Scientific Management in Action

Several philosophers have come up with theories to describe the archetype organizational structure for businesses to adopt (Hugh, 1985). Max Webers guile slight organization possible action of bureaucracy was developed to flowerpot with management issues in an organization.He maintained that power is epitomized by the course of control in the organization. He defined authority and power between managers and the subordinates in the context of master- servant relationship. In his view, he asserted that managers should formulate strict code of rules for the employees to take in without question.His primary objectives were to eliminate corruption, and nepotism which had characterized most of the 19th century business organizations (Wren, 2005).This theory was heavily criticized by the present- day philosophers for making employees too be subordinate, peaceable and dependent on the managers. It also makes them have minimal control all over their lives besides being treated as infa nts rather than competent homophile beings. As a matter of fact, such organizations were willing to pay gamey wages if mature people behave in a less than mature comportment. This terminused to resentment of the employees and poor motivation of the employees (Hugh, 1985).Due to these criticisms, modern day philosophers came up with human relations theories to correct the deviations created by classical theorists. One of such philosophers is Elton maiyo. He Came up with human relations theory in 1880- 1948.His ideas focused on the managers taking more interest on the workers by treating them as mature people who have worthwhile beliefs or opinions (Wren, 2005).This was based on his experiment known as Hawthorne plant. This theory has been used by umpteen managers today since it has enhanced efficient communication among managers and workers. This is as a result of elimination of the strict rules, which are often too rigid and do not allow the workers to air their views.This sc hool of thought has also lead to greater organizational involvement by the employees. In a nutshell, this modern philosophy has made it possible for the managers to re-organize and also introduce different departments. As a matter of fact, this theory has led to the establishment of Human resource departments which deal with the issues relating to employees. This has led to greater motivation of the workforce and increased productivity (Hugh, 1985).ReferencesHugh G. J. (1985). scientific Management in Action Taylorism.Watertown Princeton University Press.Wren, D, A. (2005). The history of management thought and leadership. tonic York John Wiley and Sons, Inc.