essay about human relations

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1.S: What is Human Relations? (Summary)

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Chapter Summary

• Human relations is an important part to our career success. It is defined as relations with or between people, particularly in a workplace setting. Because a company depends on good human relations through its organizational structure, developing these skills is important.
• Technology has greatly impacted human relations because so much of our communication occurs without the advantage of seeing body language. This can result in miscommunications. Many workers telecommute to work. There are advantages and disadvantages, a more notable disadvantage being the lack of human, face-to-face contact.
• There was an evolution in human relations study. In the classical school of management, the focus was on efficiency and not on human relations.
• Employees began to unionize in the 1920s due to lack of positive human relations, and therefore the behavioral school of management was created. During this time period, researchers began to focus on the human relations aspect of the workplace. One of the major theories developed was the Hawthorne effect, which determined that workers were more productive when they were being watched and cared about by researchers.
• During the 1950s, the behavioral science approach looked at management techniques as a way to increase productivity and human relations.
• In the 1960s and beyond, sophisticated tools allow researchers to analyze more data and focus on the statistical aspects of human relations and management data.
• Personality is defined as a stable set of traits that can explain or predict a person’s behavior in a variety of situations. Our personality affects the way we interact with others. Our personality comes from both environmental factors and some factors we are just born with (nature).
• Values are the things we find important to us. If our values conflict with another’s, there may be a miscommunication or other issues.
• Attitudes can be favorable or unfavorable feelings toward people, things, or situations. Our attitudes have a great impact on each other. If one person has a bad attitude, it is likely to be contagious. We can do many things to change our attitude, but all include making a conscious effort to be aware of our negative thoughts and feelings.
• Perception refers to how we interpret stimuli such as people, things, or events. Our perception is important to recognize because it is the driving force behind our reaction to things.
• Heredity, needs, peer group, interests, and expectations all influence our perception. A halo effect or reverse halo effect can also influence our perception.
• Self-esteem is defined as the opinion one has about their value as a person. This is different than self-confidence , which refers to the belief someone has in themselves. Both are important determinants to career and human relations success.
• Self-efficacy is the confidence someone has to carry out a specific task. Self-confidence and self-efficacy can come from a variety of sources.
• Self-image is how you think others view you, while projection refers to how your self-esteem is reflected in others.
• The Johari window is a tool to look at our own self-esteem and learn how others view us. The Johari window involves the open area, hidden area, blind area, and unknown area .

Chapter Exercises \(\PageIndex{1}\)

• What surprised you most about the adjectives your friend chose?
• What are some ways you can make your hidden area more open? What are the advantages to doing this?
• How do you think this exercise relates to your self-esteem?
• How can the information you gained about yourself apply to positive human relations?

The Johari Window

Psychology of Human Relations

(2 reviews)

Stevy Scarbrough, Umpqua Community College

Copyright Year: 2023

Publisher: Open Oregon Educational Resources

Language: English

Formats Available

Conditions of use.

Learn more about reviews.

Reviewed by Hannah Adams Ingram, College Chaplain and Instructor of Religion, Franklin College on 2/6/24

The content is helpful and easy to understand. There are assignments and discussion guides in the appendices, but there is not an index or glossary. read more

Comprehensiveness rating: 4 see less

The content is helpful and easy to understand. There are assignments and discussion guides in the appendices, but there is not an index or glossary.

Content Accuracy rating: 5

From what I can tell, the content is straight-forward and accurate.

Relevance/Longevity rating: 5

There is a relevant chapter about culture and diversity.

Clarity rating: 5

I have decided to use this for a first-year seminar because the format is straight-forward and can be used to teach how to read and annotate a textbook.

Consistency rating: 5

Modularity rating: 5

This is a predictable format that seems appropriately chunked for assignments.

Organization/Structure/Flow rating: 5

This book has a logical flow, though for my own purposes, I will likely use isolated chapters out of order, and that seems like it will work just fine.

Interface rating: 5

The interface works.

Grammatical Errors rating: 5

I have not noticed errors.

Cultural Relevance rating: 5

Seems diverse in examples so far.

I will be trying this book out in a course.

