Koncom 20. storočia prebiehali v Harwthorne rozličné druhy štúdia zamerané na to, aby odhalili vplyvy rozličných faktorov na produktivitu práce. Zistilo sa, že zvýšenie produktivity bolo vyvolané novými sociálnymi vzťahmi, ktoré sa vytvorili medzi pracovníkmi, ich nadriadenými a výskumným tímom.
Výskum ukázal aj to, že ľudia pozitívne reagujú na to, keď sa im venuje pozornosť a keď sa ich práca cení.
Názor tohto sociálneho modelu možno zhrnúť takto:
- Ľudí pri práci motivujú v prvom rade sociálne potreby, ako sú potreba priateľstva a uznania. Základný pocit identity sa formuje prostredníctvom vzťahov k iným ľuďom.
- V dôsledku narastajúcej mechanizácii a racionalizácii práca stratila veľa zo svojho významu, preto ľudia pripisujú čoraz väčší význam sociálnym vzťahom v práci.
- Ľudia sú na tlak zo strany kolegov na rovnakej úrovni citlivejší než na kontrolu a stimuláciu zo strany manažmentu.
- Ľudia sú citlivý na manažment do tej miery, do akej môže naplniť ich potreby niekam patriť, byť uznaný a mať pocit vlastnej identity.
Prísnejšie pravidlá a vyššie sankcie za nedodržanie GDPR
General Data Protection Regulation nadobudla účinnosť 25.5.2018. Jeho cieľom je predovšetkým chrániť práva občanov Európskej únie proti neoprávnenému spracovávaniu s ich osobnými alebo citlivými údajmi. Spoločnosť Safedata.sk ponúka od roku 2018 vypracovanie GDPR dokumentácie pre malé a stredné spoločnosti. Európske GDPR nariadenie zaviedlo nové pravidlá, ktoré naviac sprísnili výškami pokút.
Manažment teda musí dbať o potreby ľudí a nestarať sa len o produkciu. Musí chápať, že ľudia majú nielen ekonomické a materiálne, ale aj sociálne potreby a ciele. A v neposlednom rade manažment musí pochopiť dôležitosť hodnôt a pracovných postupov uznávaných v skupine skôr než individuálnych výkonných stimulov. Napríklad za istých okolností môže byť výhodné navrhnúť stimuly na úrovni skupiny.
Musíme však spomenúť aj to, že v dnešnej dobe veľa ľudí pracuje individuálne, oveľa viac času trávia pri počítačových termináloch a len málokedy sa stretnú osobne s partnermi na druhom konci linky.
Sociálny model nedokáže vysvetliť motiváciu v dnešnom svete, ale môže pomôcť pri vysvetľovaní narastajúceho stresu, ktorý prežívajú ľudia na pracovisku.
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