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The Social Problems Of An Industrial Civilization
Abstract
The first half of this book criticizes the motivational assumptions of classical economics, emphasizes the parallel disregard in practical life of social skills as compared with technical skills, and points up the disastrous social consequences of these errors. The second half reviews several studies by the Department of Industrial Research (Harvard Graduate School of Business Administration) and shows what light they throw on how these errors may be corrected. An appendix lists and describes briefly all the major studies conducted by the Department of Industrial Research (1926-1945) and includes a bibliography of publications by its members. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
... Notwithstanding the fact that they are persistently criticized, the Hawthorne Studies and what they represent continue to play a central role in management thought (Wren and Bedian, 2024). Perhaps this is so because, whatever problems exist with the way the research was executed and has been interpreted, as an overall corpus of work, the project draws attention to a generic truth: cooperation emerges in the workplace through employee perception of trust and justice (Barnard, 1938;Homans, 1961;Homans and Curtis, 1934;Mayo, 1945). Such a revelation became a key missive from mid-twentieth century luminaries such as Peter Drucker (1946), who subsequently unpackaged and popularized the construct of workplace spontaneous cooperation (Joulli e and Spillane, 2015). ...
... The Harvard Group), a socio-political group, the mission of which was roughly the same as his own. Homan's focus was on what he, and before him others in this network (e.g., Mayo, 1945), labeled "spontaneous cooperation." He viewed the substance of this sub-construct as being about how and why groups of people in contexts, such as work, family and community activities, come to trust each other, without being given prime facie rationale to do so (Homans, 1983). ...
... For example, he (Mayo) had argued that, to understand spontaneous cooperation, one must study small groups, this expression referring to assemblages of greater than three but fewer than 19 people interacting in pursuance of a common purpose in such a way as to affect an individual affiliate's interpretations and behaviors (Homans, 1950). For Mayo (1933Mayo ( , 1945, the group influences a member's satisfaction with remuneration (in monetary and non-monetary forms) through social phenomena, specifically through elements such as pride, status, prestige and perceptions of fairness (Knox, 1955). Intriguingly, in communities that existed prior to the industrial revolution, the advantage of non-pecuniary forms of recognition was largely understood (Homans, 1941a, b). ...
Purpose
The purpose of this article is twofold. Its first objective is to bring to the fore the unexplored and neglected origins of social exchange theory (SET) to critique this body of conjecture. This unearthing is illustrated through focusing on the way the theory was developed and how this development was mischaracterised in literature. Its second objective is to invoke the methodological assemblage of ANTi-History and the “close reading” notion using multiple archival sources to demonstrate their usefulness within the critical qualitative method debate.
Design/methodology/approach
The historic character of management and organization studies is exemplified through utilizing a combination of textual sources to examine how SET emerged from within the human relations school of thought throughout much of the twentieth century. Specifically, an array of sources (including archival data) is deployed and closely examined to trace how SET formed and became prevalent in organizational studies over the last decades.
Findings
SET is not only indebted to the human relations movement in general and to Elton Mayo’s work in particular (as is well-known), but also to logical positivism and behavioralist-school psychology. As such, Homans’ work marked the beginning of a new era in organizational behavior research.
Originality/value
The article highlights the role of historical analyses in interpreting mainstream constructs in organizational behavior. In doing so, it reveals how critical qualitative research leads to understanding some shortcomings of a theory and indicates potential remedies.
... Other than the above studies, scholars used different theoretical foundations to examine standard time. Labour theory (Marx, 1867;Smith & Rogers, 1776), Scientific management theory (Taylor, 1911), Goal setting theory (Locke, 1968), Human relations theory (Mayo, 1945), and Liberg's (2021) theoretical approach are some of them. ...
... Liberg's (2021) theoretical approach investigates the essence of time using models based on physics and study focused on work challenges standard concepts of time by providing a theoretical and physics-oriented basis. The human relations theory pioneered by Mayo (1945) emphasises work's social and psychological aspects. Standard time in this context is viewed as a tool for setting realistic and achievable goals contributing to employee satisfaction and motivation. ...
The 19th century saw the emergence of “standard time,” which is essential to most industries as it synchronised clocks worldwide and created time zones. This concept paper aims to provide an overview of standard time from a global perspective. Research scholars in management explore the importance of standard time and its adaptation for decision-making for organisational performance. Embracing predefined time standards empowers organisations to make consistently informed decisions, improving outcomes and overall performance. Moreover, the theories and methodologies adopted in standard time are explored. The paper concludes by providing some future directions in standard time to both students and scholars.
... In the determination and identification of keywords in the area, this review paper used "work-life balance" AND The reviewer applied inclusion-exclusion criteria to ensure that the research articles meeting those criteria remained with the required articles. Follett pioneered early studies into the social and psychological aspects of worklife balance, setting the stage for later studies (Mayo, 1933;Follett, 1925 employees' attitudes and behaviors. These enquiries emphasized the need of taking human aspects into account in organizational settings and the highlight the intrinsic connection between employee well-being and organizational effectiveness (Mayo, 1933). ...
... Follett pioneered early studies into the social and psychological aspects of worklife balance, setting the stage for later studies (Mayo, 1933;Follett, 1925 employees' attitudes and behaviors. These enquiries emphasized the need of taking human aspects into account in organizational settings and the highlight the intrinsic connection between employee well-being and organizational effectiveness (Mayo, 1933). ...
The concept of work-life balance has been studied for decades, but continuous changes in lifestyles, changes in working conditions, changes in the economy and technology, and increasing of demanding jobs always require an examination of the right balance between personal and work life, for the purpose of maintaining the well-being and safety of the employee and the productivity of the company. Exploring the concept helps to optimize the well-being and safety of the employee and the productivity of the company. This study aims to systematically review the research studies’ focus and trends observed in organizational practice of work-life balance in the last five years. The last five years have been marked by a major phenomenon (Covid-19), which has significantly changed business practices and introduced new methods of work and provided research agendas for researchers who want to triangulate and test new work models. The introduction of new flexible work arrangements has contributed to maintaining work-life balance. However, the new development of new work models is a hot topic and the loss of boundaries between personal life and work life is open to debate and researches. It is highly recommended to study the importance and contribution of employees' work-life balance from different dimensions.