Reviewed by Mary Ann Woodman, Adjunct Professor, Social Science, Rogue Community College on 10/3/23

This OER covers most areas included in a Psychology of Human Relations Course: self-concept, behavior, personality, emotions, perceptions, managing stress, conflict, workplace. It offers a thorough consideration of communication skills, a... read more

This OER covers most areas included in a Psychology of Human Relations Course: self-concept, behavior, personality, emotions, perceptions, managing stress, conflict, workplace. It offers a thorough consideration of communication skills, a noticeable emphasis on cultural awareness, and workplace relations. The textbook lacks content regarding friendship, dating, marriage, parental relationships, and global consciousness, which is frequently part of a human relationship course. The text does not include an index or glossary.

This resource contains accurate, up to date material with high accuracy of information regarding the subject matter introduced.

Relevance/Longevity rating: 4

The relevance of the material is current and ensures longevity of use. It would be advisable to have auxiliary materials such as audio-visuals, real life stories exemplifying the principles and concepts introduced, as well as some opportunities for creative and critical thinking skills.

The content is clear, lucid, and uses terminology very easily understood by the reader.

The format is very consistent and easy to follow. The use of terms, such as self-concept, personality, emotional intelligence, culture and so forth are uniform throughout the textbook. The structure of the assignment portion remains consistent as well: purpose, learning objectives, time needed and instructions.

The content material is arranged with subheadings for all ten chapters. It could easily be rearranged to align with the learning objectives of a course on the Psychology of Human Relations. There are no large blocks of text without subheadings.

The structure has a clear organization and flow to it and could be rearranged according to specific instructional methodology. For example, conflict resolution could be coupled with communication skills; and personality with self-concept. The assessment suggestions and discussion tasks in the appendix align very well with the content material, as do the links to additional resources.

Interface is in tack without distortions of images and charts making for ease in navigation without confusion or distraction. Audio-visuals have not been included in any of the chapters which would greatly enhance the use of this resource.

Correct, accurate grammar is presented throughout the entire text.

Cultural Relevance rating: 4

The material treats race, gender, sexuality, ethnicity, cultural relativism, diversity and equity with great sensitivity. The book includes an entire chapter on cultural diversity, plus a section on culture and personality, intercultural communication, diversity in the workplace and raises awareness of the role of bias in relationships. Examples from other races and ethnicities would add greatly to the topics, but overall outstanding emphasis given to equity, diversity and inclusion.

Power point slide presentations and audio-visuals would greatly enrich the content and learning styles of students taking a college course in human relations. The references and links to other open publishing articles, as well as surveys that engage students in an activity related to the content are greatly appreciated. The essay based suggested assignments and discussion questions enhance the material. The author also includes rubrics for consideration. Overall, this OER furnishes a solid foundation for designing a curriculum for a Psychology of Human Relations College Course or training employees at a Business for success in the workplace.

Table of Contents

• Chapter 1: Self-Concept
• Chapter 2: Cultural Diversity
• Chapter 3: Behavioral Change
• Chapter 4: Personality Development
• Chapter 5: Emotions
• Chapter 6: Perception
• Chapter 7: Interpersonal Communication
• Chapter 8: Stress
• Chapter 9: Conflict Resolution
• Chapter 10: Workplace Success
• Appendix A: Assignments
• Appendix B: Discussions

Ancillary Material

About the book.

Understanding human relations is a valuable skill for anyone entering into the job market. The aim of this textbook is to aid readers in understanding their own behaviors and the behaviors of others with the intent of engaging in positive interactions in personal and professional spaces.

About the Contributors

Stevy Scarbrough , Umpqua Community College

Contribute to this Page

Essay on Human Relations: Interpersonal and Organizational Applications

Week 1 Assignment

     It is known that human relations play a significant role in the life of any individual because any human activity is focused on providing services, and in some cases, relationships are more important for individuals than products. The term human relations can be defined as all types of interactions between human beings, including social and interpersonal relations (conflicts, cooperative work and group relationships), according to Barry L. Reece, Rhonda Brandt and Karen F. Howie (4).

