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

Abstract

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.

Factors That Affect the Morale of Employees in the Institution of Higher Learning in South Africa

“…According to Omodan, Tsotetsi, and Dube (2020) advises management support by including all employees in the decision-making in the organisation. The findings of the paper in agreement with authors above as support from management is lacking and employees are not involved in decisions that affect them.…”

Rethinking Mental Health Literacy Programmes For Enhanced Help-Seeking Behaviour among Young Male Adults

“…A theoretical analysis procedure that deals with the use of abstractions within a school thought or concept rather than the use of its practical elements in interpreting and meaning-making was used to make sense of these materials. As defined by Dix ( 2007) and Omodan et al (2020), theoretical analysis is a research engagement that entails sense-making and interpretation of concepts through reflective arguments, experiences, and beliefs of the researcher. In doing this, the researcher's theoretical sense-making of extant literature and personal experience while working with young male adults on enhancing help-seeking behaviour informed the proposition of a critical pedagogical approach for enhancing help-seeking behaviour.…”

Effects of Collective Bargaining on Industrial Disputes Management

“…Thus, if workers are denied autonomy on the job, or are reduced to acting as mere extensions of the machinery they operate or are given work that inhibits their capacity to create and think, it is argued that they will invariably find ways to subvert the methods of control that enforce these conditions. According to Omodan et al (2020), the principal task of management on this conception is to manipulate workplace relations in ways that enable employees to feel personal satisfaction with being involved with the organization. Emmanuel (2021) avers that if the conditions at work satisfy employees, they will be motivated to work.…”

“…On the other hand, human relations theory, which this study will rely on, contends that workers are regarded qualitatively different from other resources and they need to be valued, given autonomy, and developed in order to remain productive. Omodan et al (2020) states that human relations theory is meant to manipulate workplace relations in ways that enable employees to feel personal satisfaction with being involved with the organization. While pluralism perceives the employers and employees to be in dynamic struggle to better their interest, human relations theory tries to bring order by aligning the employer and the employees towards a common goal and taking into consideration the diversity of the parties in employment disputes.…”