Essay about Classical vs Human Relations Approaches to Management

Classical organizational theory supports two views. Scientific management which focuses on managing work and employees and administrative management which addresses issues which

The organization started out by considering humans as a mean to end, but as time grew they started leveraging value from their human resources and slowly focus moved to Human resource management or people management. But people have a tendency for attrition and reluctance to change, with growing complexity and competition the available opportunity of jobs and need to change and adapt are growing rapidly, so there is a need to achieve system Management.

Compare and contrast of the classical school of management and the human relations school of management

Organizational theory studies the various variables that influence the behavior of an individual(s) working within an organization, but also, “prescribes how work and workers ought to be organized and attempts to explain the actual consequences of organizational behavior (including individual actions) on work being performed and on the organization itself.” (Milakovich & Gordon, 2013, p.145). Of the many approaches to organizational analysis, Classical Organizational theory has been, even to this day, extremely influential by focusing on more formal concepts such as bureaucracy, rationalization and scientific management. Although, over the decades organizational management has taken on a more human relations approach to getting more productivity out of employees, it is contributors like Max Webber, Fredrick Taylor, and Luther Gulick that laid down the basic foundation organizational theories by recognizing the need for control and procedures.

One of the most dominant factor is the fact that human resources are the most valuable assets of an organization. Another important principle, expressed by Ashly Pinnington in her book ‘Human Resource Management Ethics and Employment’, is that “a succesful business is more likely to be achieved if the personal polices and

The classical approach to public administration was focused on finding the best way to perform and manage tasks. This classical approach to Public Administration is often associated with Weber, Wilson, Taylor, and Gulick. Under the classical approach was four areas of focus which was the Bureaucratic, Scientific, Administrative, and Managerial approach. Each area represented the four main theorists that the classical approach was associated with. Max Weber's bureaucratic approach focused on the rational-legal model which viewed bureaucracy from a rational view and argued that bureaucracy is the most efficient and rational way in which one can organize the human activity and that hierarchies are necessary to maintain

This paper intends to define, firstly, the Human Resource management, functions and then, broadly, the System in terms of General System Theory. Strategic Human Resource Management has been defined in various ways and by various scholars. Following are the most precise definitions: “Designing and implementing a set of internally consistent policies and practices that ensure a firm’s human capital (employees’ collective knowledge, skills and abilities) contributes to the achievement of its business objectives” (Huselid, Jackson, Schuler and Randoll, 1997: 171) “It is the pattern of planned human resource deployments and activities intended to enable a firm to achieve its goals” (Wright, 1998: 187). First, the Human Resource System, consists

People are the key to business success. However nowadays of business this is often neglected and people are seen to be a necessary expense. A successful business does not just rely on a person’s power instead it involves continuous effective teamwork and communication. Storey (1995) defines that human resource management is an individual approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques.

Human Resources constitute as one of the most imperative components of any organization, be it small scale business or a large conglomerate. Some of the key functions of the Human

There are a number of management theories that have changed the management business environment in the twentieth century. The theories have assisted managers to come up with better ways of management and organization of people. Managers have been able to increase profits, reduce costs and maximize efficiency. The purpose of this essay is to compare and contrast the contributions of scientific management and the human relations movement to the modern management. This essay will use Frederick Winslow Taylor’s theory on scientific management and Elton Mayo’s human relations theory. These two movements have been proven to increase productivity in the workplace (Mullins, 2005).

The last approach to classical management was bureaucracy. Bureaucracy was extremely popular in large organizations because it allows companies to perform many tasks while eliminating judgments of managers. Although bureaucracy works well with most organizations it may not be the best approach to organizations that require fast thinking and decision making.

The classical management has two basic drives namely scientific and general administrative management. Scientific management focuses on how to increase productivity whiles the administrative management theory looks at organizations in general and concentrate on how to make them effective and efficient.

In the early 1900’s, some of the first ideas were thrown together to allow an organization to flourish in the upcoming modern era. The first theories were known as scientific and classical management, which focused on three separate theories from Frederick Taylor, Henri Fayol, and Max Weber. The three theories have similar ideology in the fact that organization is driven by management authority, employees only source of motivation is money, and organizations are machinelike with employees making up the parts of the machine (Papa, Daniels, & Spiker, 2008). In the Prophecy Fulfilled case study, Mary Ann (senior auditor) takes on a management role with subordinates similar to that of Weber’s Bureaucratic Theory (Daniels 1987, pp. 77-78).

The history of management has been grouped into phases of development. Classical Management was introduced in the beginning of the 201th century. This addresses the organization’s search for efficiency on the basis that people will work for themselves and be economically beneficial. In other words, they work because they are determined by the economic concerns. Workers are expected to accept every opportunity that comes and they must work for it to achieve a personal and financial improvement. All of this has been supported by 3 theories in which the companies still used it today.

Human Relations School theory is indeed an efficient management approach with a profusion of benefits. Being a large business, the human relations system is beneficial as directors are appointed and decision making is made based on discussions. This was the case when after negociations, the sales manager was in charge of price cutting to keep customers, the advertising manager taking charge of new adverts and Roberto concentrating on the prospect of entering the gluten-free market.