X and Y theories. Cite examples of how Helen Blue or Martha Green could utilize this approach at the Beacon Center?

Question

What will be an ideal response?

Answer 1

The workers behind the study that found the Hawthorne effect found technical rationality-the development of rational structures, procedures, and processes-is not sufficient to ensure maximum productivity. Social factors, they concluded, are as important as, if not more important than, technical factors in accomplishing organizational goals. They based this conclusion, which became the central proposition of a new theory, on their observation that productivity appeared to be related to worker morale and sense of social responsibility to the work group. The Hawthorne effect would likely be interpreted different by a Theory X manager and a Theory Y manager. Theory X would say the workers worked hard because they were being watched and knew they needed to behave well; theory Y managers would say the social factors of acceptance and positive reputation with coworkers and supervisors would have the greatest impact. The social workers at Beacon Center did indeed respond more cooperatively to Martha Green's democratic leadership than to Helen Blue's more authoritarian leadership. Furthermore, it appears that staff cohesion did "trickle down" to improve consumer satisfaction as well.