The study of human relations can help to better understand how to achieve success in career. It has been found that it is very difficult to develop and apply the appropriate human skills needed in today’s workplace which is characterized as diverse workplace, based on teamwork.  The employees have to work with clients, customers, co-employees who vary in their age, values and beliefs, communication styles and cultural background, gender and social status. The study of human relations is associated with such behavioral sciences as sociology, psychology, anthropology, etc. However, the field of human relations not only defines problems, but helps to anticipate and resolve these problems, or avoid these problems. The study of human relations is important in personal and professional life because “this field emphasizes knowledge that can be applied in practical ways to problems of interpersonal relations at work and in our personal life” (Reece et al. 9). The major issues that can be discussed in the study of human relations include communication, motivation, self-awareness, self-acceptance and self-disclosure, trust and conflict resolution, according to Reece et al. (16). These issues can help in personal growth and development and in achieving the major organizational goals. Effective human relations combine the appropriate knowledge, personal experience, skills, and attributes.

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Elton Mayo’s Human Relations Theory For Management

Imagine working for an organization that has a rigid workflow. You aren’t allowed to suggest creative interpretations and there’s only…

Imagine working for an organization that has a rigid workflow. You aren’t allowed to suggest creative interpretations and there’s only one way to perform tasks. Wouldn’t you feel like a cog in a machine?

Everyone has unique needs and expectations. Every successful workplace culture embraces multiple perspectives, accommodates various expectations and fulfills the unique needs of employees. This management approach was first seen in the Human Relations Theory. Read on to see how this management approach changed the world of work.

The Rise Of Human Relations Theory

Defining characteristics of human relations theory, the need for human relations skills, putting the human relations theory into action.

To understand the human relations approach, we must first understand the context it emerged. The human relations movement emerged as a response to some of the limitations of scientific management theory. According to scientific management , there was a logic to actions and knowledge that boosted workplace motivation. In other words, efficiency was a result of operational, legal and administrative improvements.

At the time, Taylorism—scientific management advocated by Frederick W. Taylor—was the prevailing theory, which viewed workers as machines. It suggested that the best way for people (factory workers) to become efficient is to receive proper training and necessary tools. The human relations approach addressed these gaps by taking into consideration the social factors. It acknowledged that people’s perceptions, attitudes and expectations play a critical role in their workplace performance.

Elton Mayo, an Australian psychologist from Harvard University, developed the Human Relations Theory. He conducted a series of experiments, which are now known as Hawthorne Studies or Hawthorne Experiments. He concluded that people have unique preferences and can’t be treated as machines. Here are some of the key takeaways of the Elton Mayo Human Relations Theory:

Humans are complex and different factors influence their behavior

Group dynamics (team relations) influence job performance and output

Managers should understand that employees have unique needs and one size doesn’t fit all; communication is essential between managers and employees

People aren’t solely motivated by compensation; finding meaning in their work is important as well

Employees are more open to change when given the opportunity to participate

Therefore, the Elton Mayo Theory suggested that the workplace is a social system where multiple factors influence an employee’s performance. Most times, it’s psychological and organizations need to pay attention to these aspects for bringing about change.

Defining Characteristics Of Human Relations Theory

There are several characteristics that are common to the Human Relations Theory. Let’s look at them in detail:

Coordinating Process

Efforts are made to eliminate miscommunication so that people can establish trustworthy relationships and achieve organizational targets through greater efficiency. Emotional unity and coordination are instrumental in pursuing and achieving common objectives.

Job Satisfaction

In addition to economic needs, employers need to focus on social and psychological needs and expectations as well. There should be some non-monetary incentives as they not only boost employee morale but also increase employee retention. Such incentives further enhance productivity and efficiency.

Human Aspect

As we’ve already established, the Human Relations Theory was developed as a response to the scientific approach, moving toward the human aspect of management. It suggests that humane treatment is crucial for successful management. This means that employers should prioritize employee well-being within and beyond the workplace.

These characteristics of the human relations approach to management also suggest that employees should be happy and find meaning in the work they do. When employers identify and address basic needs, an individual’s willingness to work improves. This further improves productivity, contributing to business growth and profitability. Let’s see how people can benefit from the human relations approach.

