- The Complete Research Material is averagely 67 pages long and it is in Ms Word Format, it has 1-5 Chapters.
- Major Attributes are Questionnaire, Data Analysis, Abstract.
- Study Level: BTech, BSc, BEng, BA, HND, ND or NCE.
- Full Access Fee: ₦6,000
Get the complete project »
CONCEPTUAL MEANINGS OF HUMAN RELATIONS
The concept of human relations is used today in organizations to denote a systematic body of knowledge devoted to explaining the behaviour of man in relations to task performance in organization. Onasanya (1990) defines human relations as the relationship between one person and another and a group of people within a community whether at work or social gathering. He went further to state that good human relations between executives and other staff will leads to an understanding which can generate cooperation and hence attainment of organizational productivity. The executive and subordinate staff will have to maintain sound relationship with people at different levels.
According to Hicks and Byers (1972), human relations is an integration of people into work situation in a way that motivates them to work together productively, cooperatively and with economic, psychological and social satisfaction. They went further to say that many factors influence a person’s behaviour and attitude such as age, sex, appearance, health, emotion, environment, education, religion, nationality and culture. They also influence reaction of others to the individual and moreso, frustration makes people to be disagreeable.
Amune (1988) defines human relations as the interaction of people into a work collectively, productivity and bring about social satisfaction. He went further on to define human relations as the study of human problem arising from organizational and inter-personal relation in industry especially with reference to the employer-employee relationship and the interaction between personal traits, group membership and productive efficiency.
Human relations in the view of Harding (1983) is an existing aspect of workers meeting new people of all kind, such meeting will broaden their own horizon and hopefully other people derive pleasure from meeting them. Jones et’ al (2005) assert that Human relations movement advocates the idea that supervisors are behaviourally trained to manage subordinates in ways that elicit their cooperation and increase their productivity.
The key element in human relations is its basic objective of making organizational members feel useful and important part of the system over all effort. This process is viewed as the means of building a cooperative and participative workforce.
DEVELOPMENT OF HUMAN RELATIONS
The advent of human relations movement began in the 1920 and 1930s with the observation of the short sightedness and incomptences of the classical approach to management that left out the human resource factor (Andrew, 1988). The human relations theorists led by Elton Mayo observed that scientific management principles were neither necessarily the most efficient nor did they work as intended, for it failed to understand that workers were also social beings with certain psychological needs. They believed that in addition to using the most appropriately designed methods to achieve productivity, organizations must consider the human aspect of work. In other words, when the workers needs are not considered even with the best tools, organizational goals may not be achieved.
Interpersonal relations particularly the feeling and attitudes within working groups were considered to be important. They hypothesized that people looked for the satisfaction of their social needs at work. Furthermore, the power and influence of groups, individual members was such that organizations could develop system and styles to try and satisfy people’s social needs in their workgroup.
The basis of the human relations movement was the integration of various disciplines i.e. industrial psychology and sociology, applied anthropology and social psychology and was concerned with the human problems which management encountered (Appleby, 1980). Gullerman (1966) defines human relations as a way in which people or employee who comprises the organization think about each other and deal with each other. Hence, with the development of human relations it became apparent therefore, that the workers could no longer be viewed solely as a factor of production, rather as human beings with wants, desire, attitudes and feelings, all of which were occurring during the same period also contributing to the growth of the human relations movement
