Conflict Between Humanistic and Scientific Value

Topics: Management, Civil service, Human resource management Pages: 27 (8815 words) Published: February 24, 2005
HRM - Conflicts of Scientific and Humanistic Values

1.0 Introduction

One of the popular theory of the "Critical Theorist " ( with reference to the Marxist view ).

science reduce humankind to passive objects beholden to the laws of "nature."

Sociology, as a form of science, is therefore also criticized for making scientific studies a means to an end unto themselves, as well as for not recognizing the importance of the individual. Modern society at large is criticized for being obsessed with rationality and efficiency instead of human emancipation. Also, people have become overly controlled by technology. For example, constant stimuli such ad television pacify us and control our thoughts and emotions.

Culture also comes under attack for becoming what has been termed a culture industry. Instead of having stories, beliefs or artifacts for their own sake, culture has become commodified It has lost spontaneity or the ability to inspire originality in people. Similarly, there is said to be a knowledge industry. Universities are seen as oppressive institutions more concerned with increasing their influence than in providing students with knowledge.

Likewise, in the field of organization development, humanistic and scientific are two different and opposite elements that have always been in constant conflict and tension. And so often the measure of these conflicts are the effectiveness or efficiency of an organisation.

In my point of view, "humanistic" in nature and approach, whatever the subject, seeks to solve problems "from a human-centered viewpoint." And hence this paper could be an attempt of such effort.

2.0 What is efficiency ?

Efficiency is highly prized in a culture turned toward productivity. It is therefore cultivated in contemporary business administration theories. It also tends to be prized above all other values in modern society, as society is more and more oriented toward technological advancement. Efficiency is also defined here as the most economic or the shortest or fastest or most simple way of realizing or achieving a goal with the least cost. As a means of evaluating human activity in business and practical activity in general, efficiency is, therefore, the standard. It is a standard of quality pertaining to the action, but it cannot be considered a moral virtue, since the quality of good or evil does not derive from the form in which an objective is achieved but from the goal or end that the action achieves. To give an extreme example, one could say that Hitler and his engineers were extremely efficient in achieving the goal of exterminating Jews. This is to say that one may very well be extremely efficient in obtaining goals that are evil just as one may be efficient in achieving good goals. It is therefore not the efficiency of achieving the goal that qualifies the action as being good or bad. In this sense, it is important to point out the danger of an inherent tendency of technological society to put efficiency at the top of the hierarchy of values, along with moral values. In fact, as was pointed out, it is only an instrumental value. Nevertheless, as a standard, it tends to be applied, nowadays, beyond the realm where it might be adequately applied, that is, in the production, administration and economy of services and goods. In justifying efficiency, on the other hand, one should say that in modern times, reason has to apply its own rational parameters to action in order to organize a society that has grown to massive proportions. Therefore, efficiency is a quality that derives from the rationalization of action. In mass society, institutions and policies have to be previously planned in order to achieve a desired objective, as, for instance, the running of government, hospitals, schools, universities, etc. Max Weber, for instance points out that it is the business of bureaucracy to be efficient; and John Dewey writes of social efficiency as that action that has...

Bibliography: David Osborne and Ted Gaebler – Reinventing government, 1992 1993 Goodsell
Bandura, A
Cofer, Charles N. 1996. "Extrinsic Motivation."
Glor, Eleanor D
Glor, E.D. 2001. "Ideas for enhancing employee empowerment in the government of Canada." In press with Optimum: The Journal of Public Sector Management. Vol. 30(3).
Gow, J.I. 1991. Learning from Others: Administrative Innovations Among Canadian Governments. Toronto and Ottawa: The Institute of Public Administration of Canada and the Canadian Centre for Management Development, Government of Canada.
Handy, C.B. 1986. Understanding Organizations. Harmondsworth: Penguin.
Harackiewicz, J.M. and A.J. Elliot. 1993. "Achievement of goals and intrinsic motivation." Journal of Personality and Social Psychology. 65: 904-915.
Maslow, A. H. 1973. Dominance, Self-Esteem, Self-Actualization: Germinal Papers of A. H. Maslow. Monterey, Califonia: Brooks/Cole Publishing Company
Perry, James L
Peters and Waterman (In Search of Excellence, 1982,
Arnold Deutsche, The Human Resource Revolution:
Continue Reading

Please join StudyMode to read the full document

You May Also Find These Documents Helpful

  • Humanistic and Psychodynamic Essay
  • Value Conflicts Essay
  • Essay about Sociology: Value Conflict
  • The Conflict between the Worldviews and Values of Creon and Antigone Essay
  • The Comparison Between Psychodynamic and Humanistic Theory Essay
  • Humanistic Psychology Research Paper
  • Conflicts in the workplace Essay

Become a StudyMode Member

Sign Up - It's Free