The Classical Theory of Scientific Management - Coursework Example

Scientific Management Name Institution Word Count=1994 Words Scientific Management Whether organizations based on management principles will perform well or just apply other theories to get results (Inclusion of the classical and the contemporary theories with reference to the performance of businesses in Australia Introduction The management of most organizations rely on the principles or their behaviors they put in place towards realizing their targets. Organizational behavior or the principles in this case refers to the aspects of the description, the understanding, prediction and also the controlling of those behaviors from the human beings within the context of the organization’s environment (Wood & Wood, 2002). In this regard, the management principles covers the areas such as the dynamism, the relationship between the individuals and their group participations. Besides, it a also includes the way the leadership takes place in the business, the operation of the organization itself and even how some changes takes place in the organization or the business’ settings or guidelines. Hence, with direction of the management principles with respect to the organization’s behavior in the control of the organization, the instance in this case may fall in the classification of the organizational behavior management or the OBM in short. Consequently, the scope of this paper will be in the evaluation of the management principles applicable in the organizations for them to realize good performance or even if such organizations just apply the existing classical or the contemporary theories to realize such results altogether. Australia will be the case study during the course of this report. The Classical Theory of Scientific Management Indeed, the principle of management or the organizational behavior started as far as 20th century despite some experts giving their suggestions that the instance primarily came after U.S Civil War. The issue of the organizational behavior came into existence after the period of the classical management theories through the incorporation of the school of thoughts. In this regard, the aspect continues to effect some changes with regards to the response witnessed in present dynamic workforce in many business organizations in Australia. Around the year 1911, through Fredrick W. Taylor’s book of the Principle of the Scientific Management, it in this case marked the first steps in establishing the truth in the issue of the scientific management studies with regard to the classical theory. The primary goal here was to offer then necessary motivation to the workforce team in most of the businesses or organizations in particular to realize more in terms of production output from the workers (Wood & Wood, 2002). During this time, Taylor emerged to be famous to several people especially the engineers who found his thoughts applicable in the aspect of the time and motion studies and concepts within the workplace environments. For instance, the engineers primarily focused on the task concepts with the objective to show to the workers what could lead to their motivation so as to realize production with less effort especially at times they get the incentives to do such tasks. Classical theory of concept of management dwells on the ideas that reiterates that in the event that the managers have in place at least one task in a day in prior as plans for the workers will automatically lead to the increase in the production process. Added to this, Taylor came up with the differential piece-rate system that relies on the two differential rates of pay (Wood & Wood, 2002). The system looks simple in that workers who did below their level of output also got very low levels of pay while those who went passed theist level of standards in the business organization also got high levels of returns. Currently, the same principle is also that takes place in the Australian most of the business organizations where most of the managers apply the theory with a view of realizing high levels of output in their organizations. Based on this classical theory approach, is evident enough that money is the main motivating factor to most workers with respect to their performance despite it being such unique of its own to some perspective (Rogers, 2005). At some later point, many people came to refer to the theory as theory X with a view to differentiate it from other theories tan also gave their versions on the issue of motivation of the workers at the workplace environments. However, the theory fails to factor in the behavior of the human beings while working in groups. For instance, the classical managers may have the concept on the value of workers working in groups though such groupings either may come with them some consequences that may slow the workplace altogether. The Hawthorne Experiments Over the past, the human religionists made several attempts in their bid to place it to the human dimensions with regards to the classical theory throughout the studies they carried during those times. However, from their studies, they never put out the instance of the classical management and its components (Rahman, 2008). Instead, they came up with the idea that would make the workers develop the will in accepting them as such elements vital in their reward towards their treatment, or personal ate nation and of the incidences that may call for identification or feelings. Hence, with the determination to prove themselves on what they were putting forward, the human religionists in this regard started to do several experiments concerning the same. In relation to the experiments that the human relationships tried to put forward, one of such experiments was the Hawthorne Experiments. Hawthorne experimental studies began in the year 1924 at the Hawthorne Works which was part of the Western Electric Company in Cicero, Illinois. During this experiment, the primary goal of the researchers was to evaluate on the effect of the illumination that it has on the output. In a simplified way, the researchers managed to learn on the aspects of the individual performance, the position plus the organization’ status in the manner they influence the individual and the group’s output as well (Rahman, 2008). On top of this, the researchers also gained some knowledge about the workers formation into cliques that gin most cases affects their level of productivity and at the sometime could result to the codes of the conducts from what the members should follow while at work. Hence, from the Hawthorne Experiment, it lead to the opening of more experiments