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<!doctype html><html class=html lang=en-us dir=ltr><head><meta charset=utf-8><meta name=viewport content="width=device-width"><title>Unit 4 | Freedoms4</title><link rel=stylesheet href=/css/style.min.34d0accb85f8ec23ceee8c29eef5907823b531d8acb9e6bdf45a3b37ad028d30.css integrity="sha256-NNCsy4X47CPO7owp7vWQeCO1Mdisuea99Fo7N60CjTA=" crossorigin=anonymous><link rel=icon href=/favicon.ico><meta name=description content="April 20, 2026 Neoclassical Approaches A) Human Relations Movement Factors affecting the Human Relations Movement:
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Economic Depression - 1929. Progress in Technology. Response to Taylorism. Enmity between classes. 1. Contribution of Elton Mayo The Hawthorne Experiments: A Landmark in Human Relations
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Four Experiments:
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Illumination Experiments (1924–1927): Examined how changes in lighting affected worker productivity. Relay Assembly Test Room Experiments (1927–1928): Studied the impact of altered work conditions, such as hours and rest breaks, on output. Mass Interviewing Programme (1928–1930): Investigated employees’ attitudes, feelings, and perceptions toward their work. Bank Wiring Observation Room Experiments (1931–1932): Explored the effects of informal social groups on individual behaviour and productivity. B) Behavioral Approach This approach focuses on understanding how individuals think, feel, and behave within organisational settings. Drawing insights from disciplines such as psychology, sociology, anthropology, and economics, it emphasises the importance of studying human behaviour scientifically to develop effective management practices."><meta property="og:url" content="https://freedoms4.org/uninotes/s1/pbm-dcm1110/unit4/self/"><meta property="og:site_name" content="Freedoms4"><meta property="og:title" content="Unit 4"><meta property="og:description" content="April 20, 2026 Neoclassical Approaches A) Human Relations Movement Factors affecting the Human Relations Movement:
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Economic Depression - 1929. Progress in Technology. Response to Taylorism. Enmity between classes. 1. Contribution of Elton Mayo The Hawthorne Experiments: A Landmark in Human Relations
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Four Experiments:
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Illumination Experiments (1924–1927): Examined how changes in lighting affected worker productivity. Relay Assembly Test Room Experiments (1927–1928): Studied the impact of altered work conditions, such as hours and rest breaks, on output. Mass Interviewing Programme (1928–1930): Investigated employees’ attitudes, feelings, and perceptions toward their work. Bank Wiring Observation Room Experiments (1931–1932): Explored the effects of informal social groups on individual behaviour and productivity. B) Behavioral Approach This approach focuses on understanding how individuals think, feel, and behave within organisational settings. Drawing insights from disciplines such as psychology, sociology, anthropology, and economics, it emphasises the importance of studying human behaviour scientifically to develop effective management practices."><meta property="og:locale" content="en_us"><meta property="og:type" content="article"><meta property="article:section" content="uninotes"><meta itemprop=name content="Unit 4"><meta itemprop=description content="April 20, 2026 Neoclassical Approaches A) Human Relations Movement Factors affecting the Human Relations Movement:
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Economic Depression - 1929. Progress in Technology. Response to Taylorism. Enmity between classes. 1. Contribution of Elton Mayo The Hawthorne Experiments: A Landmark in Human Relations
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Four Experiments:
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Illumination Experiments (1924–1927): Examined how changes in lighting affected worker productivity. Relay Assembly Test Room Experiments (1927–1928): Studied the impact of altered work conditions, such as hours and rest breaks, on output. Mass Interviewing Programme (1928–1930): Investigated employees’ attitudes, feelings, and perceptions toward their work. Bank Wiring Observation Room Experiments (1931–1932): Explored the effects of informal social groups on individual behaviour and productivity. B) Behavioral Approach This approach focuses on understanding how individuals think, feel, and behave within organisational settings. Drawing insights from disciplines such as psychology, sociology, anthropology, and economics, it emphasises the importance of studying human behaviour scientifically to develop effective management practices."