First and foremost, this paper shall provide an overview of FEMA, and then an overview of the human relations and administrative management theories. Secondly, it shall discuss how the theories shed light on any organizational or managerial dysfunctions occurring within the organization. A specific discussion for each theory shall be considered. Thirdly, this paper will consider the guidance that these theories provide for public management today, evaluating how any aspects of the theories can be considered irrelevant. Lastly, this essay shall conclude and end its discussion with a summary and final consideration of the main issues raised. This paper is being carried out in order to secure a thorough and improved understanding of organizations and how adjustments in management can be made with the end goal of ensuring quality organization performance.
This theory is also known as the human relations movement and it refers to the groups of researchers who are studying organizational development and the behavior of individuals in groups, mostly in workplace groups (DuBrin, 2007). It was first seen in the Hawthorne studies in the 1930s which evaluated the impact of social relations, motivation, and employee satisfaction in relation to productivity. This theory considered workers in terms of their overall psychology and how they fit into the organization (DuBrin, 2007). In effect, this theory led to the creation of human resource management processes. George Elton Mayo highlighted natural groups, where social elements have priority over functional structures within the organization. He also emphasized upwards communication, one which is also two-way from the manager to the worker and vice versa (Bruce, 2006). Finally, Mayo declares that cohesive and strong leadership is important in the communication of goals and in securing