Scientific Management Theory And Human Relations Movement In Modern Management

Scientific Management Theory

Discuss about the Scientific Management Theory And Human Relations Movement.

The paper talks about the scientific management theory and human relations movement in the organization. It explains that how scientific management theory and human relations movement contribute to modern management to run the business successfully. The scientific management is a theory and strategy of management that evaluates and analyzes workflow within the organization. The main aim of the theory is to improve the worker’s productivity and economic efficiency. Thus, it plays a significant role in modern management. The theory was developed by the F.W Taylor. Taylor believed and analyzed that it is one of the most appropriate theories for accomplishing the task and duties. The selection, motivation, development can be determined scientifically through this theory. The old rule of thumb methods was replaced by the scientific management theory. It maintains cooperation and coordination between employer and employee in order to attain the goals and objectives of the firm. It ensures that tasks will be carried out according to with scientific management process. It ensures that work should be divided equally among the employees to gain the better productivity and efficiency in the organization. It will also help to maintain a good relationship between employer and employee within the organization. F.W Taylor is known as the father of scientific management theory. The classical management theory is an important theory of scientific management theory. It advocates and focuses on the task and duties of the workers. The theory believes that employees are responsible to accomplish the various task within the organization.  The scientific management 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 techniques and methods at the workplace doing the work, instead of old techniques and methods. The employees should do an experiment to build and develop new techniques which make the task much quicker, simpler and easier (Carraher, 2015).

Harmony, not discard: Taylor insisted that employer and employee must work together with a positive attitude and position towards each other with maintaining mutual coordination and cooperation at the workplace. The principle states that organization depends on the management and employees and they both must work with maintaining harmony during the work. They should avoid discord and conflicts among the employees (Marion and Gonzales, 2013).

Cooperation, not individualism: This principle believes that all the activities and actions done by the different employees should be carried on with a spirit of mutual coordination and cooperation. Taylor has recommended that the supervisor and employees should mutually determine standards and policies in order to meet the goals and objectives of the firm (Netland,  2013).

Principles of Scientific Management Theory

Development of each and every individual to his/her highest prosperity and efficiency: This principle suggested that training should give to each and every person in the organization to increase efficiency and prosperity of the organization.

Further, human relations movement includes social and economic needs and requirements of the people. The theory is based on the employees’ satisfaction and productivity of the organization. Elton mayo’s has worked on this theory to analyze and evaluate the behavior of the people. The human relations and behavior play a vital role in every organization in order to determine the success and growth of the company. The two-way communication network is mandatory to maintain human relations effectively and efficiently. The theory believes that there are various factors which motivate and encourage employees to do work effectively and efficiently. Through human relations movement, workers work together as a team to accomplish the mission and vision of the company (Messersmith and Wales, 2013). The human relation movement also affects the employees’ behavior within the organization. After the various researchers, it has been noticed that human relations could enhance and increase the efficiency and productivity of the organization. The theory believes that workplace as a complicated network where a manager must manage and control on the employees by increasing participation of the workers and by maintaining an open communication within the organization. This perspective believes workers are social, responsible and self-motivated. The human relations movement is important to maintain sustainability in the organization (Knowles, Holton III, and Swanson, 2014).

Now it is assumed that scientific management and human relation movement give remarkable contribution in modern management theory and practice. In today’s era both have become the essential and important part of the organization. Further, modern management theory uses the systematic mathematical techniques and methods in the system with evaluating and analyzing the mutual relationship of employees and management in all aspect. The organization is achieving the long-term mission and vision in an effective and efficient manner with using of scientific management theory. In today’s modern world, many companies use scientific management theory to increase and enhance the production and to reduce the cost of production in the market. It helps in making a decision in an effective manner. It provides various benefits to the customers and suppliers in the market (Crane, 2013). The employees are making effective human relations to accomplish the various long-term mission and vision of the firm. Through scientific management theory and human relations movement, the company is able to maximize utilization of resource and development within the organization. In this way, they give enormous contribution in the modern management theory and practice. A proper and appropriate working environment is developed by using scientific management theory and human relations movement. Investors and owners are benefited by this theory. It also reduces various conflicts and disputes of management as well as labor in the organization. In this way, they maintain a harmonious and cordial relationship with each other. The work is carried out in a systematic and effective manner according to decided plans and process. The managers provide regular instructions and guidance to the employees to increase the production of the firm. Through scientific management theory and human relations movement, the company can easily achieve targets and goals in lesser time (Osborne, Radnor and Nasi, 2013). It provides various benefits to the country by increasing production and reducing the cost of production. It also increases the standard of living and morale of the employees. Cooperation and coordination amongst workers and managers increase and enhance democracy at the workplace. Further, human relations movement and scientific management theory help to reduce employees’ turnover with increasing efficiency and productivity in the firm. In this way, human relations movement plays a vital role in modern management theory (Mitchell, 2013). It is the part of the every organization. It will also help to beat the competitors in the market. The company can analyze and evaluate the strategies and plans of the competitors by maintaining good relations with the employees at the workplace. Various new and innovative technologies can be used by the company by using this theory in the organization. Further, modern management theory also focuses on the interpersonal relationship and motivation of the employees at the workplace. In this way, the scientific management theory and human relations movement manage and operate the complex organization in a better manner. The organization cannot survive its business for a long time without using scientific management theory (Saarijärvi, Kannan, and Kuusela, 2013). The human relations movement plays an integral role in every organization to ensure the maximum productivity of the employees.

On the above discussion, it has been analyzed that scientific management theory and human relations movement play a significant role in modern management to manage and control the various crucial activities of the organization. Further, it is important to maintain harmonization and coordination among the employees during the employment. It encourages employees to do work effectively and efficiently. In this way, an organization can make a good position in the market.

References

Carraher, S., 2015. Signaling intelligence, signaling theory, Project A, and excellent management history research. Journal of Management History, 21(2).

Crane, A., 2013. Modern slavery as a management practice: Exploring the conditions and capabilities for human exploitation. Academy of Management Review, 38(1), pp.49-69.

Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive classic in adult education and human resource development. Routledge.

Marion, R. and Gonzales, L.D., 2013. Leadership in education: Organizational theory for the practitioner. Waveland press.

Messersmith, J.G. and Wales, W.J., 2013. Entrepreneurial orientation and performance in young firms: The role of human resource management. International Small Business Journal, 31(2), pp.115-136.

Mitchell, G., 2013. Selecting the best theory to implement planned change: Improving the workplace requires staff to be involved and innovations to be maintained. Gary Mitchell discusses the theories that can help achieve this. Nursing Management, 20(1), pp.32-37.

Netland, T., 2013. Exploring the phenomenon of company-specific production systems: one-best-way or own-best-way?. International Journal of Production Research, 51(4), pp.1084-1097.

Osborne, S.P., Radnor, Z. and Nasi, G., 2013. A new theory for public service management? Toward a (public) service-dominant approach. The American Review of Public Administration, 43(2), pp.135-158.

Saarijärvi, H., Kannan, P.K. and Kuusela, H., 2013. Value co-creation: theoretical approaches and practical implications. European Business Review, 25(1), pp.6-19.

Taylor, M.J., McNicholas, C., Nicolay, C., Darzi, A., Bell, D. and Reed, J.E., 2013. Systematic review of the application of the plan–do–study–act method to improve quality in healthcare. BMJ Qual Saf, pp.bmjqs-2013.