... Ante la idea de planificar la sociedad y organizar las empresas, en la edad moderna se avanza con mayor fuerza en la construcción de las bases teóricas de la planificación con su inclusión en las teorías administrativas [1], [2] y [3], principalmente para impulsar los procesos de la gerencia con un enfoque economicista, basado en emplear el método científico para darle direccionalidad a las organizaciones. Es a partir de algunos autores [3] que se incluye una visión humanista a la planeación, sin embargo, fueron teorías enfocadas en una noción lineal, reduccionista y mecanicista de los procesos de planeación. ...
... Ante la idea de planificar la sociedad y organizar las empresas, en la edad moderna se avanza con mayor fuerza en la construcción de las bases teóricas de la planificación con su inclusión en las teorías administrativas [1], [2] y [3], principalmente para impulsar los procesos de la gerencia con un enfoque economicista, basado en emplear el método científico para darle direccionalidad a las organizaciones. Es a partir de algunos autores [3] que se incluye una visión humanista a la planeación, sin embargo, fueron teorías enfocadas en una noción lineal, reduccionista y mecanicista de los procesos de planeación. ...
El propósito de este artículo se centró en analizar los fundamentos teóricos y epistemológicos de la panificación desde la gente, considerando la complejidad creciente del entorno. Se partió de la tesis que, planificar implica dos conjunciones importantes, por un lado, el planificar con la gente al involucrar la participación ciudadana, el diálogo y el compromiso de los actores intervinientes como principios conductores del plan; por el otro, planificar desde la gente, lo que representa un cambio de direccionalidad de los procesos de planeación, es decir, preferir la horizontalidad y transversalidad relacional ante la verticalidad. La investigación se abordó con un enfoque cualitativo y la hermenéutica como método de comprensión para establecer el sentido epistémico de la planificación a partir de 3 informantes clave que constituyeron la unidad de análisis del estudio. Los resultados obtenidos indican que el planificar con y desde la gente es un proceso participativo, emergente de la realidad, que asume el diálogo como mecanismos de comunicación para lograr la participación ciudadana en la toma de decisiones, diseño y ejecución del plan, con el fin de gestionar la complejidad creciente y generar acciones colectivas que favorezcan el desarrollo. Se concluye que la tarea de esta nueva planificación abarca el comprender, gestionar y controlar; asumiendo el controlar, como capacidad y disposición de los individuos que participan en la planeación.
... He advised that employers should compensate their employees for better productivity as this will give them the motivation to work harder. Mayo (1945) [11] initiated human relation theory to demonstrate the value of people for output and not machines. Evidence from his findings revealed that people wish to be included among the team that contributes to progress and development. ...
... He advised that employers should compensate their employees for better productivity as this will give them the motivation to work harder. Mayo (1945) [11] initiated human relation theory to demonstrate the value of people for output and not machines. Evidence from his findings revealed that people wish to be included among the team that contributes to progress and development. ...
... Los estudios realizados en la Western Electric Company revelaron que las relaciones humanas y la moral del trabajador eran cruciales para la productividad, desafiando la visión mecanicista anterior y creando la denominada escuela humanista de la administración (Mayo, 1933), caracterizada por exaltar los aspectos psicológicos y sociales del ser humano por encima de aspectos físicos, abogando por administradores más humanos, por la identificación de las motivaciones de los trabajadores e identificando la relevancia de los aspectos psicológicos y sociales para los individuos (Maslow, 1991;Herzberg, Mausner y Snyderman, 2011). ...
El objetivo del artículo es analizar los desarrollos actuales en el campo de la teoría organizacional para determinar su potencial como marcos teóricos que coloquen la sostenibilidad en el centro de la gestión empresarial. La metodología utilizada fue una revisión narrativa de la literatura para seleccionar artículos y libros relevantes para el análisis, con base en el juicio de expertos. Los resultados indican que, aunque han surgido teorías como la basada en recursos naturales, la de los stakeholders y los microfundamentos de la estrategia, que facilitan incorporar valores éticos y sostenibles en la gestión empresarial, aun enfrentan desafíos para superar la orientación instrumental centrada en la eficiencia y productividad económica propia de la teoría administrativa tradicional. Se concluye, que es imperativo revisar y adaptar las estrategias empresariales para incorporar genuinamente la sostenibilidad en su gestión y poder ir más allá del desarrollo de acciones orientadas a la mera búsqueda de rentabilidad a corto plazo. Las implicaciones de este trabajo teórico son significativas para guiar tanto a académicos como a profesionales en la revisión y adaptación de estrategias empresariales para alinear las prácticas organizacionales con principios sostenibles, promoviendo un equilibrio entre la eficiencia económica, la responsabilidad social y la protección ambiental.
... Не менее талантливый психолог и социолог Э. Мэйо в результате эмпирических исследований представил более четкую градацию и впервые описал структуру формальных и неформальных отношений в социальных группах [10]. Так, формальные группы, по мнению мыслителя, имеют установленные нормы и правила поведения, на основе которых социальные роли четко распределены между участниками взаимодействия. ...
The article presents a theoretical review of domestic and foreign studies on the problem of the content of the structure of social relations. The analysis of the works of leading scientists allowed us to establish that the integral components of the structure of social relations are: values, needs, social roles and statuses. However, there is no unified interpretation of the concept of social relations and their structural elements in social psychology. The content of the structure of social relations of military personnel is of the greatest interest, since the special requirements for the performance of official duties undoubtedly leaves an imprint on the interaction between individuals. We have suggested that the sociometric index has relationships with the parameters of social relations. The empirical study was organized on the basis of the Novosibirsk Military Institute of the National Guard Troops and included three stages. At the first stage, the selection of methods was carried out and the category of military personnel as test subjects was determined. The respondents were 286 people of two categories: cadets and military personnel under contract. The results of the study allowed us to identify 14 statistically significant correlations that contain positive and negative relationships. So the role model of the Hero is optimal for a serviceman, as it is characterized by a desire for victory, respect and trust among colleagues and may have leadership qualities. At the same time, the negative correlations found between the sociometric status index and the roles of Witch, Boy and Girl indicate the presence of a destructive influence on the military team. The results of the study can be used by commanders (chiefs) in the preparation of the personnel of units for the performance of official duties of military service in various conditions of activity.