that lead to the invention of more human relations. Human Resources Theory on Scientific Management Human resources theory defines the other group in the field of the organization behavior or business management arena that argues that the role of the managers is just is not specifically in the control of the workers but to ensure the effective employee’s performance. From the human resource gurus, many people do work with the objective of earning a living as much as their efforts may at times prove to be such boring in some instances. On top of this, workers also work with the objective to realize the fulfillment of their needs (Lobo, Matawie & Samaranayake, 2012). For instance, they aim at ensuring the contribution or attaining those objectives set by the ,organization which in this case lead to them achieving and also taking in the application of all those forms of creativity within their work environment. Indeed, the same scenario also applies to most of the business organizations in the Australia as at present. Besides, this theory also put it that mangers should indeed take into application of the mutual goal setting and the problem solving approaches as they seek to solve such problems that affect the workforce members. Hence the approach in this case is the Theory Y. From this theory, the managers indeed should develop the encouragement to use all that is relevant in training so as to enhance the attainment of the maximum from the employees while at their workplaces. Such training as it takes places in Australia with respect to the organizations that use this theory within the management structure do use various forms such as the technical, human or the conceptual oriented cases (Lobo, Matawie & Samaranayake, 2012). At the same time, the theory also champions for the application of the openness in the use of the communication lines all the directions within the organization so as to promote levels of effectiveness in the organization. For instance, the workers in Australia this context are always be ready to welcome the utilization of the self direction and the issue of the self control which in this case will ensure that they record good performance especially when the mangers take into account of the interest that affect their lives while at their workplaces (Rahman, 2008). That said, the theory also puts it that the human resources should advocate or recognize the value of the workers to the organization just like any other asset that the organization owns altogether. The Systematic Approach to Scientific Management According to the present theorists on scientific management, there are a total of five approaches on in the field of scientific management as presented below; The individual The formal way of the organization The informal case of the organization The fusion processes those factors in the shaping of the fist three through their modification into an integrated comment. The last case touché son the physical environment where such business operation takes place. Each of the listed components of the approaches listed above is just essential in the organization (Franz, Hochgerner & Howaldt, 2012). In this regard, the systematic approach of the scientific management becomes the bas is the modern organizational theory that originated from the studies of the behavioral sciences. The Behavioral Sciences With regard to the three components of the behavioral sciences, there are the psychology that entails the study of the individual behavior or the sociology which entails the studies of the social behaviors with respect cot the societies, institutions and any other groupings and the last case of the an chronology that factors in the study of the origin, the development of the culture and respective behavior of the human beings altogether (Cord & Goldman, 2003). Each of these components of the behavioral science has its role that it plays in the field of the organization behavior. At the organizational viewpoint, the psychologist does places their major concerns with processes that include the learning, the perception and the instance of the motivation (Cord & Goldman, 2003). Sociologist on the other hand base on their studies on organization that constitutes the societal elements such as the politics, legal issues, businesses, the government and the religious bodies. Anthropologist on their part has their interest in the impacts that culture has with respect to the behaviors. Indeed, these three disciplines had a lot of impact in the study of the behavioral science. Conclusion According to scientist who studies the scientific management, the organizational behavior comprises of the four basic areas such as the individual behavior, the group behavior, the structure of the organization and the organizational process itself. In this regard, the scientist tries to present those facets in these areas such as the personality and the perception, the attitude and the satisfaction due to job in place at the workplaces and also the dynamics in the groupings. The aspects are the politics and also the role played by the leadership in the organization, the design of the job and also the impacts that it brings with respect to cases of stress on workers. The instance also does not forget the incidences of the decision making processes in the organization, the chains of the communication in place together with the culture and the climate in the respective business organization. In this regard, there is the use of wide variety of the techniques and also the approaches that help in the evaluation of each of the already discussed facet plus their impacts on the individuals, groups and the even the efficiency and the effectiveness of the organization itself. References Cord, R., & Goldman, H. (2003). Quality management training in Australia. Measuring Business Excellence, 7(2). doi:10.1108/mbe.2003.26707bab.002 Franz, H., Hochgerner, J., & Howaldt, J. (2012). Challenge social innovation. Heidelberg: Springer. Lobo, S., Matawie, K., & Samaranayake, P. (2012). Assessment and improvement of quality management capabilities for manufacturing industries in Australia. Total Quality Management & Business Excellence, 23(1) , 103-121.doi:10.1080/14783363.2011.639561 Rahman, S. (2008). Quality management in logistics services: A comparison of practices between manufacturing companies and logistics firms in Australia. Total Quality Management & Business Excellence, 19(5), 535-550. doi:10.1080/14783360802018202 Rogers, T. (2005). Creating practical knowledge for managing interprofessional health care teams. Wood, J., & Wood, M. (2002). F. W. Taylor. London [etc.]: Routledge. Read More