><meta itemprop=wordCount content="216"><meta itemprop=keywords content="S1,PBM DCM1110"><link rel=stylesheet href=/css/custom.css><script>(function(){var e=localStorage.getItem("theme");e&&document.documentElement.setAttribute("data-theme",e),localStorage.getItem("f4_username")==="hyzen"&&document.documentElement.classList.add("hyzen-user")})()</script><script async src=https://plausible.freedoms4.org/js/pa-5BKl0z0RLzwrclKq4y-qk.js></script><script>(window.plausible=window.plausible||function(){(plausible.q=plausible.q||[]).push(arguments)},plausible.init=plausible.init||function(e){plausible.o=e||{}}),plausible.init()</script></head><body class=body><header class=header><div class=brand><img src=/logo.png alt="Freedoms4 logo"><h1>Freedoms4</h1><div class=brand__actions><button class=theme-toggle id=theme-toggle aria-label="Toggle theme" title="Toggle dark/light mode">
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› <a href=/uninotes/s1/>S1</a> › <a href=/uninotes/s1/pbm-dcm1110/>PBM DCM1110</a> ›
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<a href=/uninotes/s1/pbm-dcm1110/unit4/>Unit 4</a> ›
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<span>Self</span></nav><div class=uninotes-meta><span class=uninotes-meta__pill>S1</span> <span class=uninotes-meta__pill>PBM DCM1110</span>
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<span class="uninotes-meta__pill uninotes-meta__pill--self">Self</span></div><h1>Unit 4</h1><details class=toc><summary class=toc__summary>Table of Contents</summary><nav id=TableOfContents><ul><li><ul><li><a href=#april-20-2026><em><strong>April 20, 2026</strong></em></a></li></ul></li><li><a href=#neoclassical-approaches>Neoclassical Approaches</a><ul><li><a href=#a-human-relations-movement>A) Human Relations Movement</a></li><li><a href=#1-contribution-of-elton-mayo>1. Contribution of Elton Mayo</a></li><li><a href=#b-behavioral-approach>B) Behavioral Approach</a></li><li><a href=#1-abraham-maslows-hierarchy-of-needs-theory>1. Abraham Maslow’s Hierarchy of Needs Theory</a></li><li><a href=#2-douglas-mcgregors-theory-of-motivation>2. Douglas McGregor’s Theory of Motivation</a></li></ul></li></ul></nav></details><h3 class=heading id=april-20-2026><em><strong>April 20, 2026</strong></em></h3><h2 class=heading id=neoclassical-approaches>Neoclassical Approaches</h2><h3 class=heading id=a-human-relations-movement>A) Human Relations Movement</h3><p>Factors affecting the Human Relations Movement:</p><ul><li>Economic Depression - 1929.</li><li>Progress in Technology.</li><li>Response to Taylorism.</li><li>Enmity between classes.</li></ul><h3 class=heading id=1-contribution-of-elton-mayo>1. Contribution of Elton Mayo</h3><p>The Hawthorne Experiments: A Landmark in Human Relations</p><p>Four Experiments:</p><ol><li><strong>Illumination Experiments (1924–1927):</strong> Examined how changes in lighting affected worker productivity.</li><li><strong>Relay Assembly Test Room Experiments (1927–1928):</strong> Studied the impact of altered work conditions, such as hours and rest breaks, on output.</li><li><strong>Mass Interviewing Programme (1928–1930):</strong> Investigated employees’ attitudes, feelings, and perceptions toward their work.</li><li><strong>Bank Wiring Observation Room Experiments (1931–1932):</strong> Explored the effects of informal social groups on individual behaviour and productivity.</li></ol><h3 class=heading id=b-behavioral-approach>B) Behavioral Approach</h3><p>This approach focuses on understanding how individuals think, feel, and behave within organisational settings. Drawing insights from disciplines such as psychology, sociology, anthropology, and economics, it emphasises the importance of studying human behaviour scientifically to develop effective management practices.</p><h3 class=heading id=1-abraham-maslows-hierarchy-of-needs-theory>1. Abraham Maslow’s Hierarchy of Needs Theory</h3><ol><li>Physiological Needs (Basic Needs).</li><li>Safety and Security Needs.</li><li>Social Needs (Belongingness and Love).</li><li>Esteem Needs.</li><li>Self-Actualisation Needs (Highest Level).</li></ol><h3 class=heading id=2-douglas-mcgregors-theory-of-motivation>2. Douglas McGregor’s Theory of Motivation</h3><ol><li><strong>Theory X:</strong> If managers think employees dislike work and avoid responsibility, they will adopt a strict, controlling style.</li><li><strong>Theory Y:</strong> If managers believe employees are self-motivated and capable of self-direction, they will encourage participation and creativity.</li></ol><nav class=page-nav><a class=page-nav__previous-link href=/uninotes/s1/pbm-dcm1110/unit3/>← Unit 3</a>
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