... Kedua, teori hubungan manusia (human relations theory) dikembangkan oleh Elton Mayo dan Mary Parker Follett. Teori ini menyoroti pentingnya komunikasi interpersonal dan hubungan antara atasan dan bawahan dalam memotivasi serta meningkatkan kinerja karyawan (Mayo, 1945). ...
This research aims to investigate the role of technology and digital communication in building commitment to employee activities in Tegal Sari Mandala III Medan Village in the digital era through effective organizational communication design. Employee activity commitment is a key factor that influences organizational performance and success. However, the digital era brings new challenges in building employee commitment through changes in communication and interaction patterns in the work environment. Using a mixed quantitative and qualitative approach, this research combines surveys, in-depth interviews, and participant observation to collect data. The research results show that the effective use of digital communication technology, such as email, instant messaging applications, and online collaboration platforms, has a significant positive relationship with the level of employee activity commitment. The more effective the use of digital communication technology, the higher the level of affective, sustainable and normative commitment that employees have. This research also identified challenges in implementing digital communication technology and effective communication design, such as varying levels of digital literacy among employees. To overcome these challenges, organizations need to provide training and mentoring to employees, as well as adopt an integrated communication approach. In general, this research confirms that efficient organizational communication design, supported by the appropriate use of digital communication technology, can be a key factor in strengthening employee engagement in the digital era. Organizations that are able to optimize the potential of technology and digital communications well will have a competitive advantage in building a team of human resources that is qualified and has a high level of commitment.
... People are connected through, for example, friendship or learning relationships. Whether we want it or not, we and our surroundings are interconnected into what SNA originates from psychology and anthropology, where it was initially used to capture group dynamics (Moreno, 1934;Mayo, 1945) and structural balance in sentiment towards others (Heider, Cartwright & Harary, 1977). Later on, mathematicians such as Erdös, Bollobás and Renyí (Bollobás & Erdös, 1976;Erdös & Renyí, 1977) laid further foundations for the more formal analysis of social networks. ...
We learn from others by example, through observation, or simply by combining known concepts to yield new concepts. While doing so, we inherently connect to one another (connectivism). Learners are interconnected by learning relationships (‘X learns from Y'), but also by shared interests, similar actions, or shared resources. When these connections are aggregated, they form a learning network, and the act of participating in that network is called networked learning. Networked learning can be analysed using social network analysis (SNA). SNA can detect structural characteristics of the network, communities or clusters, but also underlying characteristics of network actors (learners). In networked learning research, SNA is used in four ways: visualisation, analysis, simulation and intervention. However, the majority of approaches focuses merely on the visualisation and analysis of the network, rather than simulation and intervention, which can be of great value to networked learning research. Intervention has already taken off in the form of learning analytics (dashboards), and the actions that result from them. Simulation, however, may reveal the underlying mechanism that should be the main driver for intervention. Learning network simulation can be used to predict networking behaviour by modelling the influence independent variables (e.g. actor characteristics) have on the dependent variable (e.g. network size). In such a case, one way to analyse a learning network is to use existing longitudinal network data to estimate a model that explains that influential behaviour. Simulation parameters vary along a range to create several combinations of input parameters, and are subsequently simulated numerous times (also known as Monte Carlo simulation) to yield a model that explains the behaviour of the dependent variable in terms of the explanatory variables. Other approaches use multilevel or regression analyses to create a model that explains the dynamic nature of the network. The current paper shows the ways in which longitudinal network analysis can be used. That is, we provide examples of research questions, and how they can be addressed by longitudinal network analysis. Also, we supply practical guidelines to collecting data for analysis in an off-the-shelf program like RSiena. We include five data types that can be used as explanatory variables: constant actor variables, dynamic actor variables, constant dyadic variables, dynamic dyadic variables, and composition change indicators.
... The first signs of changing attitudes towards communication and the recognition of the existence and role of informal communication can be found in the works of Barnard (1938) and Mayo (1945). They highlighted that informal communication significantly influences the sense of community among employees, helps establish norms and rules of conduct, and is a crucial factor in job satisfaction. ...
... 3) a importância dos grupos informais já foi demonstrada por Elton Mayo (1949). Ressalte-se, no entanto, que taylorismo/fordismo eliminaram as equipes de trabalho e individualizaram os postos de trabalho, dificultando as relações entre trabalhadores que ocupam postos de trabalho diferentes, enfrentam dificuldades diferentes, recebem salários diferentes e que, por isso, têm interesses e perspectivas diferentes. ...
Este artigo tem como objetivo demonstrar que as formas de organização do processo de trabalho incidem sobre a satisfação dos trabalhadores, e, em consequência, determinam, em grande parte, as possibilidades de sucesso ou fracasso das empresas. Eficácia e eficiência empresariais dependem muito mais da eficácia e eficiência do desempenho das funções do conjunto dos trabalhadores do que da modernização tecnológica e organizacional. Trabalhadores que encontram no trabalho a oportunidade de realização de suas potencialidades de inteligência, criatividade, espírito crítico e iniciativa trabalham mais e melhor por que nele encontram a oportunidade de crescimento pessoal e profissional e satisfazem suas necessidades de autoestima e autorealização, e, por isso, garantem a eficácia e eficiência empresariais, tal como demonstraram as pesquisas dos autores que fundamentam este artigo. Este é o desafio do capital: motivar o trabalhador para o trabalho a fim de reduzir a sua resistência às condições capitalistas de trabalho e fazê-lo “colaborar”.
... In the course of their Hawthorne studies, Elton Mayo and his colleagues from Harvard Business School discovered that when supervisors took an interest in employees and made decisions based on the needs and psychological makeup of the employees, there was increase in employees' performance (Mayo, 2014). They also attributed increase in employees' performance to teamwork, cooperation, and opportunities for communication between employees and their supervisors. ...
