The human resource management is one of the basic elements of the effective management and many companies are extremely concerned about their human resources. At the same time, the problem of the development of positive human relations within an organization often creates unsurpassable barriers on the way to the effective organizational performance. In this respect, the Hawthorne findings may be very helpful in understanding the essence of human relations and ways in which it is possible to optimize human relations and improve consistently the organizational culture. At this point, it is necessary to underline the importance of the creation of positive environment and motivation of employees through appreciation as major factors that can contribute to the formation of positive human relations within any organization.
The Hawthorne researches are mainly focused on the study of human relations and effects of human relations on the performance of employees. Basically, the Hawthorne findings reveal the fact that human relations may be of the utmost importance for the effective organizational performance and work of employees. The study has revealed the fact that the effectiveness of the performance of employees increases consistently when employers create conditions of work which meet needs and interests of employees (Adair, 1984). What is meant here is the fact that the positive environment increases the effectiveness of the work of employees.
Furthermore, the research has revealed the fact that employees can be effectively motivated through the appreciation of their work and personal contribution in the performance of the organization. In such a way, through the appreciation of the work of employees it is possible to improve the effectiveness of their work and its productivity. Potentially, the appreciation of employees’ work may be effectively used in human resource management since the appreciation does not necessarily need the involvement of some material rewards, while the moral support and recognition of employees’ contribution to the progress of the entire organization may suffice to keep employees motivated.
Finally, the Hawthorne findings have revealed the positive impact of observation of employees. In fact, as employees are observed they are more likely to work better. This means that when employees are under the observation they tend to work more effectively and productively. At this point, it is necessary to take into consideration psychological factors which stimulate a positive effect of observation on employees’ performance. Basically, the observation may be used in management to improve the performance of employees.
However, it is necessary to remember a considerable drawback of observation as a tool for increasing effectiveness of the performance of employees. In fact, it is one of the drawbacks of the Hawthorne findings because they do not take into consideration the fact that the positive effect of observation is relatively short (Landsberger, 1958).
Consequently, the observation may be used for the increase of the effectiveness of performance of employees only as a short-term tool, while in a long-term perspective managers will need the application of other, more effective and long-lasting tools.
At the same time, in spite of the existing drawbacks, the Hawthorne studies prove the fact that human relations are extremely important and produce a huge impact on the formation of positive organizational culture and improvement of relations between employers and employees. In addition, it is possible to use human relations to increase the effectiveness of the performance of the organization.