Elton Mayo.
The Australian Elton Mayo (1880-1949) is perhaps one of the most influential thinkers on the motivation of employees and was the founder of the approach of "human relations" in the management.
In 1924, Mayo conducted a research in a factory in the Western U.S. Electrical Company. The initial goal: to detect the relationship between the lighting of the workplace and labor productivity. However, the conclusions were revolutionary finally arrived for the management.
The study concluded that more than enlightenment, it really impacted on productivity was sincere concern of managers about the performance of workers. In other words, in May found that employees working with more motivated if the management cared about their welfare. Thus, suggested that superior performance could be achieved through good communication and an emotional connection between employees and managers.
However, May saw the same job satisfaction, l a sense of being part of a team and recognition played a role more important than salary as motivating factors. Therefore, his advice to managers engage included greater employee relations on an emotional level. Thus was born the approach of "human relations" as a new paradigm of management.
All this was on in 1924!
I have the impression that many organizations have not taken the grapes that year.
In 1924, Mayo conducted a research in a factory in the Western U.S. Electrical Company. The initial goal: to detect the relationship between the lighting of the workplace and labor productivity. However, the conclusions were revolutionary finally arrived for the management.
The study concluded that more than enlightenment, it really impacted on productivity was sincere concern of managers about the performance of workers. In other words, in May found that employees working with more motivated if the management cared about their welfare. Thus, suggested that superior performance could be achieved through good communication and an emotional connection between employees and managers.
However, May saw the same job satisfaction, l a sense of being part of a team and recognition played a role more important than salary as motivating factors. Therefore, his advice to managers engage included greater employee relations on an emotional level. Thus was born the approach of "human relations" as a new paradigm of management.
All this was on in 1924!
I have the impression that many organizations have not taken the grapes that year.
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