Many theorist have influenced and demonstrated certain ideas and concepts that influence the social and psychological factors in an organizational management. Taylorism theory of scientific management, developed techniques for improving the efficiency of work process. Taylor’s scientific approach is based on the planning of work to achieve efficiency, standardization, specialization and simplification. With Taylor’s scientific approach decisions are based on science or exact measurements. Tylor's theory decreased its role dramatically to the event of being questioned whether scientific management was efficient. The relation school of management thought developed because of perceived weaknesses in the assumptions of the tylorism theory. Tylorism emphasized efficiency, process, and principles. Some felt that this emphasis disregarded important aspects of organizational life, particularly as it related to human behaviour. The style of supervision is an important factor in increasing workers' job satisfaction and productivity. The organizations should take steps to assist employees in adjusting to organizational life by fostering collaborative systems between labour and management.
Fredrick Tylor made observation of men at work led him to develop what is known as Taylorism management theory. He theorized that workers were inefficient because they tend to ration their workload less than they could prevent the job task from running out, resulting in loss of wages. Management also failed to structure work effectively and provide appropriate incentives. He came up with principles that clearly defined the work force. Clear division of tasks and responsibilities: Use scientific methods to determine the 'one best way' of doing a job, Scientific selection of best person for the newly designed job. Carefully select workers who posses skills and abilities that match the needs of the task, and train them to perform the task according to the established rules and procedure.Ensuring workers are trained to perform the job the 'one best way and Strict surveillance of workers using a hierarchy of authority and close supervision, and then develop a pay system that provide a reward for performance above the acceptable level.( Schacheter, H.L. 2007)
Taylor's scientific management had a big influence to the development present day management theories. In must organization mangers or senior employees are responsible for selecting the right people for each job and overseeing their training. This will ensures that the training is conducted correctly. The top people are the most learned. In almost all work place, the managers of the company stay involved and provide supervision to each worker to ensure the job is done in the best way. This ensure improvement and meeting of an organization goals. Work is divided between managers and workers. The mangers apply management principles to planning and supervising the work, and the workers carry out tasks. This theory has been utilize in most modern organization and has lead to an increase in production and also takes some of the pressure off the workforce, but allows managers to stay involved in the daily processes of the department. Taylor also advocated motivation in his theory, in which the theory states that workers are motivated by money. Hence, he advocated that productivity improvements should result in improved pay. Employers who pay workers more will get better, happier, more efficient workers who make better products in increasing quantity. But like most academic theory, reality never seems to behave as predicted on paper. If employers have more efficient workers, profit margins increase. Workers are paid according to the number of items they produce in a set period of time- piece-rate pay. As a result workers are encouraged to work hard and maximize their income.( Miller, 2010)
The Human Relations school theory viewed people as driven by both economic and social needs. It stated that the subject of organisational management psychologically. The theory was based upon increased productivity and employee satisfaction as a result of increased management concern for employee welfare and individual attention. It was based more on what motivates the employees in a working environment. The employer can be motivated by psychological and social wants because his behaviour is also influenced by feelings, emotions and attitudes. Relations school found out that workers operate as a team and an informal social interaction exists among them, other than the everyday formal working process. The influence grew from an individual worker to the group of worker, by which area they are highly affected.(Parker F.M, 2002). A happy worker is a productive worker. A business relies on the productivity of its employees and that is where human relations comes into play.
The main draw back in tayllrism theory is that people are treated as disposable parts of a machine. Each person had a specific task to perform and were supposed to perform a specific amount of task in given time. No breaks were allowed during such breaks. It failed cause no human being would be comfortable working under those conditions. Human beings are dynamic and needs to take rest from time to time. In taylarisim theory, rhe human welfare was not considered. It seemed to focus more on productivity. In Scientific Management for worker behavior and for managerial behavior positive aspects of an image of human nature are reconstructed in organizational economic terms. A business organization may be rulactant to adopt the Taylarism theory because of they view it as a loss in their part as an organization. High Costs: It is a costly affair. A thorough overhauling of the existing plant and organizational structure is highly expensive. Time and motion studies as well as other improvements involve a heavy initial outlay of capital.Taylorism is unsuitable for Small Firms: Since the introduction of Scientific Management involves huge expenditure, small firms cannot afford to adopt it. Lasty, management is that it is undemocratic in nature as it gives absolute control to the functional bosses and lessens the interest and responsibility of the workers. The workers ought to obey the orders and the instructions given by the superior.(Ellen, 1997)
In today’s environment, Human Relations seem to be more relevant to the business management than scientific management.Human school of relation has several benefits to workers and the entire business organizatio. Such conditon improves a company productivity and profits. Workers also are also motived. Someo benefits of this theory are discussed. There is Improved employee retention when the theory is applied. High employee retention is financially good for businesses. Turnover is costly. New employees require a considerable investment of time and effort in their recruitment and training. Aside from that, terminating employees can be difficult especially if the conditions are not amicable. Keeping employees involved and interested in the business requires compassion, patience, and flexibility but keep in mind, that all of it is for the good of the business. Employees are more likely to stay in a company that offers opportunities to learn and advance, and bond with their co-workers. If they feel as though the management understands them, employees will feel comfortable addressing future problems. Employees are always motivated to achieve- Employee motivation is important in maintaining and an increasing productivity. An employee, who is interested in his work and is concerned about the well-being of his co-workers tend to be more productive. This productivity is good for business since more work is done in less time. Giving recognition to an employee’s hard work and showing needs. When employees express mutual trust to each other then co-odination of work is efficient. Formed team work are able to set goals and together achieve them. Being able to connect with one another will build mutual support among co-workers. When they feel as though they are working together, they would be more likely to fix problems on their own without invoving higher officials in the management. (Micheal, 2005)
Conclusion
Both Tylor's management theory and the human relations school theory are a means of incresing proficiency and effecfivenss as well maximizing profits and outputs of an organization. While the two theories have different approaches to reaching an organization goals both theories to an extent aim towards the main goal.