Exploring Scientific and Human Relations Theories in Management

This report provides an analysis of two prominent management theories: scientific management and human relations theory. It explores the principles, strengths, and limitations of each theory, referencing key figures like Frederick Taylor and Elton Mayo. The report also examines the application of these theories in contemporary organizations, using Microsoft as an example of scientific management and Oxfam to illustrate the human relations approach. The study concludes that while both theories have evolved, they remain relevant in modern management practices, offering valuable insights into organizational productivity and employee motivation. The document is contributed by a student and available on Desklib, a platform offering a range of study tools for students.

Running head: PEOPLE AND MANAGEMENT
People and management
Name of the student
Name of the university
Author Note

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Executive summary
The aim of the report is to analyze the two most important theories of management and their
application in the present context of two prominent companies. The report has been divided into
multiple parts. The first part of the report deals with the scientific management theory and its
strengths and limitations. The next part of the report deals with the second theory, human
relations theory and the possible strengths and limitations. The theories are also tested by
applying them in two different companies. The last part of the essay contains the conclusion and
summary of the whole report.

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Table of Contents
Introduction......................................................................................................................................3
Discussion........................................................................................................................................3
The scientific management theory...............................................................................................3
Human Relations Theory.............................................................................................................5
Conclusion.......................................................................................................................................6
References........................................................................................................................................7

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Introduction
The aim of the report is to analyze the two theories of management and apply them
within the context of two organizations. The report has been divided into several parts and each
part is dealing with in theory and theory application in the present context. A theory is a set of
ideas intended to explain certain phenomenon. The chosen theories for the chosen assignment are
the scientific management and the human relations management theory.
Discussion
The scientific management theory
People have been managing since 1700; however the formal growth of theories happened
in the late 19th and early 20th century (Witzel et al. 2015). The theory of scientific management is
propounded by Fredrick Taylor and it is a sub-field of the classical perspective (Waring 2016).
There are other key influencers of the theory namely Henry Gantt, Frank B. and Lillian M.
Gilbreth (Shafritz et al. 2015). The theory is base on the following principles. According to
Taylor, the study of work should not be based on the “rule of the thumb” rather it should be
based on the management of work in a scientific way (Witzel et al. 2015). Secondly, it is more
than just assigning a particular task to an employee rather it is important to understand the
capability and motivation of the employee (Witzel et al. 2015). Thirdly, it is important to monitor
the work of the employee to analyze their performance and required instructions to be provided
for efficient completion of the work (Shafritz et al. 2015). Lastly, tasks should be allocated on
way that the managers get enough chance to pan and allocate while the workers can complete the
task with maximum efficiency (Shafritz et al. 2015). The main concern of the management

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theory is to increase the labour productivity and develop efficiency in work. Taylor argued that it
is extremely crucial to view the job or the task form a scientific perspective because it helps to
complete the task with utmost efficiency and keep the employees motivated (Waring 2016).
There are certain key methods developed by Taylor for this theory they are developing a
standard method of performance, selection and proper training of the workers, supporting the
workers through the careful analysis and planning of the job and lastly providing them incentives
and motivation which will include motivating factors like higher wages and incentives (Waring
2016). This theory is extremely important when it comes to a scientific management of the task
and the employees of the company.
However this theory is not free from limitations. Rather there are certain weaknesses of
this theory namely, for the scientific management of the task and the employees; it requires a
huge amount of planning and training of the workers (Lewin et al. 2016). This in return requires
huge amount if capital that becomes burdensome for the company. Secondly, too much of
planning g within a company because planning over a certain limit might reduce the productivity
of the company (Lewin et al. 2016). Thirdly, it is important to note that this approach is
sometimes criticized as overtly mechanistic and highly bureaucratic. It might give the employees
a sense of dissatisfaction due to the over bureaucratic nature of ruling (Lewin et al. 2016).
However, it is to be considered that this theory provided for the first time a scientific approach of
management in the organization and helped in replacing the rule of the thumb method of
management, this made the management of the task extremely efficient, productive and scientific
at the same time.
The application of the approach to the current scenario of a company is found in the
Microsoft, founded in 1975 is a multinational U. S based company having specialization in the

