Motivation and Human Relations Theories

How Motivation and Human Relations Theories Influence Management Practices within an Organization

Both theories, motivation and human relations theories, are fundamental when individuals make decisions in an organization. Despite individuals making decisions without considering the provisions of these theories, the actions undertaken by the theories can be attributed to these theories. However, the ideas are observed to be fundamental in the involvement of vampires in the relations in a society.

The theories are essential when understanding the different social activities. The usual undertaking of social activities keeps the existence of social groups to be debatable. The theories play a critical part in influencing management practices within the organization. The theories influence actions such as the following.

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Crisis Management

Motivation theory and human relations theory are fundamental in the crisis management of any organization or company. Motivation theory, for example, contributes to the crisis management of the company in several ways. First, motivation theory explains individuals’ behavior in an organization; this gives an approach to understanding the problems related to human behavior (Muldoon, Liguori, & Bendickson, 2013). Therefore, motivation theory contributes to crisis management by providing a basis for approaching issues that may otherwise escalate into a crisis. Furthermore, the understanding of individuals’ behavior modifiers is answered by the motivation theory, which explains the factors that may be a source of behavioral changes that are often the basis of disagreements in an organization which leads to organizational crisis.

Human relations, on the other hand, play a critical role in crisis management. Human relations theory provides an established framework for understanding the individuals’ behavior in an organization and provides a sense of human interactions. Human relations theory forms a critical basis for understanding the differences between individuals in the workplace (Wood & Wood, 2004). Therefore, social relations theory forms an essential approach to understanding the differences in behavior, which contributes to the crisis in an organization, thus leading to crisis management in an organization. Besides understanding the differences, human relations theory provides guidelines for the conduct of productive engagements between individuals; this leads to the bonding of individuals in an organization that eradicates the instances that may lead to organizational crisis.

Changing the Nature of the Organization

Motivation and human relations theories play a critical role in the changes undertaken in an organization. There are various changes in any organization; they include environmental changes, structural change, staff and office change, among other changes. In an organization, both theories play a role in making sure the desired change is attained and the organization’s good. For example, when undertaking structural changes, the individuals responsible for carrying out the changes are likely to be guided by different motivations. According to Papa (2019), motivation theory is responsible for the change in an organization. According to them, motivation leads to changes in an organization, with the organization aiming to achieve a particular goal. For instance, according to them, motivation may lead to change in the products by the company; in this case, the change might be triggered by the organization’s desire to fulfill a given need of customers. Therefore, the lack of the customer motivates the change in the structure, environment, or products of the organization.

Establishing the Roles of Actors in the Organization

These two theoretical approached lead to the establishment of the functions of actors in the organization. According to Fiske (1991), human relations theory has four types of human relations: communal sharing, authority ranking, equality matching, and market pricing. When human relations are launched; therefore, the company has to introduce different departments to deal with each specific task of human relations. The establishment of the various departments consequently creates a spillover effect leading to the creation of roles of actors in the organization. For example, in an organization, often, the organization starts with a specific goal and objectives; however, as time lapses, the company picks new targets and goals. The newly introduced goals and objectives may require new individuals to oversee them; this leads to the introduction of new actors in the company, thus establishing the roles of these actors in that given organization.

Diversification of Values

When taken into consideration, motivation and human relations theory leads to diversification of values in an organization. Due to the different human interests, individuals present in the environment of the organization are likely to be subjected to variety. When social relations and motivations theory are taken into account in such instances, it leads to diversification of values in the organization. According to Hoskisson and Hitt (1990), the environment in which the organization is located is full of imperfections, the organization responds to these imperfections in several ways, when the organization chooses to react to the different needs and demands of people within the environment, often motivated by motivations theory, the organization develops a diversified set of values.



Fiske, A. P. (1991). Structures of social life: The four elementary forms of human relations: Communal sharing, authority ranking, equality matching, market pricing. Free Press.

Hoskisson, R. E., & Hitt, M. A. (1990) Antecedents and performance outcomes of diversification: A review and critique of theoretical perspectives. Journal of Management.

Muldoon, J., Liguori, E. W., & Bendickson, J. (2013). Sailing away: The influences on and motivations of George Caspar Homans. Journal of Management History, 19(2), 148-166.

Papa, N. (2019). Motivation management theories. Bizfluent.

Wood, J. C. & Wood, M. C. (2004). George Elton Mayo: Critical evaluations in business and management. Taylor & Francis.