Scientific Management And Human Relations

1201 Words Mar 20th, 2016 5 Pages
“Scientific Management” and “Human Relations” are two different management approaches. In Scientific Management, managers are responsible to think and workers do. Frederick Winslow Taylor (1856-1915) develops the Principles of Time and Motion Study, which leads to a conclusion that certain people have a higher work efficiency compared to the others. In his means, cooperation is “to do what workers are told to do without asking questions or making suggestions.” (as cited in Miller & Form, 1924).

Human Relation Management was founded by Professor Elton Mayo (1880-1949). During the industrial revolution in early 1920’s, Mayo initiated the Human Relation Theory of Management. A psychologist, Henry C. Link (as cited in Miller & Form, 1924, p. 657) relates that the ideal employment method is receiving applicants from all kinds at one end, sort, interview, and record them, before labelling them with the righteous job. Mayo introduced an experiment, the Hawthorne Studies, to look into the impact of working environment on the productivity of workers.

Scientific Management, also known as Taylorism, is a theory of management which focuses on workflows analysis. In the 20th century, a large number of immigrants which lacks the ability to comprehend in English entered the workforce in the United States, whom Taylor concludes that labourers are not qualified to plan the process of their jobs. "In almost all the mechanic arts the science which underlies each act of each workman is so…
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