SOC227H5 Lecture Notes - Lecture 5: Hawthorne Effect, Job Satisfaction, Group Dynamics
Document Summary
Early hr management (hr- adding human resource to work) Taylor and fordism weren t solving industrial problems. Us 1900s taylor and fordism negative aspects: Coercive management techniques: coercive because harsh penalties, discipline, piece rate system etc. Utilitarian motivation: higher level of strikes, problems in production system. Neither did it bring down conflict between managers and ees, nor did it increase productivity. Normative approach: try to find ways to get ees become interested in the work by minimizing alienation. Let ees invest in one big corporate world let them work hard and increase production by minimizing alienation in terms of control, strictness, etc. Output productivity level didn t increase by technical conditions increase output by changing technology. We need to look at human techniques at workplace. Motivating humans which will increase job satisfaction, cooperation and involvement at workplace. 1960s -1970s: advancement moving from hr to hr management. Give people more responsibilities, skills will be more productive.
