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Essay / Research Paper Abstract
This 3 page paper looks at two approaches to human resource management; the quantitative approach and the human relations school of thought. The paper outlines each of these approaches, looking at the characteristics of the HRM models and assessing what they have added to the understanding of management. The bibliography cites 3 sources.
Page Count:
3 pages (~225 words per page)
File: TS14_TEquanthrm.rtf
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Unformatted sample text from the term paper:
approach and the human relations school of thought take very different approaches which are able to compliment each other. The quantitative approach may be classified as a hard approach
to human relations management (HRM), it is a logical approach that sees employees as resources to be used and utilizes tools such as statistics, optimization models, the use of computer
simulations, linear programming and other models that aim at projecting needs and optimising the allocation resources. It may be argued that the foundation of this lie in scientific management and
the work of Frederick Winslow Taylor who wanted to increase efficiency in the workplace, who looked at breaking down tasks into their component parts and splitting the tasks between
different people, this facilitated a much faster pace of production and decreased the cost of labor and it was seen used at the Ford Factory (Taylor, 1998).
However, where this approach is used there are potential dangers, Taylor found he had a great deal of resistance, as if applied in a
pure sense this has the potential to be a dehumanising model and can impact very negatively on motivation. However, development fo efficient models was continued, as see with the Gilbraith
brothers, Frank and Lillian Gilbreth had an advantage over Taylor, they had experience in a unionised environment is paid more attention to the human elements. The additions made by
these brothers were further standardisations, but a lesser concentration on the use of stopwatches. In brickworks it was noticed that all the bricklayers used different methods and different movements when
working fast and slow. They examined these movements to design the best way to lay bricks efficiently. The result of these studies and the implementation of the standardised job design
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