Analysis of human relations theory of management: A quest to re-enact people’s management towards peace in university system

SA Journal of Human Resource Management


 
 
Field Value
 
Title Analysis of human relations theory of management: A quest to re-enact people’s management towards peace in university system
 
Creator Omodan, Bunmi I. Tsotetsi, Cias T. Dube, Bekithemba
 
Subject — crisis management; human relations theory; people’s management; Relationship
Description Orientation Research Purpose: In response to social unrest that has eaten deep into the fabric of the University system in Nigeria, this theoretical paper is positioned to respond by examining the Human Relations Theory of Management (HRTM) as a suggestible solution to the management of the incessant students’ oriented crisis in the system. The theory was argued towards exposing the dividends enjoy by organisational stakeholders emanating from the outcome of the Hawthorne study.Research approach and Finding: The study adopted literature and observations as a research approach, while theoretical analysis was employed to interpret and make sense of HRTM. The analysis was considered from its evolutionary point of view; the development of Human Relation Theory of Management, the contributions of Jacob Moreno’s stoichiometry and McGregor’s Theory X and Y. I further argued and justified that the assumptions of the theory such as; belongingness, inclusiveness and recognition, an informal or formal social group within a workplace, development of affinity in workplace, motivation, and communication are the roadmap to the people’s management. In the same vein, it becomes a useful tool for managing students’ unrest in Universities. The relevant of the theory to crisis management was equally exemplified, coupled with the development of a theoretical model to better simplify the nexus between HRTM and crisis management.Implication for Management: Observations were made based on the assumptions of the theory to respond to the vacuum HRTM supposed to have filled. The study conclusively recommends that; inclusive decision making, the committee system, motivation and communication should be paramount in managing the system to enable amicable relationships for better productivity, peace and relative tranquility.
 
Publisher AOSIS
 
Contributor
Date 2020-12-21
 
Type info:eu-repo/semantics/article info:eu-repo/semantics/publishedVersion — Theoretical
Format text/html application/epub+zip text/xml application/pdf
Identifier 10.4102/sajhrm.v18i0.1184
 
Source SA Journal of Human Resource Management; Vol 18 (2020); 10 pages 2071-078X 1683-7584
 
Language eng
 
Relation https://sajhrm.co.za/index.php/sajhrm/article/view/1184/2301 https://sajhrm.co.za/index.php/sajhrm/article/view/1184/2300 https://sajhrm.co.za/index.php/sajhrm/article/view/1184/2302 https://sajhrm.co.za/index.php/sajhrm/article/view/1184/2299
 
Coverage — — —
Rights Copyright (c) 2020 Bunmi I. Omodan, Cias T. Tsotetsi, Bekithemba Dube https://creativecommons.org/licenses/by/4.0