HRM Module 1

Slavery

• 3500 BC in Sumer and Mesopotamia

• reached its peak in Greece and Rome

• died with the fall of Roman Empire

  New World (America) was colonized by Portuguese and Spanish sailors (1500s-1600s)

• African natives as slaves at cotton, tobacco plantations

• Black slavery declined in the late 1700s

Serfdom

• fall of Roman Empire (400 AD)

• English law in the 1600s as to why serf reached its peak

• And in France around 1789 when the French Revolution began

• While Russia and Prussia had until 1800s

Serf

• Midway between freêman and slave

• they are bonded laborers

Craftsmanship

• craftsmen usually worked for themselves (family businesses) or shops in towns

Guild

• Association of people of a similar craft (protects interests)

Artisans

• Makers of cloth, hardware, jewelry, etc.

Merchants or Entrepreneurs

• Distributed raw materials to turn into finished work

Owners

• Chose apprentices (mostly relatives), cared for all worker’s needs.

Industrial Revolution and Labor Relations

• mid-eigteenth century in England

• rise of factories with power driven machinery

• Workforce are based on competence

• 12-14 hours a day, six days in a week

Capitalists

• Took control of manufacturing

worker alienation

• Workers as extension of their machines

personnel administration

• 20th century

• Labor unions became more powerful

• formed personnel administration to interpret laws

Australia

• advice, service, coordination, and control

UK

• Employment, Wages, Joint Consultation, Health and Services, Employee Services and Welfare, Education and Training.

USA

• recruitment, selection, utilisation, and development of human resources

Human Resources Management

• 1930s - high labor turnover, absenteeism

• 1945 - employment mgmt. and welfare work had become under personnel mgmt.

• 1968 - Royal Commission was critical of both employees and unions

• 1960s and 1970s - specialisms started to develop

• Mid 80s - HRM was introduced by USA

Maslow's Hierarchy of Needs

• Abraham Maslow in the 1940s

Basic Needs

Physiological and Safety Needs

Physiological

food, water, rest, air

Safety Needs

Security, safety

Psychological

esteem and sense of belongingness and love

Belongingness

need for love, affection

esteem

Personal achievement and Respect

Self fulfilment

Self-actualization

Self-actualization

• achieving one's potential

Existence, Relatedness, Growth (ERG) Theory

Alderfer in the 1969

Existence Needs

Safety and Physiological

Relatedness

Sense of security, belonging, and respect

This gives value to existence

Growth needs

Involve self-esteem and self-actualization

McGregor's Theory of X and Y

Douglas McGregor, The Human Side of Enterprise

• Manager’s assumptions can affect employees through practices

Herzberg Two Factor Theory

“Content Theory of motivation”

• Frederick Herzberg in 1959

• motivator-hygiene theory

• Satisfaction > No Satisfaction

• Dissatisfaction > No Dissatisfaction

Hygiene Factors

• Essential for motivation

• Do not lead for long-term satisfaction

• Leads to dissatisfaction if absent

• Also called “dissatisfiers” or maintenance factors to avoid dissatisfaction

Hygiene Factors

Pay, Company policies, Fringe Benefits, working conditions, status, interpersonal relations, job security

Motivational Factors

• Yield satisfaction, called as “satisfiers”

Motivational Factors

• Recognition, Sense of achievement, growth and promotional opportunities, responsibility, meaningfulness of the work.

McClelland Needs Theory for Affiliation, Power, Achievement

• David McClelland

• Human behavior is affected by the need for power, achievement, and affiliation

Achievement

urge to excel, strong need to accomplish challenges, often works alone, likes to receive feedback

Affiliation

Need for open interpersonal relationships, desire got relationship, wants to belong, favors collaboration over competition, doesn't like high risk.

Power

desire to influence, to control over others, likes to win arguments, enjoys competition, status, and recognition.