This article examines the influence of employee engagement on financial performance of SMEs in Lagos State, Nigeria, using a survey research design with a random selection of 450 respondents from a population of 4,535 small and medium enterprises in Lagos State, Nigeria. Data were collected through a systematic review of the literature and a structured questionnaire. The data obtained from the questionnaire was subjected to descriptive and inferential statistics. The result showed a significant positive relationship between employee engagement and financial performance of SMEs (r = 0.35; p e” 0.01). Employee engagement positively correlated with the financial performance criteria such as profitability, financial strength, operating efficiency, performance stability, level of indebtedness, and ability of the enterprises to raise capital. The findings suggest that employee engagement should be strengthened to enhance the financial performance of SMEs. SMEs can enhance employee engagement through the use of improved employee- management relations, regular training, teamwork, and increase in capacity utilisation rates.
... It has been long well established that the most distinct difference between leaders and managers is the former focuses more on the human factor (Mayo, 1946;Teal, 1996). However, the adoption of people-centered leadership practices in today's organizations is far from expectations. ...
Benevolent leadership as a typical human-centered leadership pattern has been constantly advocated but often sacrificed to the prevailing performanceism in today’s organizations. However, it still remains unclear on how to effectively facilitate the emergence of benevolent behavior for leaders, which would potentially hinder the adoption of benevolent leadership and its attainment of high priority. In the current research, we go beyond the workplace to explore one deliberate way leaders can bring family resources into their leadership practice to emerge more benevolent behaviors at work. From the experience-based leadership development perspective, supported by the theory of role accumulation across domains, we take a mixed-method approach to uncover the effect of positive parenting experience on benevolent leadership behavior via parent-leader role enrichment. In Study 1, we conduct a qualitative analysis based on the text content and interview provided by parent-role leaders to preliminarily reveal that being a parent makes a leader perform more behaviors with benevolent nature. In Study 2, we draw from the benefits of being a parent generated in Study 1 and the cross-role accumulation perspective to develop a theoretical model to delineate how the positive parenting experience yields benefits for benevolent leadership behavior. Results show that positive parenting experience can benefit parent-role leaders’ benevolent leadership behavior via perspective-taking ability. Meanwhile, both the positive parenting experience’s direct effect on perspective taking and its indirect effect on benevolent leadership behavior are stronger for individuals involved in high-quality co-parenting with their spouse, highlighting the important collaboration effects in the process of achieving parent-to-leader enrichment across domains.
... Otra fuente destacada guarda relación con la figura de Mayo (1949), quien impulsó los denominados experimentos de Hawthorne en la década de los treinta del pasado siglo para la Western Electric Company. Los investigadores evidenciaron que los trabajadores, de un modo paralelo a la organización formalmente constituida, buscan un bienestar productivo, aunque sea por cauces informales. ...
Han pasado 100 años, desde que en 1.924 Elton Mayo comenzara a estudiar qué elementos podrían contribuir a mejorar el bienestar productivo de las organizaciones. Desde entonces, el estudio del clima laboral ha sido un aspecto recurrente en diferentes especialidades de la psicología y de la sociología, sin que - en un afán por definirlo y modelizarlo - se haya concluido en este proceso. Este trabajo estudia la evolución cronológica del inconcluso constructo del clima laboral a través de cerca de 80 entradas bibliográficas y 65 definiciones. Esta diversidad de definiciones y modelos, lejos de no dar una única y mejor respuesta como quizás hubiera sido esperable, demuestran la naturaleza poliédrica del clima laboral así como la pluralidad de perspectivas, enfoques, experiencias, variables y sectores que los más de 185 autores recogidos en este trabajo han investigado sin que haya sido posible una mejor caracterización, salvo determinadas conexiones establecidas con otros elementos tales como: la cultura organizativa, la satisfacción en el puesto de trabajo, la motivación y la productividad por citar algunas de sus principales imbricaciones. A través del análisis documental realizado, se exponen los principales definiciones y modelos que lo han abordado - en muy buena medida dispersos y aislados – y se realiza una interpretación del constructo de clima laboral para aquellos investigadores que requieran de una fundamentación teórica en sus trabajos.
... The search for alternative models was prompted and guided by the serendipitous findings of Elton Mayo's Hawthorne studies that human individuals seek to fulfill their social needs at work. The concept of the 'social man' gave birth to the 'human relations' paradigm, where the major motivators are the attitudes and orientations of the group, opportunities to relate and interact with co-workers, and the benign and considerate treatment by the supervisors (Mayo, 1933;Mayo, 1945;Roethlisberger and Dickson, 1939). Paradigm 4: Managing the 'resourceful man': ...
Since the Industrial Revolution, there has been an evolution in the paradigms under which the industrial worker is perceived and dealt with. These paradigms can be briefly listed in the order of their evolutionary stage as: the food-gatherer, the economic man, the social man, the resourceful man, and the enterprising man. Each of them is a combination of two basic paradigms in different proportions, namely, the outsider paradigm and the partnership paradigm. Obviously, the paradigmatic perspectives of management about their workers will have a significant influence on how they treat their workers, which may become especially conspicuous during recessions and other kinds of hard times. It was in this context that we designed a study to understand the human resource strategies of companies during a period of recession. Data for this study was collected through the content analysis of 46 published cases, wherein we developed the ratings of two sets of variables, namely: the external and internal environments of the company and the strategic actions taken by the respective managements. A surprising finding of the study is that the correlations between the environmental factors and the strategy factors were small and non-significant; moreover, the correlations involving the external environment were smaller than those involving the internal environment. Hence, it may be inferred that strategic actions are influenced primarily by the paradigmatic perspectives of management rather than environmental factors. In order to identify the different types of paradigmatic perspectives, we have further carried out a cluster analysis to develop a taxonomy of paradigms. The results showed that there are five sub-paradigms, which are: (1) Pacifiers, constituting 35% of the sample; (2) Modifiers, constituting 22%; (3) Molders, constituting 17%; (4) Enhancers, constituting 15%; and (5) Exploiters, constituting 11%. The limitations of the study and the implications of the findings are discussed in the concluding part.
