Good evening! Sharing the link to our video -- https://drive.google.com/file/d/19O_YkCQ1UnaDRqgGJ02xrkz436S-L0cC/view?usp=drivesdk
Hi Trina, Apol and Che,
I enjoyed and picked up valuable insights on how the HRM system came about and how it has evolved into the collaborative practice that we see in most organizations nowadays.
I certainly agree with the essence of developing group dynamics alongside systems to provide incentives that touch both lower level and higher level needs of individuals to create better organizations and increased productivity rates of employees. The working environment and people dynamics established within an organization will always pour out its effects to its clients, and good human relations will be important to maintain the direction, reputation, and growth of the organization.
I also think its challenging for a lot of organizations to truly achieve the ideals of the theories or view you've shared. We also have to consider the different personalities and perception that grow into an organization which can continously affect or change management styles. But it would really be great to be part of an organization that values collaboration and appreciation of every human factor that makes it whole.
Thanks for the learning! - Jaja
Thank you, Jaja! Agree with you that it is very challenging, especially for organizations with diverse members. Not sure if you've seen the movie Richie Rich? If my recollection is correct, one of the reasons behind the success of their family company was that they never fired employees. Because of the job security and perception of genuine kindness from their boss, employees felt very loyal to the company and performed well. I used to think unrealistic ito, but I recently learned about Next Jump, that espouses the same philosophy. It's very inspiring to read about it and the concept of Deliberately Developmental Organizations.
In reply to Felice Katrina Trio-Ranche
Re: The Human Relations Movement
Hi, and thank you to your group for sharing the different theories on the human relations movement. The economic and non-economic rewards definitely have their effect on motivation, albeit in varying degrees. Incentives, both tangible and non-tangible, mirror the hierarchy of needs as well. Bernard’s cooperative system also shows the system theory at work, wherein communication and incentives act as positive and negative feedbacks to promote the output, which is achieving goals and purpose. The trend of this movement is to secure an optimal working environment. Afterall, the human resource is the most vital resource of an organization.
The model of leadership as a group function by Benjamin Wolman reflects the importance of the group’s needs. This is in contrast to the classical theory during the period of industrialization, wherein increasing profit is the goal. Asking employees for feedback is also a counterpoint to the dissolution of an individual’s identity observed in the classical organization theory. Based on the human relations theory, an employee is part of a team, and not a nameless machine working in a system. The development of this theory can also be placed when the human rights movement is growing; reflecting that an organization, as a system, adapts to societal changes.
The model of leadership as a group function by Benjamin Wolman reflects the importance of the group’s needs. This is in contrast to the classical theory during the period of industrialization, wherein increasing profit is the goal. Asking employees for feedback is also a counterpoint to the dissolution of an individual’s identity observed in the classical organization theory. Based on the human relations theory, an employee is part of a team, and not a nameless machine working in a system. The development of this theory can also be placed when the human rights movement is growing; reflecting that an organization, as a system, adapts to societal changes.
In reply to Antonio Carlo De Guzman
Re: The Human Relations Movement
Good point about the temporal connection between the human relations movement and the human rights movement. In our country where labor is cheap, I'm sure employers take advantage of their employees in many different ways. And it is sad when employees themselves internalize and accept that they are powerless. From my personal experience -- I'm a clinical associate professor at the UP college of med. We are more commonly known as WOCs, WithOut Compensation. I've been teaching students, residents and fellows since 2014, minimum 3 days a week, often involving weekends too. And at first it never even occurred to me how unfair this was. Tinanggap ko lang as a given because all my professors also went through the same thing. I remember some professors, paretire na, dun pa lang magkaka-salary; others wala at all. If you look at it through a harsh lens, it's really slavery. Some (I hope most?) of us just keep at it out of love for the university. Buti na lang our former dean, Dr. Mejia, felt very strongly about it also and lobbied for at least honorarium naman for teaching hours rendered. If hindi nya diniscuss yun during college council meetings, hindi ko man siguro maiisip. If you think about it, highly educated naman yung faculty, and we should be aware and feel empowered enough to speak up against it, but we don't. How much more for "rank & file" employees who are surviving from paycheck to paycheck? I feel that local organizations, even ones in the academe, still have a long way to go in terms of the theories we've covered in this assignment.
Hello Trina, Apol, and Che!
That was a very cool video on HRM! It was concise and yet so clear!
HRM just made sense in that when workers/employee are unsatisfied in the workplace, productivity and output may be low. Take for example during the industrial revolution, workers were considered just mere workforce. No wonder labor problems and unrest emerged from these poor working conditions. For who can work efficiently when one does not feel secure and happy.
It's a win-win scenario when both employees and employer benefit from good working relationship. When employees feel happy and vested with the company's success, he/she can work more efficiently. As for the employer/company, this would relate to higher product output, hence profit.
It amazes me that people in the past were able to see and observe and later scientifically study these working conditions and what factors influence how people work. And that these findings are still very much applicable in present times.
That was a very cool video on HRM! It was concise and yet so clear!
HRM just made sense in that when workers/employee are unsatisfied in the workplace, productivity and output may be low. Take for example during the industrial revolution, workers were considered just mere workforce. No wonder labor problems and unrest emerged from these poor working conditions. For who can work efficiently when one does not feel secure and happy.
It's a win-win scenario when both employees and employer benefit from good working relationship. When employees feel happy and vested with the company's success, he/she can work more efficiently. As for the employer/company, this would relate to higher product output, hence profit.
It amazes me that people in the past were able to see and observe and later scientifically study these working conditions and what factors influence how people work. And that these findings are still very much applicable in present times.