Foundation Management 9
Added on 2020-03-16
9 Pages2203 Words263 Views
Leadership Management
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Foundation Management 1 FOUNDATION MANAGEMENTNameCourse:Professor’s NameInstitutionCityDate
Foundation Management 2 FOUNDATION MANAGEMENTIntroductionScientific management is defined as a process through which maximum efficiency isrealized through normalizing tasks by segregating work into small pieces. The concept ofscientific management approach aimed to improve labor productivity by following certainprinciples. It was developed by Frederick Taylor towards the end of 19th century. Humanrelations approach on the other hand, was developed later and focuses more on achieving goalsthrough improved relationships, recognition and motivation of workers themselves. Modernmanagement theory tries to revise and refine its predecessors in attempt to unify them. Althoughthe basic principles in scientific management theories remain relevant even in modernmanagement approach, there are some key aspects that completely differ. Contrary to scientificmanagement approach, modern management approach stipulates that no one best way of doingthis will apply for all situations.Discussion Scientific managementThis was developed during industrial revolution when large scale factories were created.The solution to management problems, made by Frederick Taylor by developing scientific theoryof management, has greatly contributed to the current management practice. It has contributed insolving management problems like organizational inefficiencies, safety issues, supervision,conflict and industrial unrest. Scientific management was characterized by what Taylor referredto as principles of scientific management. From these principles, work is standardized based onmeasurements and formulae where workers are matched to tasks with respect to their skills
Foundation Management 3(Shaw, 2017). Coordination of activities and separation of planning and execution areemphasized. The principles are based on science, which is the tool used in formulation ofprocedures to ensure cooperation as opposed to individualism, maximum output instead ofrestricted output and development of human resources to achieve highest efficiency andprosperity. Contribution of this approach to work is evident in organization of labor such thatwork is not based on technical superiority but instead focuses on division of labor thenintegration of tasks to achieve a common goal. Management uses this science to integratemethods, policies, planning and people to achieve objectives. “Taylorism” has led todifferentiation of skilled and unskilled labor, improved productivity and reduced craft basedwork. Today, it is used in manufacturing and in mass production. Division of labor still forms thebasis of work organization. Human resource managers are still concerned in fosteringcooperation. Limitations associated with this approach are that it resulted to repetitions that bringabout boredom and promotes deskilling.Human Relations MovementHuman relation school portrays organizations as system of interdependent humanresources. Mary parker added a measurement of human aspect to the study of organizations.Chester Barnard’s theory views organizations as systems of coordinated human activities(Feldman & Worline, 2016). This study emphasizes on understanding human behavior such asmotivations rather than economic factors. This is because employees are found to be social asopposed to economic beings. Work should be viewed as group activity since groups exert strongimpacts over individuals. Social factors help productivity to increase, therefore employees’performance can be improved by cultivating good relations and trust between managers andworkers. Informal work groups are found to influence performance as was observed in
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