... Management research in the 1930s was particularly concerned with the issue of job satisfaction. It is part of the human relations tradition and the related debate initiated by Mayo (1949) and Roethlisberger and Dickson (1939) and their experiments in industrial companies. In order to increase labor productivity, experiments were carried out to optimize physical working conditions (better lighting, less noise, etc.), but these did not have a significant impact on productivity. ...
... The Islamic economics and finance literature, does not typically address problems like alienation or social disintegration caused by free-market capitalism (Javaid et al., 2018;Mayo, 2007;Polanyi, 2001). Further, there is hardly any discussion on the social contexts as a pre-condition for practicing Islamic economics and finance, nor about the political nature of modern institutional framework which rather nurtures a peculiar rationalized form of social reality. ...
The paper attempts to build a case for the moral agency of individuals operating within organic social networks-in contrast to the impersonal nature of financial institutions-as a necessary medium for practicing Islamic economic principles, for the goal of achieving socioeconomic justice in society. Through comparative analysis, the paper argues that the modern institutional framework due to its impersonal nature, capitalist orientation, agency cost, and socially disintegrative nature is not a suitable medium for advancing the agenda of Islamic economics. A market environment where individuals exercise their moral agency to the fullest is perhaps necessary. To make this argument, the paper looks at the history of Muslim bazaars and the norms in Muslim business communities in the contemporary world to explore the significance of the personal agency of morally conscious and pious individuals. The individual traders or investors would operate within their organic social networks while exercising socioeconomic justice among their stakeholders. To achieve the desired socioeconomic goals sought through the implementation of Islamic economic principles, a culture of trust and mutual support needs to be cultivated (or preserved where it already exists) between individual traders and investors in any market. This is possible only when the traders or investors can fully exercise their moral agency, have concern for each other and voluntarily demonstrate trustworthiness. In absence of such a culture, the paper argues, it would be difficult to come close to the satisfactory implementation of the principles of Islamic economics in marketplaces, let alone the achievement of the desired socioeconomic goals.
... While there are extensive theoretical analyses and empirical evidence on the relationship between organisational processes and self-actualisation (notably in the seminal studies on humanistic management and organisational behaviour by Argyris, 1964;Davis, 1946;Leavitt, 1964;Mayo, 1933Mayo, , 1945McGregor, 1960;Schein, 1965;Viteles, 1953), less has been done to explore the relationship between firm governance and self-actualisation. This is perhaps not surprising, since governance literature was not designed to account for the interaction between the governance of production and satisfaction of human needs. ...
In this paper we seek to integrate human needs and self-actualisation into the design of organisational governance. We problematise the assumptions that guide established justifications for governance, thus providing an opportunity for this type of theoretical approach. Drawing on Maslow's human psychology, we consider the potentially regressive features of the prescriptions of transaction cost theory (TCT), particularly the new institutionalist approach, and suggest inclusiveness as a mode of coordination that firms may wish to pursue to enhance self-actualisation. The main value added of this contribution is to highlight the need to discern among modes of governance design, using criteria of welfare maximisation by enabling opportunities for self-actualisation within the firm, different from the TCT focus on internal efficiency.
... Quality of working life (QoWL) has been mentioned since 1960 and is regarded as a key to augmenting worker productivity [1]. There were various definitions of QoWL proposed, with different relevant factors highlighted [2]. ...
The quality of working life is crucial for improving work productivity, particularly among nurses, who often experience high levels of stress. This study aims to evaluate the quality of working life among nurses in Laos and identify the factors that influence it. A cross-sectional study was conducted among Laos nurses from August 2021 to July 2022. Data collection was conducted using an anonymous questionnaire distributed via the Internet. The Quality of Working Life version 2 (WRQoL-2) questionnaire, comprising 32 items divided into seven subscales, was employed to assess the quality of working life. Statistical tests such as t-tests, ANOVA, and Spearman correlation were applied to examine differences and correlations. A total of 326 participants were included, with an average age of 32.62±8.21 years. Among the seven subscales, the highest score was observed in the Job Career Satisfaction subscale (3.72±0.56), while the lowest score was found in the Safety at Work subscale (3.22±0.71). The overall mean score was 3.49±0.54. Significant differences in the quality of working life were observed among different groups categorized by age, job position, salary, and working hours. The WRQoL-2 questionnaire was found to be suitable for assessing the quality of working life in this study.
Talent management in the AI era offers businesses looking to maximize their human capital strategy both previously unheard-of potential and challenging tasks. AI technologies have the potential to change many aspects, including hiring procedures, customized learning programs, workforce planning, and employee engagement. This chapter explores the concept of talent management and AI. Further the need of AI and in talent management has discussed and how AI-driven tools enhance these processes, improving efficiency and reducing bias. It emphasizes the balance between technical AI skills and human-centered competencies like creativity and emotional intelligence. The chapter also addresses ethical considerations, transparency, and fairness in AI decision-making, and highlights future research directions, including ethics, diversity, and AI integration with other emerging technologies. Successful AI adoption in talent management blends human acumen with AI, fostering innovation and competitiveness in the digital age.
This chapter deals with the formal and informal levels of communication in organizations. The formal level is influenced by the prevailing hierarchical structures as well as by the habits of the organization’s industrial sector. The anchoring of communication in organizational theory is discussed and placed in the context of organizational change management. The mechanism of action of formal communication in the age of social media in change projects is concretized. Many channels offer a platform for both formal and informal messages, whereby the controllability of content and targeted addressing are fraught with risk. An analysis of the informal level provides insight into how knowledge and information can be exchanged without official guidelines from the communications department. A brief excursion into the intuitive level expands the further conceptual orientation on the topic of communication.
This work seeks to reach four specific objectives in order to fill the research void on wearable technologies and how they influence employee performance and wellbeing. Firstly, it investigates how wearable technologies impact employee performance by examining their effect on productivity, effectiveness, and overall job success. Secondly, the study explores the impact of wearable technologies on mental health and wellbeing. Furthermore, it aims to evaluate the relationship between mental health and employee productivity, highlighting the clear impact of mental wellness on performance outcomes. Ultimately, the article explores the role of mental health as a mediator in the link between wearable technologies and employee performance. The article offers a detailed analysis of the complex links between wearable technologies, mental health, well-being, and employee performance, contributing to the fields of organizational behavior and human resource management.
