Classical Scientific Management Theory And Human Relations Theory

1358 Words6 Pages
Introduction
This paper will be expressing a few of the different theoretical perspectives. This paper will be discussing the Scientific Management, Cultural Perspective, Political-Economic Theory, and Human Relations Theory. It will also be discussing each of the key concepts that are associated within each theoretical perspective. I will state some of the strengths and some of the weaknesses of each theory that was mentioned above. Lastly, my opinion for each of these theories would be provided to give you a look on how they are run in the society. I hope to give the reader and inside look on how these organizations are being run.
Classical Scientific Management Theory Organizations have a variety of people, but each person handles work
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Conflict could resolve in losing employees due to how they are being treated within their work environment. Management would be without employees and there would be loss of productivity.
Some of the strengths would be that the workers were experienced and know how to do their job/tasks correctly. This is a strength because you have trustworthy professionals who know what they are doing with that certain task. A weakness would be how the employees were silenced and overworked (Kirst-Ashman, 2014). This is a weakness because I know how being silenced can be. At my old job, we didn’t have much of a say and work became irritating to the point that I left. Not being heard on ideas does have consequences. And in the scientific management theory there is no communication with management.
Cultural Theory This cultural perspective is a theory that is being used all the time and will not change. Cultures are seen as structured by two forms of constrain on individual behavior (Thompson, Ellis, and Wildavsky, 1991). The cultural perspective on organizations believes that each of the organizations establish a distinctive mixture of values, standards, presumptions, and practices about how things should be done that eventually becomes a habit (Kirst-Ashman, 2014). The cultural theory is to go on with their tradition on what they are used to do. If it ain’t broke, don’t fix it (Kirst-Ashman, 2014). Because of how much they are used to their way working, it becomes
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