 Hello. I welcome you all once again to my channel Explore Education. I am Dr. Rashmi Singh, Assistant Professor, Department of Education, S.S. Kanna Girls Relief College, University of Allahabad. And this time I am going to discuss with you another approach towards administration that is human relations approach. Prior to this, we have discussed the scientific management approach to administration. And this time it is the turn of human relations approach. And the lecture will be in bilingual mode and it must be useful for all of us. Human relations approach. We are talking about the administration and the government. We are talking again and again about administration and government, which is your subject, which is administration. We have to see the use of these systems in the field of education because actually they have been originated there. Out of which we have talked about two theories in the classical organization theory. I have discussed the scientific management theory of Taylor, administrative management, bureaucratic theory. I have discussed it with you. And now this is the turn of human relations approach. Why do you understand that this is in opposition to Taylorism has originated? Why? Because Taylor or Taylor Sahib had said that you have done all this scientifically, you are impersonal, you will not talk about human relations, it will be all in science, it will be rational, it will be logical. So this has been done in the talk about the human element. The classical approach has not paid much attention to the human aspects of the organization. The classical approach has not paid much attention to any organization's human aspect, the human aspect of human relations. Subsequently, a few scholars devoted their attention to the human aspects of the organization, thereby contributing to the emergence of the human relations approach. This is why some scholars have put their attention to the human aspects of the organization. The human resources are required to think for the human resources. This is how the human relations approach is done. It emphasizes the human relations. The human relationship, the self-respect, the informal social relations that are made on their workplace, the individual motivations, psychological feelings, and tendencies, the emotions, the social relations are imposed on them. Thus, it believes in analyzing the multidimensional nature of human beings and their interactions for understanding the workings of organizations. Thus, it believes that the human beings are multidimensional, in many ways, surrounded by obstacles, and their interaction, their understanding of the workplace, puts a difference on the workings of the organizations. The human relations approach is also known as neoclassical, or new classical approach. It is also known as new classical approach. Elton Meo termed it clinical approach. It attempts to explain the informal relations among employers and employees are concerned with moral and psychological rather than legal aspects of an organization. This tries to explain the informal relations among employers and employees. The informal social relations between workers, teachers, or management are more important in the moral and psychological aspects of the organization than the legal aspects of the organization. The approach considers workers not only one of the means of production system, but as a man. And in this approach, the worker is considered to be only a human being. He is a good person. He has a sense of interest, ability, self-respect. He is focused on the human aspect. Then there was a human relations movement, after which this human relations approach was discussed. What was this movement? It was said that the human relations movement emerged in the late 1930s as an outgrowth of scientific management. In the late 1930s, the movement came from number of sources. There were psychologists, sociologists and anthropologists in this movement. They were critical of the narrow and limited scope of the scientific organization. They were mainly against the dehumanization of organization and against treating human beings as cocks in the machine. They were against the human relations movement. They were against the dehumanization of human beings and treating human beings as a machine. Several socio-economic factors influenced the emergence of the theory. There were a lot of social issues. For this, the theory that came, the movement that came, the economic depression that you would know during the 1930s. Capital intensive industry became a technological progress. People were reacting against terrorism and class antagonism. There was a lot of economic depression. In the 1930s, when a lot of economic crisis emerged, it was found that the mental strain came on the workers. They said that you should pay attention to the psychological factor and the human factor so that this is also important for you to get good production. Capital intensive industry became a technological progress. During this period, the industry was becoming more capital intensive. A breakdown of equipment, strike, and high labour turnover used to cause the monocle is enormous losses. There were a lot of losses. They said that to create a dedicated attitude for the workers, we only need to pay attention to the economic causes and other things. Technological progress. The level of education increased, the professional skills increased. They also talked about their personal dignity. They said that we should recognize them. Then there was a reaction against Taylorism. And class integralism was also a major factor behind it. What is special about this? If we talk about human relations, then emphasis on human element. You should pay attention to the impact of social and human factors in productivity. There is a lot of name for Hawthorne experiment. Hawthorne experiment was done by Mayo and it is quoted in psychology and social science. It is not just an economic factor but a social factor and a recognition factor. There are factors like this too. So don't just talk about economic motivation. So it increased the impact of social and human factors in productivity. Then man is not only an economic man. He said that you should see him from an arthritic point of view. He is psychological, he needs sympathy, appreciation, recognition. Discard of rebel hypothesis. He said that human relations approach discard. He ended this hypothesis with two premises. This hypothesis is considered whole society as a horde of unorganized people. Each one competes for its self-defense and fulfillment of self-objects. He said that it was not that the entire society was unorganized people. In the society, there are organizations, relations, informal, so formal. The ones who work need to know their minds. This is what he said. The importance of informal groups is that you work at any workplace and you become informal groups. You should give importance to them. Make the supervisory style liberal. Give importance to the workers, participation and group endeavour. Give importance to their efforts. And the organization is a social system. He said that the organization is not a mechanical system, so this is what he said. If it is relevant, I will try to remove it. I don't know how this happened. George Alton Meo is considered one of the pioneers of the human relations approach to organization. His main hypothesis is that relations between employers and employees should be humanistic, not mechanistic. Relationships are not mechanical, they are humanistic. Employees and workers deserve to be treated as individuals with dignity and self-respect rather than as factors of production and interchangeable elements of the production system. I said that what he is doing deserves to be treated with respect. Give him good treatment and your organization is psychosocial. Human resources, his behaviors, his welfare, his knowledge, his needs, his content, his relationship and his strength. If you look at the Implication Educational Administration, if educational managers understand and recognize the existence of social systems in the educational environment, they will be better placed to integrate these groups into the overall operations of the school example. Groupings could be formalized into clubs such as debate, journalism and teachers' welfare. They will say that it is of social importance, it is of mechanical importance. You will have to bring a human element only then you can increase education and cooperation when the group factor works. Human relations theory enables the Implication Educational Administration to recognize the human factor in the institution. You treat the human resource in a dignified manner, talk about its self-respect, understand its personal needs and talents, recognize it, motivate it. These are all the things to detect individual talents, the administrator should cultivate an environment which ensures teachers, students and workers that their ideas and contributions are important for overall organizational efficiency. You will have to pay attention, you will have to take a person. Every human resource is important, responsible and can play its role in organizational efficiency. You will be motivated to say that economic motivation is not only important as it came out in the Hawthorne experiment. So this is the human relations approach, the opposition to scientific management theory came out, the scientific management left the human element. Let's take the human element as well. What will be the next theory? Amalgamation of classical and new classical approach. You have to be scientific, you have to be humane, you can do all the scientific work of all the humans. You will have to face a loss somewhere. So the social system approach is the amalgamation of systematic scientific management and human relations approach. So in this way I have covered this very theory and it is very important theory and many questions have been asked from this very topic. So thank you and don't forget to like and subscribe my channel Explore Education. Thank you very much.