Human relations

Kyle Bruce, Chris Nyland

Research output: Chapter in Book/Report/Conference proceedingChapter

Abstract

As ritualistically conveyed in management and organization studies textbooks, the Human Relations ‘school’ of management (HRS) is understood to have emerged from investigations into human association in the workplace by Elton Mayo and his associates between 1924 and 1932 at the Hawthorne plant of Western Electric. The HRS is said to have brought people’s social needs into the limelight and thereby increased their capacity for ‘spontaneous collaboration’ at work. This perspective, however, has been challenged by a growing body of scholars who have demonstrated that HRS provided employers with an authoritarian management model that held employees are irrational, agitation-prone individuals whose demand for better wages and working conditions was symptomatic of a deep psychosocial maladjustment. This perspective enabled employers to monopolise authority in the workplace and justify this monopoly on the grounds that workers lacked the rationality required to participate in management decision-making.
Original languageEnglish
Title of host publicationThe Oxford handbook of management
EditorsAdrian Wilkinson, Steven J. Armstrong, Michael Lounsbury
Place of PublicationOxford
PublisherOxford University Press
Chapter3
Pages1-19
Number of pages19
ISBN (Print)0198708610, 9780198708612
DOIs
Publication statusPublished - 2017

Publication series

NameOxford handbooks
PublisherOxford University Press

Keywords

  • Human Relations school of management
  • Elton Mayo
  • John D. Rockefeller Jr
  • Hawthorne
  • management

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  • Cite this

    Bruce, K., & Nyland, C. (2017). Human relations. In A. Wilkinson, S. J. Armstrong, & M. Lounsbury (Eds.), The Oxford handbook of management (pp. 1-19). (Oxford handbooks). Oxford: Oxford University Press. https://doi.org/10.1093/oxfordhb/9780198708612.013.3