A Plea for a Behavioral Approach in the Science of Human Resources Management
Management Revue › Band 15 Nr. 2, Januar 2004
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Zusammenfassung
The aim of science is to develop true theories. From this it follows quite naturally that the Behavioural Approach is the only plausible approach in a Science of Human Resources Management. The Behavioural Approach derives its propositions from the best theories from the social and behavioural sciences. It is problem-oriented in the strictest sense and thus escapes discipline-specific narrow-mindedness. It integrates the knowledge bases necessary for good practice. The behavioural approach to human resources management is a success story, it leads to numerous new and far reaching insights.
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A Plea for a Behavioral Approach in the Science of Human Resources Management
If not insights into human behaviour, what else could inspire a Science about Human Resources Management? After all, Human Resources Management (FIRM) is concerned with human labour.1 So to talk about a behavioural approach in a Science of Human Resources Management (HRMS)2 is an obvious use of tautology. What then could be the content of an article about a behavioural approach in HRMS? One possibility were an explanation of the behavioural concept itself; another to reflect upon the demarcation between the behavioural and other approaches within HRMS. In the following I deal primarily with the former. The latter will be considered only exemplarily whenever it is necessary to discuss some fundamental problems of scientific methodology.3
1. Characteristics of a behavioural HRMS The behavioural approach in HRMS (as suggested by the author) is characterized by the following programmatic orientations: it deals with fundamental problems about work, work relations and work arrangements, and investigates concrete phenomena of the work life in natural settings, it pursues explanations according to the methodology of Critical Rationalism, it derives its propositions from the best theories in the social and behavioural sciences. The following arguments speak for the behavioural approach to human resources management (and thereby against alternative approaches): the embodiment of the behavioural approach in realism, (which is a characteristic of the behavioural approach), avoids an improper instrumentalism, the embodiment of the behavioural approach to human resource management is problem-oriented and the behavioural approach), avoids an improper discipline-specific localism, the behavioural approach to human resource manage...Siehe den Gesamtinhalt dieses Dokumentes
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