Through the ages, managers have come up with different theories regarding the functioning of their organisations. The ultimate aim of each theory being same which is success, these theories have largely differed on the basis of how the task is executed and what the focus is upon apart from the endmost goal.
Two such theories are the “Human Relations School of Thoughts “and Taylor’s scientific management. The human relation approach rested on the idea that employees are the main assets of the organisation, while on the contrary, scientific management was concerned with maximum efficiency of the workplace and saw employees as a mere extension to the machinery equipment. In this essay, I shall provide my views on these theories and support my …show more content…
It would be unjust to deny that the scientific management theory was adopted by multiple organisations in the U.K. and the U.S. in the 20th century. Though Taylors’ ideas and the principles seem really basic, they still revolutionised the manner of working of workplaces. The approach was cruel and demoralizing for the employees for many reasons, yet was effective to some extent. The scientific study and analysis of each element of job refined the work processes and evidently upgraded productivity. Taylorism hugely facilitated the specialisation and division of labour which meant the cutting down of each job into even smaller jobs, leading to each worker knowing exactly what to do and how to do it. Short, specific and repetitive work cycles for each and every worker meant that they were highly trained in their respective jobs. Another aspect that Taylorism focused on was the reduction in the cost of production. Latest technology and mechanisation use meant increased production, eventually resulting in low per unit cost of production. Increased productivity meant bigger turnovers, awarding higher profits which could be ploughed back for self -financing. This was of great importance to investors as they could provide a sound financial base. (youarticlelibrary smriti chand)., . The use of technology also ensured high quality products for the consumers. The principle of division of responsibilities implied less disputes
Two such theories are the “Human Relations School of Thoughts “and Taylor’s scientific management. The human relation approach rested on the idea that employees are the main assets of the organisation, while on the contrary, scientific management was concerned with maximum efficiency of the workplace and saw employees as a mere extension to the machinery equipment. In this essay, I shall provide my views on these theories and support my …show more content…
It would be unjust to deny that the scientific management theory was adopted by multiple organisations in the U.K. and the U.S. in the 20th century. Though Taylors’ ideas and the principles seem really basic, they still revolutionised the manner of working of workplaces. The approach was cruel and demoralizing for the employees for many reasons, yet was effective to some extent. The scientific study and analysis of each element of job refined the work processes and evidently upgraded productivity. Taylorism hugely facilitated the specialisation and division of labour which meant the cutting down of each job into even smaller jobs, leading to each worker knowing exactly what to do and how to do it. Short, specific and repetitive work cycles for each and every worker meant that they were highly trained in their respective jobs. Another aspect that Taylorism focused on was the reduction in the cost of production. Latest technology and mechanisation use meant increased production, eventually resulting in low per unit cost of production. Increased productivity meant bigger turnovers, awarding higher profits which could be ploughed back for self -financing. This was of great importance to investors as they could provide a sound financial base. (youarticlelibrary smriti chand)., . The use of technology also ensured high quality products for the consumers. The principle of division of responsibilities implied less disputes