Contrasting Scientific Method
In some detail, compare and contrast scientific management with the human relations movement in management, paying specific attention to perceived shortcomings as well as advantages of each. How has scientific management influenced organizational management and has that influence led to the human relations movement? Why, or why not?
Scientific management is different from the human relations movement because the scientific management is focused on theorizing performance of a particular job. Human Relations is more focused on the individual who is doing the performance in a work setting. The Scientific management had a narrow view that only focused on daily task, organizational goals and the overall objective of an organization. This mostly included uniformity of a task. However, as the scientific management grew, the employee who was conducting the task started to become critical to the success of the work. Scientific method started utilizing human relations within developing its management objectives.
As human relations movement progressed, management and organization’s executive found that it was imperative to focus on the sociological and psychological aspects of their employees. The Human Resource movement went even further to focus on the group interactions within an organization. It is effective to use both scientific management as well as human resources in the structure of an organization. This makes the employees feel part of a team and promote better quality work productivity. Organizational management is now focused on ensuring that they focus on getting the right employee for the job and also have a good work environment that includes accountability and reward which make the employee feel that their work matter to the organization. In addition, it also shows the person that the employee matters to the organization. Reference:
Liebler,J.(2008). Management Principles for Health Professional,
Scientific management is different from the human relations movement because the scientific management is focused on theorizing performance of a particular job. Human Relations is more focused on the individual who is doing the performance in a work setting. The Scientific management had a narrow view that only focused on daily task, organizational goals and the overall objective of an organization. This mostly included uniformity of a task. However, as the scientific management grew, the employee who was conducting the task started to become critical to the success of the work. Scientific method started utilizing human relations within developing its management objectives.
As human relations movement progressed, management and organization’s executive found that it was imperative to focus on the sociological and psychological aspects of their employees. The Human Resource movement went even further to focus on the group interactions within an organization. It is effective to use both scientific management as well as human resources in the structure of an organization. This makes the employees feel part of a team and promote better quality work productivity. Organizational management is now focused on ensuring that they focus on getting the right employee for the job and also have a good work environment that includes accountability and reward which make the employee feel that their work matter to the organization. In addition, it also shows the person that the employee matters to the organization. Reference:
Liebler,J.(2008). Management Principles for Health Professional,