In particular, for many years I have been directing my research in the area of teaching towards management issues focused on the humanist point of view.
In this sense, an obligatory subject in this line of research and one that has attracted my attention for many reasons is Humanist Management, which presents itself as a true management tool that can be used effectively to achieve success in organizations.
Humanist management is a great organizational management tool that is based on the focus on the human being within the organization, considering as a key factor to achieve greater productivity and business success, through allowing him/her greater freedom and control in the active participation of decisions within the organization in the various neuralgic areas that structure it such as marketing, finance and personnel, among others.
Most of the bibliographic references that analyze this topic agree that Humanistic Management focuses on the capacities of the people who work within the organization, considering them as the end or objective and not as a resource or means to achieve it.
Likewise, Coch and French can be considered as the pioneers in this perspective (Wu and Lee, 2001, p. 828), considering that the worker, when he or she is given greater participation in the organization's decisions, produces a greater institutional commitment that translates into better results, achieving greater harmony between the worker and the organization's directors, which results in a better organizational climate for the execution of activities and the achievement of the proposed objectives.
This trend towards organizational learning and humanistic management has its origins more than 100 years ago, the first ideas related to this topic were proposed by French, Denninson as well as Mayo, among others, where reference was made to issues related to this trend.
More recently, in relation to the theme of humanism, international organizations such as UNESCO in 2011, made a statement that: "the objective of the new humanism should be the creation of a climate permeated by sensitivity to others, a sense of belonging and mutual understanding.
There are various bibliographical references in relation to the definition of Humanistic Management, among the authors who have defined it we can highlight Raúl Gorrín, Carlos Largacha and Doménec Melé, as well as Kelly Novoa's approach in his publication in 2015 seeing Humanistic Management in three stages according to the approach of various authors, such as:
1° According to the theories of Elton Mayo and Abraham Maslow: The achievement of goals through human motivation.
2° According to Deal and Kennedy(1982)-Shein E. (2001): The impact of the organizational culture in the results obtained in the business.
3° According to Melé (2003), based on the mobilization of society towards a defined objective.
However, what all definitions and approaches to Humanistic Management coincide with is the dignification of the human conditions of people within the organization.
On the other hand, the proposal of Alejandro Llano (1992) that visualizes the organization whose premise is the recognition of the people who work in it, based on the principles of gradualness (participation in the processes), complementarity (pluralism), integrity and solidarity.
On the other hand, organizations today are in a constant search for success in their operations, in most cases updating and training their staff in the application of management tools to achieve the proposed objectives.
The question that arises, after the summary presented is:
Is the application of Humanistic Management possible?
Bibliographic References
1.-Humanistic management: a business management strategy. Emilio Ruiz Vargas link.
2.-The fusion of humanistic management and organizational learning produces sustainable organizations of excellence. Carlos Largacha-Martinez/ Adela Johanna Pinzón/ Elizabeth León Velásquez Link
This work was published on my personal blog on another platform.
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