Este estudo analisa a gamificação como estratégia de ensino para Teorias Organizacionais, com ênfase na gestão. Utilizando revisões bibliográficas exploratórias e descritivas, a pesquisa visa compreender a eficácia da gamificação. A coleta de dados envolveu uma busca em fontes acadêmicas nos últimos cinco anos. A abordagem exploratória busca identificar novas perspectivas, enquanto a descritiva detalha características, estratégias, benefícios e desafios da gamificação. Os resultados indicam melhorias notáveis na produtividade e aprendizagem organizacional. Recomenda-se a exploração cuidadosa dessa estratégia, com planejamento específico. Sugere-se a realização de futuras pesquisas para aprofundar o entendimento das vantagens e limitações da gamificação em Teorias Organizacionais.
Bureaucratic structures and their impacts on service delivery in public organizations and institutions are of huge interest to policy makers and public administrators, especially as it pertains to policy articulation. This paper examined bureaucratic structures and service delivery in the Rivers State senior secondary schools board. The paper is anchored on the bureaucracy theory of Max Weber as its analytical framework. The paper adopted the survey research design to generate data. The population of the paper is 3000. Sample size for the paper is 350 drawn from the defined population. Data was gleaned via the administration and retrieval of a likert scale structured questionnaire. Generated data was analyzed using percentages and chi-square to ascertain the relationship between both variables of the paper. The paper found out that bureaucratic structures affect effective service delivery in the Rivers State senior secondary schools board. Accordingly, the paper recommends among others; that the Rivers State government should conduct a comprehensive review or bureaucratic procedures within Rivers State Senior Secondary Schools Board to identify redundant or inefficient processes and streamline them to enhance service delivery. Introduction The concept of bureaucracy refers to the structures, procedures, and regulations that are put in place to help an organization function properly. In the context of senior secondary school, this can include things like administrative rules and policies, school board regulations, and hierarchical structures within the school. These structures and procedures can have both positive and negative effects on how the school operates and deliver services education to its students.
In this chapter, titled “Chinese Culture-Related Scales,” we embark on a journey to explore the diverse cultural orientations that define Chinese society. From the Hsiao Orientation, emphasizing filial piety and family bonds, to the Bao Orientation, highlighting reciprocity and obligations, and the Customer Ren Orientation, focusing on empathy and customer relationships, we uncover the intricate layers of Chinese cultural values.
This chapter considers the effect of subcultures in large complex organizations upon knowledge management. It is found that subcultures offer both advantages and disadvantages to organisations with knowledge management processes. On the one hand, the diversity of subcultures also offers a diversity of approaches and focus of knowledge management within subcultures. On the other, subcultures are found in the literature to present boundaries to cross-subcultural knowledge transfer. In essence, knowledge management is enhanced within subcultures, and there is a diversity of knowledge management processes as well as conversion of different types of knowledge specific to each subculture type, but knowledge sharing and transfer between subcultures is problematic. Through the examination of previous empirical studies and evidence from the author's own study, strategies are suggested along with a proposed model for managing knowledge across subcultures in large complex organisations, and further implications are highlighted for researchers and practitioners.
A century ago, Elton Mayo and his colleagues, George Pennock, Roethlisberger and Dickson began a series of studies on worker productivity at the Hawthorne Works of the Western Electric Company in the USA. The researches continued well into the forties. Serendipitous findings disproved some notions of industrial man and industrial productivity made popular by previous theories like Scientific Management. These series of studies led to the emergence of a new conception of industrial man. They also led to the emergence of the Human Relations movement which ultimately led to the birth of Industrial Sociology. The present paper is an analysis of the Hawthorne researches and the debates that followed the publication of Roethlisberger and Dickson’s mammoth report on the studies entitled ‘Management and the Worker’.
This paper contributes to the history of science, history of social research,and Industrial Sociology. It was first published in ‘Socialist Perspective’ Vo.23, Nos.1&2, June-September 1995 (p.30-45). Later a revised version was published in Anirban Banerjee: ‘Explorations in Sociology’ The University of Burdwan, 2013.
This work may be of interest to students and researchers on the history of science, research methodology, human resource management, and Industrial Sociology.
Disruptive shifts in the current environment are engendering uncertainty, radically changing market relationships and consumers’ priorities. This challenging-the-boundaries article introduces a new marketing paradigm, Godfather Marketing, according to which firms evolve into organizations reminiscent of ‘mafia families,’ yet completely devoid of criminal connotations. Their aim is to deeply fulfill customer needs and desires through favors, not just product sales. This approach requires customers to adhere to a mutual ‘code of honor,’ where merit is rewarded and wrongdoing punished, participating in the firm’s favor exchange network. Through a theoretical approach grounded in historical cultural factors, this article explores firm credibility, favor conditions, reciprocation methods, customer traits, and organizational dynamics. In an era where the quality of information will supersede its quantity, Godfather Marketing offers a distinct perspective, giving marketers a competitive edge for fostering consumer loyalty and local policymakers a potential tool for community governance, within a shared framework of careful controls ensuring the protection of individual freedoms.
In the article the importance of communication in the infancy of mankind was emphasized for conducting joint economic activity, survival in harsh and dangerous conditions, and in the modern world — for achieving professional goals. The authors note that the society has formed a social order to the education system to develop a competitive personality possessing the basic skills and competencies of the XXI century, one of which is the ability to communicate — to socialize and to cooperate. Based on the analysis of scientific and pedagogical literature and normative documents, it was concluded that it was necessary for the implementation of social orders to pay due attention to the formation of students’ communicative skills. In pedagogical theory and practice, researchers use game technologies, the project method, staging and theatricalization of works of fiction, situational exercises and tasks aimed at the formation of communicative skills. The authors of the article consider the formation of communication skills of younger schoolchildren based on team building. Within the framework of this study, a survey among primary school teachers was conducted and results about the teambuilding awareness, its opportunities in forming student communicative skills were presented
Актуальність дослідження обумовлена змінами функціональної ролі людини в господарській діяльності та імперативів, що визначають її поведінку, при динамічних змінах факторів виробництва в сучасних умовах. В статті розглянуто наукові підходи до трактування поняття «мотивація» з точки зору їх недоліків і переваг. Обґрунтовано, що еволюційний розвиток теорій мотивації відбувався шляхом зсуву фокусу уваги вчених від незадоволених потреб, що відображено в змістових теоріях мотивації, до того, як людина визначає певну модель поведінки для досягнення цілей, що відображено в процесуальних теоріях мотивації, та визнання вирішальної ролі зовнішнього середовища, що стало причиною формування окремого напрямку – теорій поля. Впровадження сучасних цифрових технологій обумовлює інтелектуалізацію праці, внаслідок чого змінюються мотиви і стимули працівників, що лежать в основі мотиваційної політики суб’єктів господарювання.
