Disadvantages Of Human Relations Theory

Human relations theory has emerged in the early twenties in the USA in response to the Taylorism. This theory, as the Taylorism, has still the same goal which is to boost productivity. However, those two theories have so many different means to manage it.

I am going to deal with the effects of the human relation theory in some organizations.

Firstly, I shall explain why, according to some sociologists and economists, this theory could have some good impacts on organizations.

Secondly, I am going to deal with the limits, and maybe the disadvantages of this though.

Human relation theory improve the worker’s commitment within a company. Before explaining why, we should define what this theory means. On the contrary on Taylorism which focused

Indeed, they are so many managers or economists who say that this theory has some limits. Firstly, according to some economists, if you based you thinking on the experience, there is no link between productivity and worker satisfaction. Indeed, Keaveney and Neslon did not find a significant relation between productivity and worker satisfaction. Some economists alleged that sometimes a good productivity bring a worker satisfaction but never the reverse because if the employees are too happy, they will be easily absent minded or more likely to chat with their colleagues. Secondly, the Scientific Management remains the best theory to check commitment. Indeed, it can keep a carful watch on absenteeism or productivity of an employee. For economists as Fisher, Human relation theory fails to be a very scientific work because it supposes to define what happiness means, and we have to agree on ethical presuppositions. Moreover, so many companies are carrying on nowadays to enforce Taylorism theory and give very specifics tasks for a worker because it remains the cheapest and the most productive way to product. A good example is Macdonald’s. It is very easy to see that this company enforce the Taylorism for fulfill our