HUMAN RELATIONS AND GROUP

DYNAMICS

ANALYN VALENCIA-INARDA NOVEMBER 12, 2011

Human Relations and Group Dynamics (An Overview)

Human Relations have to do with, by and large, the interaction of people in all types of undertakings, in government, in business, in schools, in socio-cultural associations and in the homes.

Human Behavior is referred to as organizational behavior. The cause and effect or the behavior of the constituents of an organization is identified and analyzed.

Human

Relations and organizational behavior are therefore complementary to one another in the drive to attain improved behavior. Human relations are action-oriented, goal oriented and operational.

Human Behavior and Management

The constituents of an organization, from the lowest to the highest level in the organizational hierarchy are burdened with the responsibility of bringing about successful human relations.

It

is incumbent upon a manager or employer to integrate human relations into every work situation in order to motivate workers to be productive and cooperative, hand in hand with economic, psychological and social satisfaction.

Four Basic Assumptions with regard to the nature of man

1.

2.
3. 4.

Individual Difference Whole person Motivation (caused of behavior) Human Dignity

The Nature of Organization as Social System

Two types of social systems coexist in an organizationthe formal organization is structured and operated on the official basis, whereas the informal organization is one that springs from the ranks of the employees, without any official status and operates primarily to safeguard its members well being.

Human Relations and Other Disciplines

Human

Relations call the application of all disciplines that contribute to the understanding of people in organizations.
Psychology,

sociology, anthropology, political science, organization theory and scientific management and others should be integrated in the study of man and his actions, in his relationship with others, since man is to be considered in his entirety.

What is Servant-Leadership?
Servant-Leadership is a practical philosophy which supports people who choose to serve first, and then lead as a way of expanding service to individuals and institutions. Servant-leaders may or may not hold formal leadership positions. Servant-leadership encourages collaboration, trust, foresight, listening, and the ethical use of power and empowerment.

The Leader as Servant

devote

themselves to serving the needs of organization members. focus on meeting the needs of those they lead. develop employees to bring out the best in them. coach others and encourage their self expression. facilitate personal growth in all who work with them. listen and build a sense of community.

10 Principles of Servant-Leadership

1. Listening 2. Empathy 3. Healing 4. Awareness 5. Persuasion 6. Conceptualization

7. Foresight
8. Stewardship 9. Commitment to the Growth of People 10. Building Community