Humanistic Era Reflection paper Research Example | Topics and Well Written Essays - 1000 words

humane succession Reflection - Research Paper ExampleThe 20s was a booming economic time. Employees had been pushed during The Classical Era to focus on meeting production demands and maximizing their efforts. The scientific methods were in place and the human element in the workplace was secondary. Management did not cargon how the worker was feeling at the end of the day. at that place were no regulations on the length of a work day or the number of breaks employees were entitled to. The follow could demand and get whatever it wanted from the workers at that time, if that person wanted a job. Then the fall market crash came, followed by the Great Depression, and World War II. The employee was feeling very much at the employers mercy while at the same time dealing with the ups and downs of economic times. Pro- coupler legislation was put in place during The Humanistic Era, much as we know it today. The concept of the social person (a human living within an organization as a p erson and a worker) and the relations between workers and managers did not endure prior to The Humanistic Era theorists. ... As the historical frame took place, leading from the scientific methods of measurement and driving force the worker to be most productive, the worker became burdened with long work days and thoughtless focal point decisions. Theorists believed that workers needed more than simply a days pay to stay motivated to do more (McShane & Von Glinow, 2005). From a certain perspective, it is surprising that union legislation was instituted during this time in history as it doesnt seem to fit with The Humanistic Era. Unions represent the group rather the individual person. However, as union representatives learned early on, a group of employees had more power with management than did one lone employee. Laws such(prenominal) as the Taft-Hartley coiffure (Labor-Management Relations Act) and The Wagner Act (National Labor Relations Act) (Noe et al., 2003) were part of t he pro-union legislation that came to be during this era. The Wagner Act was put in place first, 1935, establishing the National Labor Relations Board (NLRB) and the general guidelines that continue to be used today in unionizing activities. Taft-Hartley Act (1947), was an amendment to The Wagner Act. This amendment allowed workers to report to work without being required to join the union. simply put, The Wagner Act established the allowance for right-to-work laws. Some states have these laws and some do not. By law, all members in the jobs covered by the bargaining unit have to be covered by the same benefits, pay, and policies whether they are dues paying or not. This Amendment was passed to prevent coercion with those unsure as to whether they wanted to be part of a union. Mary Parker Follett published in 1924, the management theory that would facilitate the growth of individuals and the