Running head: CONTEMPORARY APPROACHES OF HUMAN RELATIONS THEORY 1
CONTEMPORARY APPROACHES OF HUMAN RELATIONS THEORY
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May 1st, 2021
CONTEMPORARY APPROACHES OF HUMAN RELATIONS THEORY 2
It is true that as technology and science have developed, they both have impacted the
management styles at the workplace. While some people argue that classical theories would be
better for management, I believe that contemporary approaches are more reflective of human
relations theory than classical management. In this essay, I will be including an analysis of both
classical management and contemporary approaches to management, especially analyzing
contemporary companies (Google) and classical companies (Walmart) to prove that
contemporary approaches would be a better choice for management styles in work environments.
The essay will focus primarily on classical practices that neglect human factors (Walmart case
study); improve human relations management by providing thorough information (Google case
study); organizational behavior management boosts working efficiency.
To begin with, by means of classical management theories, businesses have shown
several limitations to their employees, neglecting the human factor, in particular. Since the
businesses mainly concentrate on economic needs, they do not have a concern about their
employees’ creativity or employee enthusiasm. In other words, theory approaches focus on
individual performance, which results in creating divisions (efficient and inefficient) among
employees. In addition to this, the classical theory mainly draws attention to formal relations and
ignores informal relationships among staff. As a result, there is a rise in turnover rate and
absence. To illustrate this point, Walmart practices classical management theory has a high
employee turnover rate, about 92% (Hines, 2020, para. 7). With the use of classical approaches,
