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Scientific Management as a Tool for Achieving Organization Success

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This essay is composed in a bid to understand the importance of scientific management in organizations. Scientific management can be used as a tool for achieving organization success as well as also achieving the organization goals in the long run. In relation to our case of study, the Smithsons are looking for an appropriate company to run and take control over their business. Before letting any company control their business, they have decided to conduct a thorough scrutiny of the management styles used by both company. The Smithsons are also looking for advice resulting to conclusions from the existing research on the best scientific management theories. Although both companies are qualified to run the business, the Smithsons prefer the researcher to analyze the best among the two.

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This will be after the prior consideration of an extensive range of factors. Specifically, the Smithsons are targeting a company that will successfully run the business, without fear or favour of the other. Considering the delicate nature of the travel industry, they are looking at a company which will maintain quality services to both the clients and the staff. In order to achieve this, an extensive research will have to be conducted (Chandler, 1977). The research will incorporate the different aspects of scientific management and how to effectively apply them. With this consideration, the Smithsons will be at a better position to differentiate between the credibility of the two companies. With the help of an experienced researcher, they are targeting to get a proper analysis of the two travel companies, how they operate and how successful they can be if they maintain their existing management systems.

Literature review

In relation to scientific management and the human relations approach, we get many theories supporting the two. Scientific management in its part has been backed up by many psychologists and sociologists trying to back up the argument that there are very many effective ways of getting things done appropriately in an organization (Hemant, 2011). In this context, I considerably agree that each learner had his fair share of the argument, considering that they took the time and energy to justify all their arguments. The human relations approach management for example was analysed step by step by one Elton Mayo. He undertook experiments on human relations movement in a bid to determine the best human relation practices, ones which would lead an organization to its destined success. Elton mayo shared a perspective of ideas of other scholars who too had their own opinion on the best human relations practices.

The practicability of these ideas and concepts is what led to the achievement of the desired practices, ones which were deemed applicable to the normal working environments. On the other side, scientific management also received extended criticism on its validity and credibility as a source of management success. Owing to the theories of scholars like Fredrick Taylor, scientific management was becoming common in the early days of industrialization with the extended and continued studies on the matter (Dobbin, 1994). Different scientific management techniques and concept were introduced and applied to the existing working organizations. They were then subjected to a number of different working forces In order to determine if they were practicable to all types of individuals, without favour of a certain age, gender or race. The continued experiments on scientific management were fruitful as the scholars summarised and analysed the effective scientific management concepts for a better and performing organization. Scientific management in the industrial revolution spread and was commonly used on the workforce in order to achieve the desired results and the specific objective and goals by the management of the organizations.

Although some of the management personnel were opposed to scientific management while others could not fully agree on it, they all came to accept it and adapt to it. It was therefore notably clear that scientific management was revolutionary and was most appropriate strategy to achieving the desired results and target objectives. In a bid to bring balance between human relations and scientific management, this research aims at listing the best existing concepts in the two fields. The research is also geared at achieving the optimum solution in regard to the existing situation of the Smithsons, how they are adapting to the situation and how best they can evaluate the two companies tendering to achieve a contract with them. By considering the best scientific management concepts, they can also specifically and clearly analyze the management methods used by both companies in relation to the scientific management and human relations concepts (Dobbin, 1994). Although there should be a balance achieved with the analysis of the two, proper research is needed in order to achieve the desired results, without favour or bias.

Discussion

In order to start on scientific management, we take a close look on its definition. Scientific management in essence is the management of the workforce in an organization with the specific aim of bringing balance and equal motivation towards complete participation of workers in their duties. Scientific management therefore includes all the concepts needed to achieve balance between cork completion and the achievement of desired results. Scientific management theories and concepts discuss the various ways in which the work force can be channelled towards achieving the desired results. It is therefore clear to presume that in the situation of the Smithsons, scientific management will be an important trait to their successors in that it will determine if they will still be in business or not.

Therefore, an analysis of these scientific management concepts will be appropriate and highly advised. Henry Gantt and Fredrick Taylor served as one of the early inventors of the scientific management concepts, listing out the concepts that were related to the motion. As a theory of traditional public administration, scientific management was gaining popularity due to the positive change it had when applied to any organization. Taylor in his research came up with some principles to effective scientific management (Hemant, 2011). These, as he had concluded, were the most effective scientific management techniques which could produce results in any working environment.

