The Organizational Theory Of Abraham Maslow's Human Resource Theory

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In 1957, there is a shift in organizational theory and the relationship between organizations and people is redefined from dependence to codependence, reliance on to collaborative efforts. Organizations influence human behavior and as a result, the behavior shapes the organization. Behavior scientists develop the theory human resource theory. Human resource theory stresses the importance of relationships, cohesiveness and interdependency. Their focus is on answering the question “How organizations could and should encourage their people to grow and develop?” (p149).

Human resource theory is two-fold: 1) organizations exist to serve human needs and not the reverse and 2) organizations and people need each other. Organizations need ideas, energy, and talent and people need careers, salaries and work opportunities. At this level, things are done openly, providing employees with information they need to make informed decisions with free will about their future. Within this theory, social relations between individuals are the main focus. People are no longer seen as rational beings working to achieve the goals of an organization but instead, they just as much driven by feelings and their own particular interests. (p149) What was also discovered is that there was an informal structure in every organization.
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Maslow is an American psychologist whose theoretical framework is based in psychology. What is significant about Maslow’s work that I found is that the outward manifestation of human motivation as it relates to worker productivity is now more visible compared to other’s theorist as he looked at the hierarchy of needs. He also stressed the importance of focusing on the positive qualities in

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