An Interactive Webinar Brent Bester

Human Relations and Human Resources

Theories

Hello everyone!Presentation Introduction and Presenter

InformationOverview of Agenda and Expectations Instructions on Asking QuestionsPlease Provide Feedback and Responses!

Greetings and Audio Check

Why Work Feedback is Important!

Benefits when bosses provide feedback to colleagues

Direct feedback – Hardest to give (Zenger 2012)

Employee Engagement Important for Manager to ask for feedback!Good things come from asking for feedback.

Human Relations and Human Resources Theory

29% – Manager neither asks nor gives feedback

34% – Manager doesn’t ask, but gives feedback

48% – Manager asks, but doesn’t give feedback

74% – Manager both asks for and gives feedback

Zenger, J. (2012, March 19). Workplace Feedback: Tis Better to Receive Than to Give. Forbes.

Retrieved from http://www.forbes.com/sites/jackzenger/2012/04/19/workplace- feedbacktis-better-to-receive-than-to-give/

Percentile Scores on Employee Engagement

Does your boss know how you feel?

If not how so? What would you like your boss to know about you or your life outside of work that they are unaware of? Can this human aspect be able to benefit the work atmosphere?

Explain and discuss.

Engagement Activity

Human messages can be efficient in capturing important information and benefiting everyone

Acknowledgement is fundamental for workplace culture and cohesiveness

Everybody wants to be properly understood and given a chance to voice their opinion

Listening is often times more valuable then directing

Lessons Learned

The Importance of Human Relations

Work can be enjoyableRecognition promotes motivation (Zaremba 2010)All humans have human needs (Zaremba 2010)Managers must communicate to acknowledge

employees and empower themPositive communication = positive atmosphere

Why are Human Relations and Human Resources so Important?

Both of these theories are highly interrelated yet were introduced at different times. Human relation theorists would argue that is important for productivity to recognize employees achievements and accomplishments at the work place. Human resources would build on to that ideology advising management that they need to recognize what the employees can contribute and hone in on those resources. Essentially, management must recognize the employees potential (Zaremba 2010).

Human Relations vs. Human Resources

Do we like work?Research shows most people do not tend to

derive satisfaction from work, unfortunately.70% of Americans either hate going to work

or have mentally checked out. 7 out of 10 workers are not mentally engaged

and emotionally disconnected.Less likely to be productive.

Positive Reinforcement & Stats

 According to the U.S. Department of Labor, the number one reason people leave their jobs is because they “do not feel appreciated.”

In a number of polls, 65% of Americans report receiving no recognition during the past year at their work.

A study of over 1,700 employees conducted in 2012 by the American Psychological Association (APA) indicated that more than half of all employees intended to search for new jobs because they felt underappreciated and undervalued. 

Brersslour, M. (2013, July 29). Appreciation in the Workplace, Wins. Switch & Shift: The Human Side of Buisiness.

Retrieved from http://switchandshift.com/appreciation-in-the- workplace-wins

Positive Reinforcement & Stats (Cont’d)

Workplace Simulation

What are some common messages that really crush motivation and bring you down? Managers, are you willing to field difficult and disparaging comments from supervisors. Have your efforts also gone unnoticed? Do you feel like another number? Presenter randomly calls on individuals.

Explain and Discuss.

Employee Simulation Game

Everyone responds well to acknowledgementDisparaging messages create animosity

among a plethora of other unwanted resultsHuman messages workOften times you as a manager are unaware of

the message you are passing on to the employee

At the end of the day, we are striving for employee satisfaction and top notch production

Lessons Learned

Understanding your Audience

People have several different feelings and even emotions about some of the people in the workplace. Sometimes it can be a chore to get along with your coworker. Therefore, it is imperative to understand where they are coming from and to attempt to put yourself in their shoes. What messages would you most likely respond positively to if you were them? These feelings can affect performance on the job.

Rotemberg, J. (1994, August 10). Human Relations in the Workplace. The Journal of Political Economy,Vol. 102, No. 4, pp. 684-617.

Implementation of the Theories

It is imperative to send human messaging by rewarding and acknowledging

Have an “open door policy”, after all the more you know about your employees the more effective you will be

Be a motivator and a role modelMake sure you lead by example – actions speak

louder than wordsEncourage discussion, personal, and

professional growthCreate a team environment

Creating a Encouraging and Positive Environment

How do respond in situations?

Managers, after this, how do you feel you should react in difficult situations? Can this implementation process be employed in your workplace? Do we have enough understanding to seek the most positive resolution and to send the most positive messages. Is top productivity our goal. Presenter selects random managers to question.

Explain and Discuss.

Management Activity

Change our communication methods to employ human relations and human resources theories

We need to seek the untapped potential in our employees that go unnoticed

Recognize individuals on all different levelsBe a positive force to stimulate personal and

professional growthQuit making excuses

What You Can do Different

Rebuttals, specific situations, doubts?

Question & Answers

Holding Yourself Accountable

Find out more about the people you are managing and what motivates them. Also, make sure you are following accepting the same human messaging as they are. If you aren’t receiving human messaging you are unlikely to pass it on. Be responsible for your team and their morale. At the end of the day your superior will notice a brand new enthusiastic team that shows up on time and is ready to work to be a team player. With consistent efforts you can make sure your employees are in the 30%.

Future Expectations of Employees and Yourself

Listen, acknowledge, and often send human messages

Encourage and empowerCreate a team atmosphereSet a common goal for all Build an allegiance with your teamHold yourself accountable

Implementing Proper Change Summary

Final Questions

Final Questions and Answers

ReferencesBrersslour, M. (2013, July 29). Appreciation in the Workplace,

Wins. Switch & Shift: The Human Side of Buisiness. Retrieved from http://switchandshift.com/appreciation-in-the-workplace-wins

Rotemberg, J. (1994, August 10). Human Relations in the Workplace. The Journal of Political Economy,Vol. 102, No. 4, pp. 684-617.

Zaremba, A. (2010). Organizational Communication. New York, NY: Oxford University Press, Inc.

Zenger, J. (2012, March 19). Workplace Feedback: Tis Better to Receive Than to Give. Forbes. Retrieved from http://www.forbes.com/sites/jackzenger/2012/04/19/workplace-

feedbacktis-better-to-receive-than-to-give/

References