Taylor first advocated for the equal standardization of work methods Specific tools and machinery were being used as an effective as a faster way of achieving the desired results. In his argument, Taylor advocated for the right man for the right job. His argument was backed by the need for selective recruitment and training of the employees. With the selective process of recruitment and training, the employees would then be fitted to the jobs which they perfectly fit. With these, the quality of products and services would then be improved and the cost of production lowered. This scientific management theory is effective in that it increases returns and reduces expenses. Although the company may inquire some added costs for purchasing standardized equipment and training their workers, they achieve desirable returns in the long run if they apply these management techniques. The standardization of work methods also ensured that a company was aware and fully capable of adapting new tools and techniques to handling tasks easier. This was important in the sense that if facilitated for continued change to sustain the changing demands and needs for the clients. Especially in dynamic industries like the travel and tourism industry where perfection in quality service delivery is the differentiating factor between competitors.

A company that standardizes its working methods and equipment will achieve effective service delivery and in turn build a positive image and gain a good reputation from the satisfied customers. Taylor also advocated for the equal distribution and division of tasks among the employees and the management. This would ensure that tasks and activities within the organisation are completed faster. It would also reduce the workload per individual hence motivate him to produce high quality work standards as compared to when they are subjected to loads of tasks. The importance of this concept is to achieve equality while still maintaining a close working relationship between the workers and the administration. The concept also required the management to fulfil all its practices including planning, controlling and directing. This was important as it would ensure that workloads are reduced from the uneducated employees who would in turn submit low quality work if not properly monitored (Chandler, 1977).

This would in turn achieve a mutual understanding and continued dependence between the management and the employees, one which had added long term benefits to the advantage of both parties. The equal division of work and responsibilities ensured therefore that each team member had an equal role to play, and hence quality was the only measurement that would differentiate between performing and non performing employees. This therefore motivated the workforce to compete among themselves owing to the motivation in existence. The division of labour therefore achieved specialization. With specialization, experts were created due to the continued repetition of tasks hence perfection in their skills and diversification in creativity (Dobbin, 1994). In a travel company for example, division of labour ensured that services were delivered faster to the clients hence making them more effective. Another scientific management method was the effective monitoring of the progress of workers. This concept analysed the performance of workers with time and how they progressed with their daily activities with time. Quality was compared to the different working environments and conditions. With the monitoring of worker progress in place, there was an added possibility to matching a worker to a specific job (Kanigel, 1997). This was possible as the nature of works varied differently while different workers had different capabilities.

Matching these workers using the scientific methods was appropriate as it perfectly fitted an employee to the task he/she was best suited in. scientific management also facilitated mutual collaboration of workers and management. A good company was therefore one which collaborated cooperatively with its workers and administration. This mutual relationship facilitated the exchange of ideas, early notifications on complaints and extensive discussions of the best method to approaching solutions. This concept advocated for equal participation of each individual in the company in suggesting new ideas and also taking part in decision making. The act of involving every individual in decision making built a perfect working environment for everyone and workers in such a company were proven to be motivated and also loved their jobs. In this scientific management concept, there is equal communication that leads to continued trust and employee dependency. A company that works under this principle will be a favourite to many clients owing to the perfection in service delivery. The cooperation, coordination and collaboration by the staff members will place the company at an untouchable level in terms of producing quality products and services in comparison to its competitors.

According to Taylor, scientific management was a broad topic that included all the possible methods that were necessary to achieve the desired results. In essence, the theory was inclusive of all activities which were directly related to the achievement of successful results by the company at large. Although these thoughts could be termed as biased or inappropriate in a way, it was highly possible that they had been subjected to such critique from individuals opposing independence in workers (Kanigel, 1997). The scientific management theory advocates for work independence as opposed to employees working as a group. Independence by workers in making their own decisions allowed for flexibility as they could be motivated by their personal ambition as opposed to working under rules and guidelines. Individuality in workers also encouraged innovation and creativity, aspects which were of ultimate importance to the welfare of a business in comparison to its competitors.

Although scientific management has received extended criticism, it in turn has benefited a variety of company if proper guidelines on its application are followed. It is therefore highly advisable to sideline with a company that includes scientific management in its administration. With these guidelines in place, any company is assured of gaining added benefits in terms of profits in the long run. This is essential as it will keep the company in operation, while still generating worthy returns for continued production or service delivery.

