The paper "Comparison of Theories of Frederick Taylor, Henry Fayol, and Elton Mayo" is a great example of management coursework. Management is a discipline that has existed over the years, especially among researchers and people who have an interest in the running of the organization. Kemp (2013, p. 346) stated that despite its existing there has been no consensus among management theorists on the definition of the term “ management” . Every theorist has come up with his or her perspective to contribute towards this discipline. Even though differences have clearly emerged how the theorists define and explain managers should run the organizations, Heames and Breland (2010, p. 427) contended that all the approaches used by theorists, including scientific and classical management always strive to realize similar ends such as maximizing efficiency, improving the organization on the basis of human resource management.
Therefore, this essay will compare and contrast, Frederick Taylor from two other management theorists including Henry Fayol and Elton Mayo. Basically, the essay will analyze their approaches to management while highlighting their similarities and differences. Overview of Frederick Taylor, Henry Fayol and Elton Mayo Grachev and Rakitsky (2013, p. 515) claimed that Fredrick Taylor was a trained engineer who has often been referred to as the ‘ father of scientific management’ due to his immense contribution towards the betterment of organizational management.
Taylor’ s theories and approaches to management were later termed ‘ Taylorism’ in association with his name (Giannantonio & Hurley-Hanson 2011, p. 8). In his argument, he claimed that the variations in labor productivity were inspired by different causes like skills, talent, motive or intelligence. Fredrick Taylor understood that there is just one effective mode of doing any task in what scientific management called specialization.
According to Schachter (2010, p. 439), Taylor believed in planning and argued that it would significantly enhance productivity. He went further to claim that managing workers scientifically was more efficient as compared to incentive' and 'initiative’ way of motivating employees. He conducted different researches like the motion study, time study, and analyzed the different workers’ so as to lessen wastage (Simha & Lemak 2010, p. 237). Fredrick Taylor devised a pay system particularly the piece-rate system in which each employee was remunerated a predetermined piece rate based on every unit produced. Henri Fayol was a management theorist and mining engineer from France who immeasurably contributed towards the modern management concepts.
In his research, Rodrigues (2001) posited that Fayol suggested six 14 fundamental, principles, and functions of management. Has greatly leading in the creation of classical management school of thought which is regarded as a major principle of classical perspective to the management. However, his 14 principles and primary functions theories are considered as task-oriented as opposed to people-oriented (Spatig 2009, p. 197). Fayol is often recognized as the first theorist to differentiate between managerial and technical skills. On the other hand, Elton Mayo was a sociologist and organization theorist from Australia who his highly remembered for the Hawthorne Studies (, J.C.
Wood & M.C. Wood 2004). This study conducted in 1930 demonstrated the significance of groups in influencing the individuals’ behavior at work. Wren and Bedeian (2009) contended that the study enabled Mayo to come up with conclusions regarding how an organizational manager ought to behave. Mayo conducted out several experiments about increasing and enhancing productivity. He established that when employees operate in informal teams their job satisfaction differed to a large extent.
As an initiator of the human relations movement, he contended that human beings are inspired by social needs and serve well in a group setting which is socially bound (Bruce 2011, p. 383). He reasoned that the fundamental challenge for any organization has to be fulfilling the social needs. The theory by Mayo holds that only after an employee is satisfied in the social perspective that he will work efficiently thus organizations are considered to be co-operating social systems where informal groups bear substantial influence on productivity.
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