Organizational Theory of Behavior of Frederick Taylor, Max Weber, and Henri Fayol

965 WordsJul 10, 20184 Pages
Organizational Theory and Behavior: Frederick Taylor, Max Weber, and Henri Fayol Since its emergence as a field of study, there have been some important contributions to public administration. Its goal has always been to improve productivity which then improves workplace performance. All of the contributions have been aimed at completing the work with the highest level of efficiency and at the lowest cost. Public administration disciples have sought to find the best way to rid organizations of inefficiency and waste. This led to changes to the very foundations of management and motivation theories. To increase efficiency, Max Weber and Frederick Taylor made changes to the process and the rules; while Henri Fayol fixated on the human…show more content…
In fact, Fayol thought it was imperative that employees be allowed some creativity and innovation (176). Fayol’s system used a top-down approach as its starting point was management. He believed that improving upper management would lead to an improvement in employees and increase efficiency. He created a system of management based off of 14 principles that provided guidance to managers on how to accomplish their duties. Educate managers first on how to improve work processes which would then be transferred to individual workers. Frederick Taylor, Max Weber, and Henri Fayol all believed that leadership was critical in escalating productivity. They all also believed that employees needed to be held accountable for their actions. Lastly, they all believed that they had the best method of increasing efficiency and productivity. However, each theorist is not without criticisms. First, some of the assumptions were based on opinion and not on scientific research. For example, Taylor suggested offering monetary incentives as part of the way to increase productivity. However, there is no definitive proof that money continuously motivates employees (18). There is also no definitive proof that respect continuously motivates employees. Therefore, there is also no proof that Fayol’s system works better than the others. Second, Taylor and
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