The Elton Mayo Human Relations Theory showed that relationships are highly influential for human productivity. Employers and managers need to have a vast array of skills to effectively carry a human relations-focused workplace culture. Let’s look at the different skills needed for successful human relations:

Communication

At the core of the human relations approach to management lies strong communication skills. It ensures that everyone in the organization is on the same page. It encompasses all forms of communication—verbal, non-verbal and written. Whether it’s the eye contact you maintain with your audience during meetings or the emails you send, effective communication skills are a great way to convey your message and connect with others. Managers and team leaders should especially focus on sharpening these skills as it helps them drive teamwork and collaboration.

Conflict Resolution

It’s no secret that employees come from multiple walks of life. This further leads to diverse personality types, outlooks and goals all working together. There may be times when you don’t agree with someone’s perspectives and you have every right to respectfully disagree. This is why conflict resolution skills are important as they help people address and resolve issues in a civil manner. However, people need to keep an open mind and must allow for individual perspectives to be voiced. You must work towards a solution that everyone feels comfortable with and maintain harmony in the process.

Organization

One of the most important skills in the human relations approach, organization impacts all areas of work. Whether it’s your workflow or physical workspace, staying organized has several benefits. It helps you prioritize your work and manage your time better. It’s a key element in creating an efficient workflow. This further allows you to meet your deadlines and be productive. Organization is an important quality for team leaders as it allows them to juggle multiple priorities and complete tasks in an organized process.

By employing these skills, managers and team leaders can implement human relations management practices with greater efficiency.

Putting The Human Relations Theory Into Action

While the Elton Mayo Theory received recognition and credit for bringing several fundamental aspects of management to the forefront, it faced several criticisms. Theorists argued that it was another way to maximize business output. Nevertheless, it did emphasize the power of positive treatment of employees. If you want to put the Human Relations Theory into practice, consider these strategies:

Provide Context

Employees are often unable to see the bigger picture. As a result, it’s difficult for them to find meaning in their work. This can negatively impact employee morale and increase the risk of them quitting their jobs. Communicate the organizational mission, vision and objectives to remind employees of their contribution. Help them extract a sense of fulfillment from their tasks.

Collect Feedback

Communication is a two-way street. If you want to strengthen relationships, collaboration and efficiency, you need to hear others out as well. You can actively solicit employee feedback through surveys or one-on-one meetings. More importantly, you need to act on the feedback or insights you gathered. This helps establish trust as employees feel heard.

Identify Unique Needs

One of the core tenets of the Human Relations Theory is that every individual is unique. One size doesn’t fit all, which is why you need to understand individual perspectives and preferences. Understanding their motivation and work styles can help you tailor your management style. Say, for example, someone is a strong team player; help them collaborate with others on projects. In short, play to employee strengths for greater efficiency.

Offer Praise And Recognition

While monetary benefits act as strong motivators, they alone don’t suffice. You need to make your employees feel valued as well. Recognize or celebrate their hard work whenever possible. Effective recognition is honest and authentic, so make sure that you talk about individual achievements. The act of appreciation can be as simple as a congratulatory email or as big as a celebratory lunch.

Make Room For Bonding

We often interact and engage with coworkers because we’re required to. However, interpersonal relationships need not necessarily be transactional. You can explore other topics of conversation that aren’t limited to ‘shop talk’. For example, you can ask someone about their day or their hobbies. Connecting on a more personal level can help you bond better and establish lasting relationships. However, it’s important not to cross any boundaries and only talk about things your team is comfortable with.

As you can see, not only employees but also employers can benefit from the human relations approach.

Although the Elton Mayo theory was groundbreaking at the time, it’s impossible to imagine a workplace without considering social aspects in the modern world. As a manager, if you want to improve workplace performance and prioritize your team’s needs and expectations, Harappa’s  Managing Teamwork course is the solution! This team management course will not only help you collaborate with different team members but also handle conflicts with empathy, maturity and sensitivity. You’ll master the art of giving and receiving feedback and foster a team culture that helps everyone maximize their potential. Try Harappa to grow alongside your team!

Explore Harappa Diaries to learn more about topics such as What Is A  Performance Review ,  Max Weber Theory Of Bureaucracy , What Is  Cooperative Learning  and  Management By Objectives  and foster a team culture that helps everyone maximize their potential.

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Human relations: identity and cultural expression, human relations at workplace vs. productivity, popular essay topics.

