Comparison of Scientific Management and Human Relations Movement

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‘Compare and contrast the contributions of scientific management and the human
relations movement to modern management theory and practice’.
In present epoch, there are various management theories and practices applied by
modern management to provide with effective business practices. Management practices
follows emerging trends in organisations which results in industrial revolution through which
people belonging to rural as well as urban places benefits through it. As said by F.W Taylor,
“Management is the art of knowing what you want to do and then seeing that it is done in the
best and cheapest way.” (Ali, 2014) There are many theories that not only help management
in organising workplaces but also assist in creating effective ways to mange people. Mayo’s
Human relation movement and Taylor’s scientific management theory are the two most
popular theories that are practiced in today’s organisation as they consist of all the desired
elements required for successful operations (Tanuja, n.d.). This essay will identify the
importance of both theories by focussing upon their features and finding out the reasons
behind their growing popularity among cotemporary management’s. This essay will compare
and contrast both the theories to find out which theory proves better in managing business
environment efficiently.
Scientific management was founded by Fredrick Winslow Taylor in nineteenth
century which instantly brought a revolution in labour market. Businesses and its
management were transferred immediately however, following it many criticisms were also
recognised in early twentieth century regarding inflexibility and inhuman work principles.
After it, many modern operational theories were developed who wanted to drop Taylors from
management practices (Taylor, 1911). However, Taylor’s principles still provide
management with strong base that makes scientific management theory indispensible part of

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management practices. Taylor’s primary intention behind development of this theory was to
enhance work productivity through human for which he adopted scientific approach.
According to Taylor, work can be optimised by making regular inspection from management
side and adoption of technologies to achieve work efficiency (Su, 2017).
Human management, in earlier years were done through experiences gained by former
generations or with own knowledge. Work efficiency and control were maintained
improperly since there was no fixed principle to be followed. These made management
practices distorted and thus revolution was required extensively. In order to make things more
organised, Taylor introduced scientific management theory that made organisations realise
enhanced profits in shorter time period. Four major principles were laid in his theory in which
first principle stated that development of work related science is necessary and therefore,
Taylor summarised employee and work-related knowledge. According to his second
principle, referencing is required to be done for finding appropriate people for particular work
(Taylor, 1911). Under this principle, he developed training programs to bring development
among workers. Taylor also made staff recruitment layouts and made management’s clear
about delegation processes. Taylor believed in motivational factors that bring work efficiency
among employees and thus he introduced incentive in the form of payments and reward
structure. According to the third principle, cooperation between management and employees
shall be made to ensure that the work is carried according to the mentioned criteria. With his
third principle, organisations are able to recognise effective work models through which
organisational goals are considered by both, employers as well as workers. His fourth
principle specified that change shall be done according to business needs and employees as
well as management needs to participate in change process to bring effective transformation
from traditional practise to scientific approach. Previously people were responsible for their
part of duty but after implementing scientific management in their work practices, the duty of