You either get what you want or your money back. T&C Apply
You can find more project topics easily, just search
-
SIMILAR HUMAN RESOURCE MANAGEMENT FINAL YEAR PROJECT RESEARCH TOPICS
-
1. FACTORS RESPONSIBLE FOR THE DOMINANT PRESENCE OF ROMAN CATHOLIC CHURCH IN ODOZOR
» INTRODUCTION 1.1 Background of the Study Christian religion has come a long way with the first missionary station at Badagry in 1842. In 1857, the chu...Continue Reading »Item Type & Format: Project Material - Ms Word | 119 pages | Instant Download | Chapter 1-5 | HUMAN RESOURCE MANAGEMENT DEPARTMENT
-
2. THE EFFECT OF HUMAN RESOURCES ON THE PERFORMANCE OF GOVERNMENT ESTABLISHMENTS (A CASE STUDY OF MINISTRY OF FINANCE ENUGU)
» CHAPTER ONE 1.1 INTRODUCTION In the last couple of years, organizations especially in Africa have been hit with the undisputable fact that the creatio...Continue Reading »Item Type & Format: Project Material - Ms Word | 88 pages | Instant Download | Chapter 1-5 | HUMAN RESOURCE MANAGEMENT DEPARTMENT
-
3. TRAINING AND DEVELOPMENT OF HUMAN RESOURCES. A CRITICAL FACTOR IN BANKING OPERATIONS (A CASE STUDY OF FIRST BANK OF NIGERIA PLC.) ENUGU MAIN BRANCH
» CHAPTER ONE 1.1. INTRODUCTION PREAMBLE As man invented tools, weapons, clothing, shelter and language, the need for training because an essential ingr...Continue Reading »Item Type & Format: Project Material - Ms Word | 73 pages | Instant Download | Chapter 1-5 | HUMAN RESOURCE MANAGEMENT DEPARTMENT
-
4. PUBLIC INFRASTRUCTURE CAPACITY UTILIZATION ON MANUFACTURING GROWTH IN NIGERIA (2000-2010)
» CHAPTER ONE INTRODUCTION The purpose of this study is to analyze how public infrastructure and capacity utilization could aid manufacturing growth in ...Continue Reading »Item Type & Format: Project Material - Ms Word | 52 pages | Instant Download | Chapter 1-5 | HUMAN RESOURCE MANAGEMENT DEPARTMENT
-
5. IMPACT OF TRAINING AND DEVELOPMENT AND DEVELOPMENT ON EMPLOYEE RETENTION IN AN ORGANIZATION (A CASE STUDY OF FIRST BANK PLC)
» CHAPTER ONE INTRODUCTION 1.1 BACKGROUND TO THE STUDY Over the years, stiff competition among various organizations has made management of corporations...Continue Reading »Item Type & Format: Project Material - Ms Word | 60 pages | Instant Download | Chapter 1-5 | HUMAN RESOURCE MANAGEMENT DEPARTMENT
-
6. IMPACT OF EMPLOYEES DISCIPLINE ON WORK PERFORMANCE
» CHAPTER ONE INTRODUCTION 1.1 BACKGROUND TO THE STUDY One thing that makes a well planned human organization different from an unplanned one is the pre...Continue Reading »Item Type & Format: Project Material - Ms Word | 52 pages | Instant Download | Chapter 1-5 | HUMAN RESOURCE MANAGEMENT DEPARTMENT
-
7. AN EVALUATION OF ORGANISATIONAL CHANGE AND ITS IMPACT ON STAFF PRODUCTIVITY A CASE STUDY OF FRIST BANK PLC
» ABSTRACT The research provides an evaluation of organizational change and its impact On staff productivity. It elucidates the concept of organizationa...Continue Reading »Item Type & Format: Project Material - Ms Word | 52 pages | Instant Download | Chapter 1-5 | HUMAN RESOURCE MANAGEMENT DEPARTMENT
-
8. STAFF TRAINING AND DEVELOPMENT AS IMPORTANT TOOLS FOR ACHIEVING AN ORGANIZATION’S OBJECTIVE
» CHAPTER ONE 1.0 INTRODUCTION 1.1 BACKGROUND OF THE STUDY The human resources are the most dynamic of all the organization’s resources of all the...Continue Reading »Item Type & Format: Project Material - Ms Word | 70 pages | Instant Download | Chapter 1-5 | HUMAN RESOURCE MANAGEMENT DEPARTMENT
-
9. THE TRAINING OF MANPOWER DEVELOPMENT AND EMPLOYEE PERFORMANCE IN AN ORGANIZATION
» ABSTRACT The training of Manpower Development and Employee Performance in an Organization was studied with The Ministry of Finance in Akwa Ibom State ...Continue Reading »Item Type & Format: Project Material - Ms Word | 52 pages | Instant Download | Chapter 1-5 | HUMAN RESOURCE MANAGEMENT DEPARTMENT
-
10. THE EFFECT OF EMPLOYEE PARTICIPATION IN DECISION MAKING ON ORGANIZATIONAL PERFORMANCE
» CHAPTER ONE INTRODUCTION 1.1 BACKGROUND TO THE STUDY Participation of employee describes the involvement of employee in decision making which is conce...Continue Reading »Item Type & Format: Project Material - Ms Word | 80 pages | Instant Download | Chapter 1-5 | HUMAN RESOURCE MANAGEMENT DEPARTMENT