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computer and software manufacturing (Microsoft.com 2019). It is found that in terms of
planning and management of the company and the innovation, it follows the theory of scientific
management however it case of research and development it requires to implement the principles
of scientific management to a greater extent (Microsoft.com 2019).
Human Relations Theory
The second most important theory of management is the human relations management
theory which is a result of the multiple experiments conducted by professor Elton Mayo at the
Western Electric company, Hawthorne (King 2016). This theory is focused on the humanistic
note that the productivity of the employees does not come from the authoritative bureaucratic
control of the managers rather it is embedded within the human being (Trahair et al. 2017). This
theory is focused on the human relations approach for the management of task. It is argued that
since the management is getting done only through the people hence the managers of the
company needs to have a better understanding of the behavior of the employees (King 2016). It
is also argued that larger production of the company will ultimately be determined by the
motivation of the employees and human behavior is the key to effective management of the
company (Trahair et al. 2017). It is derived from the academic field of psychology and sociology
which deviate from the strict adherence to management laws to understanding the human
behavior of the individual and their interaction within the group (King 2016). Unlike the other
classical theories, this theory for the first time brought the human relations approach to the study
of management. The primary concern of the management of the company here is the
productivity, however it is to be considered that there is an importance of people in productivity
and their consideration not as a machine, rather as a source of inspiration and motivation for the
company. However, the human relations approach suffers from certain limitations like it is the

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Hawthorne experiment conducted for the purpose was not a valid experiment since the plant
taken for the experiment was not a typical company and the results derived are not valid for all
aspects of management (Lewin et al. 2016). Secondly, it is to be argued that the Hawthorne
experiment was not conducted in a scientific manner hence the results derived from it is not to be
implemented in the real time scenarios (Lewin et al. 2016). This approach has been applied by
present companies to a greater extent because the demand heightened pressure in considering the
human relations perspective of the company has gone up in the recent times (Lewin et al. 2016).
One such example for the present scenario is the “Oxfam”, this is known to dominate the private
sector is well known for the approach it has taken towards the employees (Oxfam.org, 2019). It
is argued that the company invests large amount of capital both financial and human towards the
training, leadership and motivation of the employees for the greater productivity of the
companies (Oxfam.org, 2019).
Conclusion
The aim of the paper is to understand and analyze the two most important theories of
management and apply them in the present situation. The rationales behind choosing the two
companies are their unique approach to the issue of management. The scientific management
theory is the first theory which provided the different outlook to the issue of management and
productivity and d the human relations management approach emphasized the need of
highlighting the issue of human behavior in increasing productivity. Specific examples have
been taken up to prove that these theories are still relevant in the present context. It is to be
considered that these theories of management have evolved and managed according to the

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changing need of the company and there are future scope left for further development in the field
of management.
References
King, D., 2016. Human relations movement/Mayo. In Encyclopedia of Human Resource
Management. Edward Elgar Publishing Limited.
Lewin, A.Y., Chiu, C.Y., Fey, C.F., Levine, S.S., McDermott, G., Murmann, J.P. and Tsang, E.,
2016. The critique of empirical social science: New policies at management and organization
review. Management and Organization Review, 12(4), pp.649-658.
Microsoft.com (2019). Company Values - About Us | Microsoft India. [online] Microsoft.com.
Available at: https://www.microsoft.com/en-in/about/what-we-value.aspx [Accessed 29 Jan.
2019].
Oxfam.org (2019). Oxfam International | The power of people against poverty. [online]
Oxfam.org. Available at: https://www.oxfam.org/ [Accessed 29 Jan. 2019].
Shafritz, J.M., Ott, J.S. and Jang, Y.S., 2015. Classics of organization theory. Cengage Learning.
Trahair, R.C. and Zaleznik, A., 2017. Elton mayo: The humanist temper. Routledge.
Waring, S.P., 2016. Taylorism transformed: Scientific management theory since 1945. UNC
Press Books.
Witzel, M. and Warner, M., 2015. Taylorism revisited: Culture, management theory and
paradigm-shift. Journal of General Management, 40(3), pp.55-70.