Scientific Management or Taylorism can be defined as the systematic methodology to administrate and control workers in organisations, that it views workers as biological machines rather than real humans. Whereas, Human Relations management focus more on employees’ values and behavioural aspects, instead of output (Miller and Former, 1964). In this essay, assumptions of each management approaches and the needs of workers will be discussed, then what managers shall do will be pointed out. Finally, I will state which approach I prefer if I am a worker and why.
For Scientific Management, its primary goal is to promote efficiency within the organisations. In order to accomplish this goal, time and motion studies have been emphasised by Taylor, …show more content…
Physical conditions for workplace, relationship between colleagues and numerous other factors replace monetary reward in Scientific Management. Leiblebici (2012) conducted an analysis in a private bank in Turkey, found that quality of the workplace environment became a decisive factor for employees to stay or not. A comfortable workplace could motivate workers to work productive and efficient. The second assumption for Human Relations is the importance of team work and decision-making involvement. Better relationships between staffs in the workplace and certain participation on jobs can lead to higher efficiency. According to Kulesza and Friedman (2011), New United Motor Manufacturing Inc. (NUMMI) demonstrated a test about how workers finished tasks in a team when they actually had rights to give an opinion. Surprisingly, teams finished the assignments much better than before, proving that participation at work was essential. What’s more, absence rate in NUMMI was greatly dropped and quality of work has been …show more content…
They designed and monitored strictly about the production process, then allocated simple tasks to workers. According to Miller and Former (1964), workers are seen as biological machines, therefore, managers are urged to replace fatigue workers of the production line. Most importantly, managers should reward and punish workers in financial ways because money has significant power do to them. On the other hand, managers in Human Relations Management should focus on the workplace environment and employees’ work enrichment. Unlike scientific Management, employees want development and a better experience when working. Pan and Werblow (2012) investigated that if an organisation ran a job enrichment program, where employees were distributed to a variety of tasks, they could complete a task better. Because job enrichment created a feeling of responsibility and challenge which can promote productivity
For Scientific Management, its primary goal is to promote efficiency within the organisations. In order to accomplish this goal, time and motion studies have been emphasised by Taylor, …show more content…
Physical conditions for workplace, relationship between colleagues and numerous other factors replace monetary reward in Scientific Management. Leiblebici (2012) conducted an analysis in a private bank in Turkey, found that quality of the workplace environment became a decisive factor for employees to stay or not. A comfortable workplace could motivate workers to work productive and efficient. The second assumption for Human Relations is the importance of team work and decision-making involvement. Better relationships between staffs in the workplace and certain participation on jobs can lead to higher efficiency. According to Kulesza and Friedman (2011), New United Motor Manufacturing Inc. (NUMMI) demonstrated a test about how workers finished tasks in a team when they actually had rights to give an opinion. Surprisingly, teams finished the assignments much better than before, proving that participation at work was essential. What’s more, absence rate in NUMMI was greatly dropped and quality of work has been …show more content…
They designed and monitored strictly about the production process, then allocated simple tasks to workers. According to Miller and Former (1964), workers are seen as biological machines, therefore, managers are urged to replace fatigue workers of the production line. Most importantly, managers should reward and punish workers in financial ways because money has significant power do to them. On the other hand, managers in Human Relations Management should focus on the workplace environment and employees’ work enrichment. Unlike scientific Management, employees want development and a better experience when working. Pan and Werblow (2012) investigated that if an organisation ran a job enrichment program, where employees were distributed to a variety of tasks, they could complete a task better. Because job enrichment created a feeling of responsibility and challenge which can promote productivity