The writing of business ethnography has expanded from the study of small social units such as factories to the discussion of transnational markets, transnational business networks and global finance in under the context of globalization. A holistic anthropological perspective and use of ethnography research have played important roles in the development of business anthropology. The research tradition and orientation of anthropology not only determine research perspectives and approaches in business ethnography, they also influence the theoretical construction of business anthropology. The study of business ethnography in China provides not only local interpretations of the theory and practice of business anthropology, but also opportunities to reflect on the use of ethnography for such studies.
ABSTRACT
Conflict is an inevitable part of the workplace and is part of everyday life. Conflicts are everywhere and they affect everyone directly or indirectly. When they are in organizations they affect the management, employees, and also customers. The study was conducted and investigated to investigate the impact of conflicts on project team productivity at Ethiopian postal service selected project in order to build everlasting coexistence of members of a project team and ensure attainment of project as well as overall organizational goal. The objectives of this research where: to examine the impact of project leadership related conflicts on project teams‟ productivity, to find out the impact of organizational structure related conflicts on project team productivity and to establish the impact of stakeholder involvement conflicts on project team productivity in Ethiopian postal service at HQ selected project in Addis Ababa. A descriptive research design was adopted in this study. The sample was selected through stratified random sampling, study participants were randomly selected from the marketing, finance and human resource departments as they are directly involved in the project implementation. The target population size was a hundred four respondents and a sample of 45 respondents was drawn at entire population that directly involved in Project. Questionnaires were distributed to the targeted population and duration of three weeks was given. The completed questionnaire was computed and coded, entered into the computer, organized and analyzed with a statistical package for social science (SPSS). The collected data was analyzed and presented in tabular form, graph and chart for simple understanding of the finding and regression analysis was also utilized. In conclusion, the company faces conflicts related to project leadership, organizational structure and stakeholder involvement but to varying extents thus, there is a paramount need to address and manage conflicts to improve on project team productivity as a way to increase the overall performance of the organization. From the study findings, the study recommends that in order to maintain its existence in the market, the Ethiopian postal service company in its project, should practice conflict management of project teams to boost productivity.
The article examines the essence and features of conflicts. Conflicts should be understood as a complex phenomenon that can be caused by various circumstances, contradictions between two or more parties, and is accompanied by mutual actions or disagreements and can have various consequences. The main features of conflict are given, which include: contradiction, mutual disagreement, interaction, tension, desire for influence and the need for a solution. The existing conflict theories were studied, in particular within the framework of systems theory (conflicts arise as a result of disagreements and imbalances in systems, in particular social, political and economic), functionalist theory (conflicts are considered as a normal and necessary part of social life) and social-psychological theory (conflicts arise as a result of disagreements interests (individual, group and intergroup). The main advantages and disadvantages of the considered theories are given. With the development of the theory of conflicts, their essence and meaning were rethought and considered from different points of view. It should be noted that until the 20th century, conflict was considered as an exclusively negative phenomenon, however , after the 20th century, views on its essence have changed, and it is considered from the point of view of positive content, which contributes not only to problems in the activities of organizations, but also to their development. Conflicts between guests and employees result in the form of various complaints, which are divided into the following categories: complaints about service, complaints about cleanliness and hygiene, complaints about technical problems, complaints about the quality of food in the establishment, complaints about accommodation and comfort, etc. The article lists the main conflict generators by manifestation and behavior (negative attitude, condescending attitude, boastful attitude, mentoring relationships, dishonesty and insincerity, ethical violations, regressive behavior) and by the field of manifestation (social, economic, political, cultural, psychological). The article describes the peculiarities of conflict management in the hotel and restaurant business, which are caused by a large number of interested parties, emotional tension, a variety of cultures and communications, and the presence of guests.
Investments in artificial intelligence, autonomous robotics, and similar technical systems continue to accelerate as organizations pursue opportunities to strengthen their performance and create even greater value for stakeholders. Despite voluminous guidance and best practices on designing and operationalizing such technical systems, many organizations are not achieving their expected returns and performance levels. The problem might be a biased view of organizations as primarily human-centric systems, which can place unnecessary limits on the performance of intelligent robots, artificial intelligence, and similar technical systems. Reimagining and purposefully designing organizations as systems composed of human and non-human knowledge workers co-performing tasks for organizational goal attainment can generate more robust performance and strengthen corporate returns on investments in such sophisticated systems. Non-human knowledge workers (NHKWs) are synthetic computational agents characterized by the conjunction of four attributes—information processing power, knowledge work, task-level employment, and more comprehensive organizational integration—distinguishing them from more common artificial intelligence, autonomous robotics systems, and autonomous vehicles frameworks. More gainful employment of NHKWs, and similar systems, is primarily a design issue and one that is largely separate from the capabilities NHKWs might possess. Using an organizational technology framework, this paper offers managers and organizational designers a systematic approach that can harness NHKW capabilities more effectively, thereby producing stronger organizational performance.