The human relations school of thought on the other hand was equally developed by scholars with the example of Elton Mayo. In his argument, he specifically outlined that all employees had their social, psychological and also economical needs which needed to be caters for. With these needs catered for effectively, they would then be equally motivated to complete their tasks in perfection and as a result bring continued growth and success to a company (Chandler, 1977). This theory of human relations mainly encompassed how the employees were treated at their workplaces and how this affected their output and general performance. This therefore sparked the need to identify and come up with effective human relations management techniques as a way of increasing the productivity of these employees. Elton Mayo in his research concluded that generally pay was important in achieving desirable results and motivation, although the inclusion of social benefits would further improve the desired results. He notably explained that social needs were important to workers in an organization as they encompassed their emotional side and feelings towards existing circumstances or even the working environment.

A close relationship between the management and their workers was therefore appropriate as the workers could freely express their complaints or suggestions to the management (Hemant, 2011). This way, the employees felt that they were equally included in the running of the organization and the day to day activities by the organization. The importance of this factor was of added benefit to the company at large owing to the fact that motivation in its workforce improved the quality and volume of output. Elton Mayo also called for minimal supervision to the employees in order to guarantee them independence in their tasks. This allowed them to perfect on their skills and become innovative by resolving easier and better ways of doing things. Proper training of new employees was also important as it advocated for self reliance and independence.

In the modern day world for example, companies are putting into practice the scientific management theory in order to stay in competition. This is highly effective in the sense that they are keeping up with the stiff competition from other companies. A number of companies therefore in the modern day world are taking seriously the need to provide a favourable working environment for their employees with the target of motivating them. The motivation of employees also goes hand in hand with innovation and creativity. Therefore, with innovation and creativity, a company will acquire unique products which will differentiate it from other players I the industry. With unique products and services, the company will therefore have an added control of the market and hence enjoy increasing demand from new customers. This is therefore the target of each company in the modern world. The integration of the human relations management theories is also an important aspect in the sense that it will also boost the worker productivity in an organization (Kanigel, 1997).

Conclusion

By considering the different scientific management and human relations techniques, added analysis is needed to conclude the choice that the Smithsons will choose. By considering the reputation of both travel companies, it is important to also consider their management techniques and how they also relate with their employees. Scientific management calls for a goon management of the workforce in order to increase productivity, improve the quality of products and also lower the cost of production. Derek’s travel and Sunshine are the companies in comparison and hence the following is an extensive comparison of the two. This will in turn help us derive a valid conclusion on which company is the most appropriate in this situation with close reference to both scientific management and human relations management.

In regard to this context, both companies are into the travel industry and major differences lie in their mode of management and relationship between employees and management in decision, making. Derek’s travel company is here refereed as a company with a good reputation, success in the industry and also highly profitable in its business. However, it is known to have a prescriptive approach towards managing its employees. This rigidity in the management of employees is dictatorial in its own sense considering the social needs of the employees. The human relations concepts of Elton Mayo can be closely related to this scenario.

Employees are forced to perform and achieved desired results although they lack the motivation to do so. Financial compensation according to the human relations movement is not adequate for complete motivation of the worker; therefore equal social and emotional compensation is necessary in Derek’s company. This will boost the generation of ideas, handling of complaints and encourage flexibility in work to the emotional benefit of the worker. Under these conditions, a worker will be more sociable and flexible in achieving the target results.

Sunshine on the other hand is a complete opposite to Derek’s. The company incorporates all the scientific management concepts and allows flexibility to workers; therefore, decisions are effectively made while solutions to challenges are achieved faster. Therefore, Sunshine creates a perfect working environment for its employees, a condition that maximizes the output of each employee, increases the quality of services and reduces the expenses or costs of production. Weronika and George Smithson are therefore at a better position to evaluate this situation in consideration to the scientific management and human relations theories. It is therefore advisable for the couple to choose Sunshine as their desired company of choice if they need to hand over the management of their business.

Although Derek’s have a good reputation and guaranteed profitability, their employee relationship might spoil the quality of service delivery to their customers. Considering that travel business involves more about service delivery, lack of cooperation and coordination among employees may affect the level of quality of services offered to the end customer. Therefore, continued deterioration of the relationship between the staff might destroy the reputation of Derek’s, a risk that Weronika and George smith cannot fall into.

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