The Human Relations Theory has Humans or Personnel being its center focus as it can be understood by the name, without personnel who technically and professionally work for an organization, it will certainly fail. Since, Personnel is the most important resource in any organization, company and even the Armed Forces. It [HR Theory] viewed human beings not as machine models who work tirelessly all day long but as individuals with differing psychological motivations whether sustainment for their family, aspirations, bills to be paid and many things alike.
Another subject to it is the distinct and dynamic group behavior affecting performances. As we move along this theory; we will insert the application of the AFP in this type of approach. The Human Relations approach explains the informal relations among employers and employees. one might say that as long as both senior and subordinate is fine the organization is doing well. In this theory, it doesn’t only cater the direct relation of the two but the entities that circulates within their workplace and well-being. As such, this theory is also concern with moral and psychological needs of the actors. Unlike Classical approach, HR Theory puts emphasis upon human relations [how well they cope up with their colleagues], self-respect and as the saying goes “work is not based on financial status but with self-worth”, individual motivation and psychological feelings.
Since we are already tackling the informal relations among employers and employees; let me give you a true to life scenario. there was a recruit that’s undergoing training in a remote training camp of the AFP, one of his Drill Instructor is what we call ―Salamagan‖ or a very strict instructor, he instructed the recruit to run around the field carrying an M60 rifle with rounds wrapped around his chest that extends to his back towards his waist, and every time the recruit finishes a lap, his instructor is scolding him and insulting him on how fat he is and that triggered the recruit to load the M60 and fired it against his instructor’s face down to his chest and the instructor died on the spot. This scenario is a classic example of an informal relation between actors and not only the economic benefit is the issue here but the revolving factors like moral and psychological needs of the recruit. The foremost characteristic of human relations approach is its emphasis on human element in industry. we have a lot of machineries, facilities and gadgets but one thing is for certain, these tangible things will not run by itself without the participation of humans, HR Theory specifically indicates that human relations play a vital role, and it is stated before that Human Relations is one of the primary pillars of an organization. HR Theory assumes man not as a machine rather a living and sensitive entity having his own views.
Stating the phrases above in connection with the AFP particularly in handling the ship as a whole, we have this Captain’s Night Order Book were in the Captain of the Ship writes the rules and instructions for his crew to religiously follow especially at night, and by default, the last statement of the CNOB is that ―The Safety of the Crew and Ship is paramount at all times‖, in this regard, Safety of the crew comes first before the ship making an understatement that personnel aboard the ship when things comes out of control, the first to be prioritize is the personnel and not the multi-million facility.
We can always replace the facilities but we only have 1 [One] life to live. Human relations approach strives to know the non-economic motivations instead of purely economic ones unlike the previous theory were in individuals work for economic benefit as a motivating factor. According to this approach man is not only an economic man who works only for material benefits and rewards but there are some social and psychological needs of man such as social prestige, appreciation, sympathy, recognition of work etc. which inspire him to work as stated previously. And to share with you another example of why human relations matter because not all of us work for financial gains, most of them [AFP Personnel] came from well off families and we still keep on asking; “if they came from a well off family why are they still working for the AFP?” The answer is quite simple, as stated above; social prestige, whenever you wear a military uniform, it provides class and dignity for the one who is wearing it, it boosts the wearer’s pride, thus making his/her family proud that one of their family members is a hero of their nation.
Appreciation in a sense that every humanitarian service we provide; stakeholders appreciate them and a simple gratitude wipes away all the hard labor we exert, recognition in the community we belong; neighbors will appreciate that there is someone who belongs to the AFP that will protect them in times of needs and harsh situations, and in my own perspective we have a bragging rights during social gatherings from friends outside work particularly in comparing of social status. So, managers who run the organization should pay due attention to the individual and social needs of workers in addition to proper wages. Such a man is influenced by the standards laid down by the group and, in turn, affects the working of the organization because of his personal problems. When workers have freedom of discussion, determining work procedure and controlling work environment, they work more enthusiastically. Further, morale of employees is boosted when supervisors behave friendly with workers, sympathetically consider their personal problems and avoid strict control. In the AFP, we have surveys that come from our subordinates and officers are restricted to be in the premises while the survey is being conducted, through this survey, subordinates can say whatever they like whether positive or negative as long as it is part of the unit’s concern. They [subordinates] are free to share their rants, complaints and sentiments against their officers, they could also suggest ideas that would benefit the unit they’re in and if those statements they laid down were address it gives them uplift towards their work. In addition, they could also roast their officers if their OICs are ―Salamagan‖ or unfriendly towards them. HR Theory suggests managers and supervisors to develop quality of constructive leadership to boost morale of workers and to lay too much emphasis on human collaboration in industries. However, for eliciting cooperation, it suggests that authority of manager should be based on social skills rather than technical skills.
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