The human-relational school of administration is a theoretical current that emerged in response to the limitations of scientific administration and classical theory. In contrast to the mechanistic and rigid vision of organization and work, the human-relational school places emphasis on people, their needs, motivations and relationships within organizations. This approach considers that the human factor is fundamental to the success of a company and proposes strategies to stimulate the participation, motivation and commitment of employees.
Characteristics of the Human-Relationist School
The human-relational school of administration is characterized by several fundamental principles that distinguish it from other currents of administrative thought:
1. Focus on people
One of the main characteristics of the human-relational school is its focus on people as the center of organizations. It is recognized that individuals have their own needs, aspirations and motivations that influence their work performance. Therefore, we seek to understand and address the emotional and social needs of employees to achieve a favorable and productive work environment.
2. Interpersonal relations
Another distinctive aspect of the human-relational school is its emphasis on interpersonal relationships within the organization. It is considered that a work environment based on trust, respect and effective communication contributes to the well-being of employees and the achievement of organizational objectives. Therefore, teamwork, cooperation and active participation of collaborators in decision-making are promoted.
3. Motivation and leadership
The human-relational school also highlights the importance of motivation and leadership in people management. It is recognized that financial incentives are not the only driver of employee behavior, but that factors such as recognition, autonomy and personal fulfillment play a crucial role in their performance. Likewise, the role of the leader as a facilitator of the development of his team is valued, promoting a positive and stimulating work environment.
4. Talent development
Another significant characteristic of the human-relational school is its interest in the development of human talent. It is considered that investing in the training and professional growth of employees not only benefits the organization in terms of productivity and competitiveness, but also contributes to the well-being and satisfaction of collaborators. Therefore, continuous training, mentoring and internal promotion are promoted as strategies to retain talent and promote the development of skills.
Proposals of the Human-Relationship School
Based on these characteristics, the human-relational school of administration proposes various strategies and practices to improve people management in organizations:
1. Effective communication
One of the pillars of the human-relational school is effective communication as a tool to strengthen interpersonal relationships and generate a climate of trust in the organization. Openness, transparency and constant feedback are promoted as means to ensure fluid communication and avoid misunderstandings. Likewise, active listening and empathy are encouraged as key skills to improve the quality of work relationships.
2. Participation and empowerment
The human-relationship school advocates the participation and empowerment of employees as mechanisms to increase their commitment and motivation at work. The aim is to involve collaborators in decision-making, assigning them responsibilities and granting them a certain degree of autonomy in carrying out their tasks. This not only promotes a sense of belonging and value, but also stimulates creativity and innovation in the organization.
3. Skill development
Another key proposal of the human-relational school is the development of skills and competencies of employees through training and training programs. Continuous learning is recognized as essential to adapt to an ever-changing work environment and to foster both personal and professional growth. Therefore, we are committed to creating individualized development plans that allow employees to acquire new skills and knowledge relevant to their career.
4. Feedback and recognition
Constant feedback and recognition of performance are fundamental practices in people management according to the human-relationship school. Providing constructive feedback is believed to help employees identify areas for improvement and maintain motivation in their work. Likewise, public recognition of individual achievements and efforts reinforces the self-esteem and confidence of employees, encouraging them to continue giving their best.
Impact of the Human-Relationship School
The influence of the human-relationalist school in the field of administration has been significant, since it has contributed to changing the perception of organizations as merely technical and formal entities towards a more human and participatory approach. Some of the most relevant impacts of this theoretical current are:
1. Improving the work environment
The application of the principles of the human-relational school has proven to be effective in improving the work environment in organizations. A work environment based on trust, collaboration and respect promotes employee satisfaction, reduces work stress and promotes greater commitment to organizational objectives. This translates into greater productivity and lower staff turnover, which means benefits for both workers and the company.
2. Greater motivation and commitment
Considering the needs and aspirations of employees in organizational management has allowed them to increase their motivation and commitment to the company. By feeling valued and listened to, workers become actively involved in their work, identify with the organization's values, and show a greater willingness to contribute with their talent and creativity. This translates into better individual and group performance, as well as greater cohesion and collaboration among team members.
3. Development of human capital
Investment in the development of human capital through training and training programs has allowed organizations to enhance the skills and competencies of their employees, allowing them to adapt to changes in the environment. environment and successfully face market challenges. Furthermore, fostering an environment of continuous learning promotes innovation and creativity, which translates into competitive advantages for the company in the long term.
4. Transformative leadership
The promotion of transformative and participatory leadership is another of the legacies of the human-relational school in administration. Leaders who practice active listening, empathy, and the ability to inspire their teams are able to create motivating and stimulating work environments, where employees feel part of a common project and find meaning in their daily work. This type of leadership contributes to strengthening the organizational culture and promoting the growth of the company through the development of its human capital.
In short, the human-relational school of administration has revolutionized the way in which work in organizations is conceived and managed, placing people at the center of business strategy and promoting a more human, ethical and sustainable approach to administration. Its positive impact on the work environment, employee motivation, talent development and transformative leadership make it a relevant and current theoretical current today.