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Communication and Its Value in Human Relations Essay (Critical Writing)

There is no use denying the fact that communication is a very important part of human relations. It helps to share some feelings and emotions and discuss some problems in order to find good solutions. That is why, sharing personal information is extremely important for the development of professional relations. Under these conditions, it is also vital to understand main factors which influence the character of conversation between people and the way in which this influence is manifested.

There is no use denying the fact that the greater number of common interests people have, the more lively conversation can be. In other words, if the information, which is going to be shared, is interesting for all interlocutors, communication will be more productive. Additionally, there is a great number of other factors which also influence interpersonal relations and disclosure. These factors are age, social status and gender. There is no use denying the fact that it will be easier to organize communication between representatives of the same sex, age and status because they will have more common interests and as a result the level of trust will be higher.

However, one more fact, which influences communication and disclosure, should be mentioned. It is the environment and conditions under which communication takes place. In other words, comfortable environment and favorable conditions can lead to the appearance of feeling of comfort. That is why, a person will feel himself/herself relaxed and more chances for disclosure will appear. The factors which influence the appearance of these feelings can be light, size of the room or even furniture.

With this in mind, it is possible to say that the issue of disclosure is very important for the development of good relations between people. Besides, there is a great number of different factors which have significant influence on this issue.

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IvyPanda. (2020, August 15). Communication and Its Value in Human Relations. https://ivypanda.com/essays/communication-and-its-value-in-human-relations/

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Advancing social justice, promoting decent work ILO is a specialized agency of the United Nations

The ILO Declaration on Fundamental Principles and Rights at Work , adopted in 1998 and amended in 2022, is an expression of commitment by governments, employers' and workers' organizations to uphold basic human values - values that are vital to our social and economic lives. It affirms the obligations and commitments that are inherent in membership of the ILO, namely:

• freedom of association and the effective recognition of the right to collective bargaining;
• the elimination of all forms of forced or compulsory labour;
• the effective abolition of child labour;
• the elimination of discrimination in respect of employment and occupation; and
• a safe and healthy working environment.

Read the full text of the Declaration

Follow-up to the Declaration

The commitment is supported by a Follow-up procedure. The aim of the follow-up is to encourage the efforts made by the Members of the Organization to promote the fundamental principles and rights enshrined in the Constitution of the ILO and the Declaration of Philadelphia and reaffirmed in the 1998 Declaration.

This follow-up has two aspects based on existing procedures:

• The Annual follow-up concerning non-ratified fundamental Conventions will entail merely some adaptation of the present modalities of application of article 19, paragraph 5(e), of the Constitution.
• The Global Report on fundamental principles and rights at work that will serve to inform the recurrent discussion at the Conference on the needs of the Members, the ILO action undertaken, and the results achieved in the promotion of the fundamental principles and rights at work.

There is a third way to give effect to the Declaration, the Technical Cooperation Projects which are designed to address identifiable needs in relation to the Declaration and to strengthen local capacities thereby translating principles into practice.

Annual Review under the follow-up to the Declaration

Member States that have not ratified one or more of the fundamental ILO instruments directly relating to the principles and rights stated in the Declaration, including the Protocol of 2014 to the Forced Labour Convention, 1930 , are asked each year to report on the status of the relevant rights and principles within their borders. The reporting process provides governments and social partners with an opportunity to state what measures have been taken towards achieving respect for the Declaration, as well as to note impediments to ratification of the relevant instruments and areas where assistance may be required.

On the basis of the governments’ annual reports and observations by employers’ and workers’ organizations, the International Labour Office prepares and updates country baselines , which serve as a starting point to evaluate the extent to which the fundamental principles and rights at work are given effect in practice. The baselines also aim at facilitating the governments’ future reporting obligations.

• See all country baselines under the 1998 Declaration Annual Review

Five Fundamental Principles and Rights at Work

Freedom of association and the right of collective bargaining

Elimination of forced or compulsory labour

Abolition of child labour

Elimination of discrimination at work

A safe and healthy working environment

Integrated Strategy on Fundamental Principles and Rights at Work 2017-2023

The teeth of the ILO - The impact of the 1998 ILO Declaration on Fundamentals Principles and Rights at Work