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Who is the founder of interpersonal relationship management (the main content of interpersonal relationship theory)?
Who is the founder of interpersonal relationship management (the main content of interpersonal relationship theory)
Han Bang Education () Release Date: 2022- 12-04 12:54.
Who is the founder of interpersonal relationship management (the main content of interpersonal relationship theory)
George elton mayo (1880- 1949) is an American management scientist, originally from Australia, the founder of early behavioral science-interpersonal relationship management, and an academician of American College of Arts and Sciences. He was born in Adelaide, Australia. At the age of 20, he obtained a master's degree in logic and philosophy from Alfred University in Australia, and applied to the University of Queensland to teach logic, ethics and philosophy. Later, he went to Edinburgh, Scotland to study psychopathology and analyze mental disorders, thus becoming the founder of psychotherapy in Australia.
From 65438 to 0922, with the support of Rockefeller Foundation, Elton Mayo moved to the United States and taught at Wharton School of Management, University of Pennsylvania. In the meantime, Elton Mayo once explained the behavior of industrial workers from a psychological point of view, thinking that there are multiple influencing factors, and no single factor can play a decisive role, which became the theoretical basis for his later classification of organizations as social systems. From 65438 to 0923, Elton Mayo conducted an experimental study on the influence of workshop working conditions on the turnover rate and productivity of workers in a textile factory near Philadelphia. 65438-0926 entered the School of Business Administration of Harvard University, specializing in industrial research, and worked at Harvard University until retirement.
Who is the founder of interpersonal relationship management (the main content of interpersonal relationship theory)
Interpersonal relationship management
The uniqueness of interpersonal relationship management lies in his basic argument about human nature. Simply put, they think workers are "social people". This assumption holds that people not only have economic and material needs to meet, but more importantly, people have social and psychological needs to meet. Based on this understanding of human nature, interpersonal relationship management believes that in order to mobilize the enthusiasm of employees, social and psychological needs of employees should be met. The understanding of interpersonal relationship management is just the opposite of Taylor's "scientific management theory" on the basic understanding of human nature.
The new leadership ability lies in improving employee satisfaction. Among the factors that determine labor productivity, the first factor is the satisfaction of workers, while production conditions and wages are only the second. The higher the employee satisfaction, the higher the soil quality and the higher the production efficiency. High satisfaction comes from the effective satisfaction of the individual needs of workers, including not only material needs, but also spiritual needs.
Mayo believes that the level of production efficiency mainly depends on the morale of workers, and the morale of workers depends on their satisfaction with various needs. Among these needs, money and material needs only account for a small part, and more are social needs such as gaining friendship, gaining respect or ensuring safety. Therefore, to improve productivity, it is necessary to improve the morale of employees, and to improve the morale of employees is to strive to improve employee satisfaction. Therefore, new managers should carefully analyze the needs of employees in order to take corresponding measures. Only in this way can we fully mobilize the enthusiasm of workers in time and achieve the goal of improving labor productivity.
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