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Paper on Scientific Management Theory and Human Relations Movement
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Added on 2020-05-11
Paper on Scientific Management Theory and Human Relations Movement
Added on 2020-05-11
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Running head: Foundation of management Foundation of management
Foundation of management The paper talks about the scientific management theory and human relations movementin the organization. It explains that how scientific management theory and human relationsmovement contribute to modern management to run the business successfully. The scientificmanagement is a theory and strategy of management that evaluates and analyzes workflowwithin the organization. The main aim of the theory is to improve the worker's productivity andeconomic efficiency. Thus, it plays a significant role in modern management. The theory wasdeveloped by the F.W Taylor. Taylor believed and analyzed that it is one of the most appropriatetheories for accomplishing the task and duties. The selection, motivation, development can bedetermined scientifically through this theory. The old rule of thumb methods was replaced by thescientific management theory. It maintains cooperation and coordination between employer andemployee in order to attain the goals and objectives of the firm. It ensures that tasks will becarried out according to with scientific management process. It ensures that work should bedivided equally among the employees to gain the better productivity and efficiency in theorganization. It will also help to maintain a good relationship between employer and employeewithin the organization. F.W Taylor is known as the father of scientific management theory. Theclassical management theory is an important theory of scientific management theory. Itadvocates and focuses on the task and duties of the workers. The theory believes that employeesare responsible to accomplish the various task within the organization. The scientificmanagement theory is based on the four principles which have been discussed blow (Taylor et al,2013). Science, not the rule of thumb: This principal said that employees should not use old techniquesand methods at the workplace doing the work, instead of old techniques and methods. Theemployees should do an experiment to build and develop new techniques which make the taskmuch quicker, simpler and easier (Carraher, 2015). Harmony, not discard: Taylor insisted that employer and employee must work together with apositive attitude and position towards each other with maintaining mutual coordination andcooperation at the workplace. The principle states that organization depends on the managementand employees and they both must work with maintaining harmony during the work. Theyshould avoid discord and conflicts among the employees (Marion and Gonzales, 2013). 2
Foundation of management Cooperation, not individualism: This principle believes that all the activities and actions done bythe different employees should be carried on with a spirit of mutual coordination andcooperation. Taylor has recommended that the supervisor and employees should mutuallydetermine standards and policies in order to meet the goals and objectives of the firm (Netland,2013). Development of each and every individual to his/her highest prosperity and efficiency: Thisprinciple suggested that training should give to each and every person in the organization toincrease efficiency and prosperity of the organization. Further, human relations movement includes social and economic needs andrequirements of the people. The theory is based on the employees’ satisfaction and productivityof the organization. Elton mayo’s has worked on this theory to analyze and evaluate the behaviorof the people. The human relations and behavior play a vital role in every organization in orderto determine the success and growth of the company. The two-way communication network ismandatory to maintain human relations effectively and efficiently. The theory believes that thereare various factors which motivate and encourage employees to do work effectively andefficiently. Through human relations movement, workers work together as a team to accomplishthe mission and vision of the company (Messersmith and Wales, 2013). The human relationmovement also affects the employees’ behavior within the organization. After the variousresearchers, it has been noticed that human relations could enhance and increase the efficiencyand productivity of the organization. The theory believes that workplace as a complicatednetwork where a manager must manage and control on the employees by increasing participationof the workers and by maintaining an open communication within the organization. Thisperspective believes workers are social, responsible and self-motivated. The human relationsmovement is important to maintain sustainability in the organization (Knowles, Holton III, andSwanson, 2014). Now it is assumed that scientific management and human relation movement giveremarkable contribution in modern management theory and practice. In today’s era both havebecome the essential and important part of the organization. Further, modern management theoryuses the systematic mathematical techniques and methods in the system with evaluating andanalyzing the mutual relationship of employees and management in all aspect. The organization3
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