Elton Mayo and Thomas Henry Reeve Mathewson: the forgotten Australian pioneers of the treatment of patients with shell shock, neurasthenia and nervous breakdown

The contributions of Australians on shell shock are absent from the literature. However, two Australians were pioneers in the treatment of shell shock: George Elton Mayo (1880–1949) and Dr Thomas Henry Reeve Mathewson (1881–1975). They used psychoanalytic approaches to treat psychiatric patients and introduced the psychoanalytic treatment of people who suffered from shell shock. Their ‘talking cure’ was highly successful and challenged the view that shell shock only occurred in men who were malingering and/or lacking in fortitude. Their work demonstrated that people experiencing mental illness could be treated in the community at a time when they were routinely treated as inpatients. It also exemplified the substantial benefits of combining science with clinical knowledge and skill in psychology and psychiatry.

TEORIAS DA ADMINISTRAÇÃO E DAS RELAÇÕES HUMANAS

A Teoria das Relações Humanas surgiu em oposição à Administração Científica e à Teoria Clássica. Com a Abordagem Humanística o foco não é mais a tarefa ou a organização, mas sim as pessoas. A teoria surgiu como consequência da Experiência de Hawthorne, desenvolvida por Elton Mayo e tem como objetivo a humanização e democratização, deixando de lado a rigidez existente até então. Ela desenvolveu as ciências humanas, principalmente a psicologia e enfatizou as pessoas como principal ingrediente do sucesso de uma organização. Percebe-se que as características pessoais de cada um influenciam no ambiente de trabalho. De maneira inovadora para a época, qualidades de liderança são buscadas nos supervisores, esperando-se que os mesmos tenham a capacidade de influenciar seus liderados objetivamente, conseguindo que desempenhem suas funções com motivação e qualidade. Assim, a abordagem humanística da administração foi a primeira teoria administrativa a ter um olhar mais atento às necessidades e características dos colaboradores e ao lado humano deles e não como simples empregados. As experiências demarcaram as principais características de uma nova teria cheia de valores humanísticos com a ênfase nas pessoas. Por fim, a civilização industrializada mudou a sociedade que mudou a indústria surgindo à necessidade de eficiência e cooperação.

Downsizing: Causes, Effect, and Strategies, A Conceptual Approach

Downsizing has recently become an increasingly important issue that needs to be addressed toensure fair employment practices. Companiesworldwide have used downsizing to improve organizational competitiveness, profitability, effectiveness, efficiency as well as to reduce the size of their workforce.Downsizing as a strategic managerial tool has become an increasingly common phenomenon in the business world today. Downsizing is a systematic reduction of the workforce through a set of activities by which an organization aims to improve the efficiency and performance of the organization. Human relation theory by Elton Mayo was adopted. The study is conceptual in nature which seeks to examine the factors affecting downsizing, strategies for successful downsizing, consequences of downsizing, and method of downsizing. It was recommended that organisation should ensure that they provide more information to employees regarding the implementation of downsizing in their organisation so as to provide a sense of transparency to employees

IMPLEMENTASI MANAJEMEN KOMUNIKASI DALAM ORGANISASI

Penelitian ini bertujuan untuk mendiskripsikan proses manajemen dalam aktivitas komunikasi dan implementasi manajemen komunikasi dalam organisasi. Penelitian ini menggunakan pendekatan deskriptif kualitatif. Metode yang digunakan adalah metode studi kepustakaan. Berdasarkan metode tersebut, penulis mengumpulkan data dengan teknik simak catat untuk mengkaji dokumentasi berupa buku, literatur dan bahan pustaka lain yang relevan. Penelitian ini mengguakan teori hubungan manusia dari Elton Mayo. Hasil penelitian menunjukkan bahwa proses manajemen dalam aktivitas komunikasi adalah menjadikan aktivitas komunikasi dilakukan secara terstruktur dan sistematis. Karena, eksistensi suatu organisasi ditentukan oleh interaksi dari seluruh anggotanya, yang disebut dengan komunikasi organisasi. Maka, interaksi tersebut harus dikelola dengan menerapkan manajemen komunikasi. Sedangkan, implementasi manajemen dalam komunikasi organisasi adalah dengan menyelaraskan fungsi manajemen yaitu fungsi merencanakan, mengorganisasi, mengarahkan dan melakukan pengawasan dengan komunikasi dalam organisasi (baik itu dalam posisi sebagai atasan maupun bawahan), antara lain forward communication yang mengalir secara downward (dari atas ke bawah, dalam bentuk tugas, perintah, pendelegasian dan lain-lain), sehingga menghasilkan suatu bentuk komunikasi yang efektif dan mencapai tujuan organisasi.

Mejoramiento del clima institucional a través de estrategias de gestión en los docentes de la IE José Lorenzo Cornejo Acosta de Arequipa.

La investigación tuvo como objetivo la aplicación de un programa de estrategias de gestión sustentado en las teorías de las relaciones humanas de Elton Mayo y de la inteligencia emocional de Daniel Goleman, para mejorar el clima institucional entre el personal docente de la IE José Lorenzo Acosta, de la ciudad de Arequipa. Por lo que se formuló el siguiente problema ¿Qué características presenta el clima institucional de entre los docentes de la IE José Lorenzo Acosta de la ciudad de Arequipa? En el estudio diagnóstico que se realizó en una muestra de 46 docentes, se utilizó una encuesta dirigida al personal de la Institución Educativa determinándose la falta de compromiso, el no respeto a las normas de convivencia, intolerancia, falta de comunicación y poca empatía entre sus miembros. La contrastación de las hipótesis planteadas permite determinar que se redujeron los problemas de clima institucional existente, ya que las actitudes desfavorables disminuyeron notablemente.

