Scientific and human relations management
in the 21ST century
Name: Doan Thi Thu Hoai
Class: FB 5A
There are no fixed definication of management, but differences authorities has the differences views about it. About the 21st century, there are the emergence of knowledge management which started with the first pioneers were called classical approach. Some theories longer exist because they are no longer relevant in today's environment, but some theories are still implemented like Scientific Management and Human Relations.- follow two difference schools of managament: one follow to the classical theories, while the other belongs to Neo-classical theories . The problem is that there are different debates which focused on the application or suitability of there two approaches in the current organizational enviroment.
Scientific management can be seen as an important evolutionary stage in the historical development of management studies. Although Scientific Management-according to my personal opinion and many others, does play an important part in the 21st century,it is necessary to relized that this method of management weaknesses limit the take effect of it in the current working environment, and therefore not all his tenants can apply to organizations modern. This part to emphasize both the strengths and weaknesses of Scientific Management in context of the 21st century through its test applications in a modern organization.
The scientific management is considered as one of the first and most importance schools of thought on management functions and work tasks based on the work of Frederick W. Taylor (1947) (1).This fconverge on how to rise productivity by the management techniques. Thus, it associated with the truth is most of organization problems are result of misunderstandings between the managers and workers; therefore, it is vital for the managers to jog on analyse scientific about the workplace. Scientific Managamen was developed by many theorists of management eg Henry Gantt, Lillian Gilbert and Frank Gilbert but a major contributor to this approach was F. W. Taylor (1856–1917), the ‘father’ of scientiﬁc management. (2) Therefore, sometimes it is also called Taylorism.
Taylor is the one who believe in the synoptical of rational economic motivation. He realized labor productivity is inoperative due to a workforce with the function of "rules of thumb", and a mentality that increase productivity equivalent to a workforce decrease. Therefore, He put out a number of principles to guide management which are mostly sumary as : the development of a true science for each person’s work; the scientiﬁc choose, training and evolution of the workers; co-operation with the workers to ensure work performed in accordance with regulations; the segmentation of work and responsibility between management and the workers. (3) The core of this issue is was his “Time And Motion Study”. Follow this study, Taylor could find work more efficiently when decided into its constituent parts, and the management, planning, and decision-making functions have been developed elsewhere. see the majority of workers are sick and not appropriate education to decide important, this is illustrated in the following quotation, “One of the very first requirements for a man who is fit to handle pig iron as a regular occupation is that he shall be so stupid and so phlegmatic that he more nearly resembles […] the ox… Therefore the workman…is can not understand the real science of doing this class of work” Furthermore, scientific workers were selected to lead workers to perform the tasks they have biological skills deal with, and the equivalent duties of their skills. Taylor insurance system is the most effective way will be usedby all employees, thereby making the process management standard.Invariably work found that maximum efficiency is achieved...
References: 2. Taylor, F. W. Scientiﬁc Management, Harper & Row (1947).Comprises ‘Shop Management’ (1903), ‘Principles of Scientiﬁc Management’ (1911) and Taylor’s testimony to the House of Representatives’ Special Committee (1912)
6. For a discussion on ‘Fordism’, see, for example, Fincham, R. and Rhodes, P. S. The Individual, Work and Organization, second edition, Weidenfeld & Nicolson (1992).
7. Peters, T. J. and Waterman, R. H. In Search of Excellence,
Harper & Row (1982)
13. Likert, R. (1961). New patterns of management. New York: McGraw-Hill.
12. (Macky & Johnson, 2003, Managing Human Resources in New Zealand (2nd ed.).Mc Graw Hill Australia. p.82
15. Nicholson, 1998,Encyclopedic Dictionary of Organisational Behaviour. Blackwell. p.215
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