This study aims to investigate the influence of manager-employee interpersonal communication and organizational communication climate on the performance of Generation Z employees at the Bangko Pratama Tax Office. The census technique was utilized involving the entire population of Generation Z employees at the Bangko Pratama Tax Office as respondents. Multiple linear regression analysis was employed to analyze data obtained from 53 respondents. The research findings indicate a positive and significant influence between manager-employee interpersonal communication and organizational communication climate with the performance of Generation Z employees at the Bangko Pratama Tax Office. The regression coefficient value for manager-employee interpersonal communication is 0.487, and for organizational communication climate is 0.378. Statistical tests also demonstrate that collectively, manager-employee interpersonal communication and organizational communication climate have a significant impact on the performance of Generation Z employees. Enhancements in manager-employee interpersonal communication and organizational communication climate would enhance the performance of Generation Z employees. Overall, 78.1% of the variance in the performance of Generation Z employees can be explained by manager-employee interpersonal communication and organizational communication climate, while the remaining 21.9% is explained by other unanalyzed variables in this study
The article is devoted to the study of the peculiarities of the culture of managerial relations in public administration. It is stated that the culture of managerial relations exists in all organizations, regardless of the form of ownership. In each organization, the management culture is unique and inimitable. It cannot be formed on its own; the main factor of its formation is the cultural values of each subject and object which form management relations. It is established that managerial culture is formed under the influence of the internal and external environment, and its main elements are moral and ethical norms, values, worldview, mutual respect, professional and personal skills, compliance with subordination, level of discipline and level of education, etc. Formation of a culture of managerial relations in public administration is a complex and lengthy process, however, it is necessary to ensure effective management and development of a public organization. The author conducted an empirical study of the level of communication culture in public authorities and local self-government bodies in Ukraine and identified the main moral and ethical standards that public servants must adhere to in their activities in accordance with the Constitution of Ukraine. On the basis of the study, the author identifies the main problematic aspects of the culture of managerial relations and suggests ways to solve them, taking into account the national experience. The problematic aspects of the culture of managerial relations are mainly related to specific challenges that arise between managers and subordinates, the transformation processes taking place in the State, the insufficient level of knowledge of management psychology, low motivation, corruption and lack of transparency in management, lack of readiness of public managers for continuous development and self-improvement, etc.
This chapter aims to lay the foundations for a conceptualization of organizational learning by the organizational entity, thereby moving beyond organizational learning as individual learning within organizations. This chapter argues that the conceptual roots for the existing conceptualization of organizational learning as individual learning within the organization are dependent on: (1) The influence of theories of individual learning on organizational learning; (2) the nature of the organization behind theories of organizational learning (mainly a neoclassical view); (3) the view of relational learning as interpersonal relationships; and (4) the environment as exogenous. Organizational learning as relational governance, on the other hand, implies: (1) Learning as a process by the organizational entity; (2) the nature of the organization as a nexus of stakeholder resources and interests, which implies an open system view related to a new stream of organizational studies (beyond neoclassic); (3) relational concept as relationalization of multiple rationalities; (4) endogenized environment (nexus as environment of organizational learning).
This chapter addresses motivation by sharing the ideas of leading motivation researchers. These include Maslow’s hierarchy of needs, Herzberg’s two-factor motivation–hygiene theory, Alderfer’s ERG, and a more recent theory of needs proposed by Richard Ryan and Edward Deci: the self-determination theory of motivation. Other theories presented include Victor Vroom’s expectancy theory, McClelland’s achievement theory, Merton’s term self-fulfilling prophecy, and Locke and Latham’s and Porter and Lawler’s goal-setting theory. Also included are elements of motivation, processes of motivation, types of motivation, and the neuroscience of motivation. Appendix 3A is a glossary.
Cancer is a health crisis that has long been plaguing the United States and the world. According to the World Health Organization (WHO), breast cancer is the most common cancer among women worldwide, with nearly 2 million new cases diagnosed in 2018. In the U.S. alone, the American Cancer Society estimates that in 2020, there will be 276,480 new cases of invasive breast cancer and 48,530 deaths from the disease. As a result, breast cancer is a global crisis. Globally, breast cancer is the leading cause of cancer death among women, with an estimated 627,000 deaths in 2018. This chapter will discuss the prevalence of trauma and PTSD among cancer patients and survivors, and the risk factors associated with its development. Additionally, the chapter will discuss the psychological impact of trauma and PTSD on cancer survivors, and the interventions that are available to help manage these issues through a fly-fishing support group for female breast cancer survivors that can be offered as community education programs from state fisheries.
The third part of this book, from Chaps. 11–14, examines how Barnard developed his theory of organization and management after he published his major publication, The Functions of the Executive. In fact, he published his second book, Organization and Management, in 1948, in which he attempted to develop his theory. This chapter focuses on how Barnard developed his theory of organization; it chooses and examines three papers from Organization and Management. The first paper, “Concepts of Organization,” responds to some criticisms raised by a book review; it explains precisely how a formal organization is composed of and integrated by diverse individuals’ contributions. In particular, customers’ activities become integral parts of formal organization, as well as those of employees. The second paper, “On Planning for World Government,” and the third paper, “Functions and Pathology of Status Systems in Formal Organization,” add two new concepts of organization, namely lateral organization and status system, respectively. These two concepts are closely related to the argument of organizational autonomy. Barnard suggested that an organization is basically a whole and independent entity, and that it has its own autonomy. Therefore, it is basically impossible for executives and executive organizations to control and dominate an organization completely. Barnard explored how to manage an organization by taking into account organizational autonomy. Thus, this chapter aims to consider how Barnard searched for a new method of managing an organization on the basis of organizational autonomy.
This study aims to analyze some of the existing implications between urban anthropology and Anthropocene urban socio-ecology planning resilience, beginning from the assumption that urban anthropology gives support to create and develop any urban planning based on the Anthropocene urban socio-ecology resilience. The methods employed are the analytical-descriptive based on an ethnographic interpretation and reflection of the theoretical and empirical literature review. The analysis concludes that urban anthropology fundamentals give support to strengthen the Anthropocene orientation of the urban socioecological planning resilience.
This study aims to analyze some of the existing implications between urban anthropology and Anthropocene urban socio-ecology planning resilience. Beginning from the assumption that urban anthropology gives support to create and develop any urban planning based on the Anthropocene urban socio-ecology resilience, the methods employed are the analytical-descriptive based on an ethnographic interpretation and reflection of the theoretical and empirical literature review. The analysis concludes that urban anthropology fundamentals give support to strengthen the Anthropocene orientation of the urban socioecological planning resilience.
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