Deriving Five Human-Centred Logics of Organization Design

For the past century or more, we have been taught to think of the design of organizations in terms of a legacy of principles left to us by pioneers such as Taylor, Fayol, and Weber. Names such as Follet, Barnard, or Elton Mayo, although admired and often cited have never made it to the compendia of organization design. So, organizations continue to be designed with a logic of command-and-control, carrot-and-stick, and make-believe ethics which cause the organizational unease often reported in the literature. In this chapter, a proposal for a set of five new human-centred logics of organization design is put forward. The proposal is the result of an investigative process which starts from the realization that a number of contemporary literature trends on management and organization reveal concerns that somehow coincide with human-centred design (HCD) principles and ideas. The new logics are: identity and identification, normative, service, effectual reasoning and interactive structure.

La cultura organizacional en el desempeño docente en las universidades públicas de la provincia Pichincha, Ecuador

La investigación procuró establecer la relación entre cultura organizacional y desempeño laboral en las funciones sustantivas de docencia, investigación y vinculación con la sociedad de las universidades públicas de la provincia Pichincha-Ecuador. Consistió en un estudio mixto, descriptivo, transversal, analítico, exploratorio, correlacional y de campo. Las universidades seleccionadas fueron Universidad de las Fuerzas Armadas (ESPE), Escuela Politécnica Nacional (EPN) y la Universidad Central de Ecuador (UCDE). La muestra fue de 304 docentes: ESPE 106, EPN 69, UCDE 129. La fundamentación teórica consideró los aportes de la Escuela de las Relaciones Humanas de Elton Mayo, los paradigmas de la sociedad del conocimiento, del acceso a la educación superior, de la evaluación y acreditación, así como de la universidad contemporánea. Los métodos de recolección de información aplicados fueron encuestas y entrevistas a actores y gestores de las unidades de análisis. Para medir y analizar los datos se estableció una metodología acorde a la necesidad del estudio basado en las características cuantitativas, cualitativas, individuales y grupales de la data existente. Los resultados evidencian que las universidades tienen una cultura organizacional en la que existe desarrollo en aspectos como integración, relaciones interpersonales, trabajo en equipo y comunicación. Las evaluaciones llevaron a conclusiones similares, es decir, para la U1 y U2 las evaluaciones tuvieron resultados cuantitativos medios y para la U3 resultados altos de acuerdo a la autoevaluación, esto refiere a que mayoritariamente los docentes consideran están que se desempeñan adecuadamente en relación a planificación, evaluación, contenidos, entre otros. El análisis de correlación desarrollado permitió obtener indicadores muy cercanos a 1 entre los valores medios de Cultura organizacional y desempeño docente, sin embargo, la muestra pequeña (n=3) no permitió obtener la significancia mínima esperada, pudiendo concluirse en la existencia solamente de una tendencia entre la cultura organizacional y desempeño laboral de los profesores universitarios para esta investigación exploratoria. Las implicaciones teóricas, metodológicas y prácticas de la investigación, permitirán a las Universidades estudiadas la implementación de procesos que van desde la planificación de estrategias, hasta su ejecución y control para determinar el avance en aquellos puntos débiles para contribuir a la fortaleza de la imagen institucional, y al egreso de profesionales de calidad demandados por la sociedad ecuatoriana.

Reassessing Elton Mayo: clarifying contradictions and context

Purpose Elton Mayo was a professor at a prestigious university, but not a researcher; a scholar, but more concerned with executives; a capitalist, but someone who downplayed monetary incentives; an insider, but someone whose own background was more of an outsider. These contradictions have resulted in scholars questioning Mayo’s impact on the field of management. Thus, this paper aims to critically review Mayo and his contributions to management through a lens calibrated to the context of his time, providing a more contextually accurate view of Mayo and his work and offering a clearer view of his meaningful impact on the field. Design/methodology/approach Using a combination of primary and secondary sources, the authors connect otherwise disparate information to critically review Mayo’s work within the context of its era. Findings The authors’ critical review of Mayo identified nine topical areas where Mayo and/or his work have been misunderstood or misinterpreted. For each area, the authors offer a more contextualized and appropriate interpretation of Mayo and his viewpoints, and thus more accurately informing the management literature. Originality/value This paper is the first to thoroughly revisit Mayo and his work through a contextualized lens, offering a more informed view of why Mayo’s seemingly controversial behaviors were actually quite standard behaviors given his context.

MANAGEMENT FACTORS TO INCREASE LABOR EFFICIENCY IN STAFF EVALUATION AND MANAGEMENT EXPERT EVALUATIONS

The article addresses the issue of transforming preferences and motives for choosing a place of work under the influence of global world trends. Factors that encourage labor in modern conditions, as well as socially significant factors of managerial influence on increase of labor efficiency are identified and ranked. Leading theories of motivation are considered: the scientific school of Frank Gilbreth and Winslow Taylor; The School of Human Relations founded by Elton Mayo; Frederick Hercberg 's theory of "work enrichment." Factors on which the efficiency of management impact realization depends, as well as forms and types of management impact are given. The results of the study of the factors of labor efficiency of A.G. Zdravomyslov (1960s) and the results of the present research of the author of the article are compared. The article examines the factors that encourage a modern person to work, and defines the impact of the management style of a manager on the work efficiency of employees. The hypothesis that if other conditions of employees' work are unchanged, the change in the management style of the manager leads to significant changes in the employee 's labor efficiency has been confirmed. The results of the study conducted by the author of the article on motives to work in modern conditions, as well as the results of the survey, interviews and sociological experiment are given.