Compare and Contrast Scientific Management and Human Relations Movement

This paper discusses the differences and similarities between scientific management and the human relations movement in relation to modern management theory and practice. It explores the contributions of Frederick Winslon Taylor and Elton Mayo, and emphasizes the importance of worker productivity and satisfaction.

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“Compare and contrast the contributions of scientific management and the human relations
movement to modern management theory and practice”
In this paper, the discussion will be made on comparing and contrasting the scientific
management and human relation movement. It has been said by Mary Parker Follet that “the
things can be done by the people easily”. The management stated that there is set meaning but
there are various authorities that have various views related to it. The main aim of the essay is to
emphasize the differences and similarities in relation to scientific school of management thought
and also in relation to human movement. The basis of the overall comparison and contrast will
relate to the workers and the view of these schools of the thoughts can be managed by the
employees in the workplace by the different manner “in which the people get the things
done”(Vittikh, 2015).
It can be stated that Frederick Winslon Taylor was known as the engineer who is trained and
who focuses on industrial efficiency. Taylor is considered as the Father of scientific management
and is known as popular consultants. He is famous for the different concepts such as “time and
notion study” and also “piece rate system”. It has also been examined that Elton Mayo was
known as the director of department of industrial research at the University of Harvard. He is
popular for the human relations movement and engaged in the popular Hawthorne studies which
are led by the various schools of thought on the management which is known as the human
relations movement (Sells et al., 2018).
According to the Taylor, it can be stated that daily activities relates with the barriers that boosted
the output instead considering the same. “Rule of Thumb” is one of the effective method of
managing the work and also it is related with the failure of management that give directions to
the workers so that they can focus on efficiency and also on restricting the output so that their
interest can be protected. To enhance productivity it can be stated that systematic soldiering is
one of the obstacles that affects the working pattern. The main principal of the management is to
safeguard the overall prosperity of the management by maintain the prosperity of the employees
(Waring, 2016).
The Taylor also considered that the management can be improvement if it is considered as the
science. So, it is analyzed that he offered different principles of management that assist the
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management and also the workers to achieve the maximum prosperity and also high level of
productivity. This can be only done when the emphasis is given on considering the employees
jobs that should not be broken down into different pieces and also it is one of the way that can
help in determining the work after the investigation of scientific. It can be stated that second
factor emphasizes on selecting the best workers and also training and development should be
given. In relation to this theory, it is mentioned that division of work can be done when the
managers handle the overall work and also offer guidance to the employees. The workers can
give their best if they are instructed in a proper manner and also it can maintain friendly
cooperation between the management and employees (Thompson, 2017).
It has been also analyzed that human relations was introduced as the outcome of Hawthorne
experiments and in relation to this the Mayo elaborated that “ what should be happened was that
the six people became group and also maintained collaboration in context to different
experiments. The overall result was that they felt themselves that they freely participating and
also happy in context to the information that they focus on maintaining with the coercion above
and limitation from below. In the human relations movement it is examined that the people are
viewed as driven by the economic and social needs. This method is considered so that
organizational management on the psychological level can be maintained (Hatch, 2018).
It can be stated that the main aim of the theory was to boost the productivity of the employees
and also the satisfaction of the employees should be enhanced so that the employee welfare
concern can be boosted. The Mayo worked in the behavior of the individuals so that human
relations and motivational theory can be maintained. It can be stated that this theory mainly
emphasizes on the collaboration of the groups that should be planned and collaborative. It is
important to create proper understanding as it influence the workplace of the employees and the
personal circumstances of the employees are maintained. It is necessary to emphasize on
managing activities of company so that employees to be dedicated towards work (Miner, 2015).
There are various elements that are related with Human relation theory. The one of the factor is
related with the social system and not only with the techno economic system. It is analyzed that
the employers can be motivated by the different aspects such as psychological factor and also by
the social needs as it influences the feeling and also the emotions of the person. Thus, it can be
stated that the economic incentives are not only the method that focuses on motivating the
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employees. It is important for the management to focus on developing the cooperative attitude
and the higher authorities should not command on the employees as it can affect the productivity
and also the success ratio of the business. It can be analyzed that participation is also one of the
important tool in relation to human relation movement and also to attain the participation it is
important to focus on two way communication. The higher authorities should focus on two way
communication so that the overall activities of the company can be managed effectively and also
it will assist in positively impacting the growth ratio of the company. If the employees have no
expectation level in relation to work then it would be easy for the organization to focus on
boosting the productivity of the organization (Vittikh, 2015).
It can be stated that there is direct link with productivity and also with the dedication of workers.
So, it is necessary for the higher authority to emphasize on maintaining the satisfaction level of
the employees so that workers can be efficient towards activities by the management. In relation
to this group psychology is also essential in the overall activities of the company. The
management should emphasize on the informal group effort so that they employees can work
according to their capability (Shafritz, Ott and Jang, 2015).
The human relation movement can be related with the criticism in relation to the scientific
school. The theory relates with the other aspects that boost thee motivational level of the
workers in the workplace other than the factors such as economic and environmental. It is
necessary for the management to maintaining the economic process that the overall resources of
the company can be maintained and it will assist in achieving the set outcome in the competitive
market. In relation to the human relation school theory it can be stated that workers conducts the
activities in different teams and also in the informal manner that exists among the different
process or on the formal process of working (Collings, Wood and Szamosi, 2018).
The multi-disciplinary approach can be one of the major contributors in the field of the
organization behavior as it helps in maintaining the Multi-dimensional and also inter disciplinary
process. The Multi-disciplinary process of the company maintains the behavior of the employees
and it also helps in considering the multi-dimensional and inter disciplinary study of the behavior
of the employees that can be easily relate with the behavioral sciences. So, in context to the
theory it is essential for the higher authorities to emphasize on enhancing the satisfaction level of
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the employees so that they can be efficient towards the assigned by the top management (Bratton
and Gold, 2017).
It can be concluded that there is clear that the modern companies are influenced by the theories
concerned with Taylor and Mayo. There are also different perceptions that are considered as the
important part of the modern management in which it is difficult to believe that these overall
concepts are original. The modern ideas that are given by the founders focus on the present
business environment. Therefore, it can be stated that all these factors should be considered by
the management as it can assist in accomplishing goals. If emphasis is not given on these
concepts then it can affect thee growth or the productivity of employees the assigned work. So,
these both the theories should be considered to manage the operational functions of the business.
It can assist in maintaining the high retention rate of employees towards the organizational
activities.
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References
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
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Hatch, M.J., 2018. Organization theory: Modern, symbolic, and postmodern perspectives.
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M.S., 2018. Increased scientific rigor will improve reliability of research and effectiveness of
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Waring, S.P., 2016. Taylorism transformed: Scientific management theory since 1945. UNC
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