Classical and Human Relation Management - Literature review Example

? ical and Human Relation Management Approach Introduction Management is a process that allows designing and maintaining the environment where the individuals work together in group setting for the attainment of decides targets and aims. Management has been regarded as one of the most important, critical and challenging part of the human activities. The management skills, strategies and capabilities became even more critically important when it comes to the social and business organizations where specific aims, objectives and goals have to be achieved. Centuries ago, the theorists and management experts realized the need of developing some principles and theories to guide the managers in performing their tasks (Kotter and Cohen, 2002, p195). There have been several important management approaches developed and proposed by the theorist from time to time. These theories are based upon different approaches of managing people and work. The classical management and human relation approaches proposed by Fayol, Taylor and Mayo have been regarded as some major management approaches that have also proved their successful implications and practicability to the working organizations. These approaches remained in practice for several decades and also criticise on several grounds due to the weaknesses identified (Beissinger, 1988, p83). The essay aims to examine the relevance of classical management theory and human relation approach to understand the present day organization with the help of relevant literature. The essay examines the key propositions of these theories and discusses weaknesses and implications to the work organization. These approaches are also analysed to find their practicability in the modern world. It is unveiled that present day organizations need dynamic management theories and approaches that could be attained through developing set of management practice principles and these theories could not alone work to guide managers towards efficient management of the organizations. Classical Management Approach The classical approach towards management has been regarded as one of the earliest thought of management. It evolved during the industrial revolution era during the problems related with the management of factory system started appearing very commonly and the managers felt the need of system that could provide them guidelines for the solution of their problems. The managers at that time did not had exact ideas about the training of their employees neither they were adequately able to deal with them. As a result there was considerable increase in the labour dissatisfaction and the need to find the solution became even more critical and important (Kotter and Cohen, 2002, p195). In this situation, the classical management theory was developed to provide the best way for forming and managing the tasks. The classical approach was basically made up of two branches including classical scientific and classical administrative approaches. The classical management approach recognizes the defining role of management within an organization. It asserts that the management has the most important role in running any business or factory (Taylor, 1903, p143). There were some early theorists that played role in the development of the classical management theory. For instance, French industrialist Fayol identifies the need of critical responsibility of management in early 1900s. Frederic Taylor – the father of scientific management believes that organizations are required to study the tasks in order to develop precise and appropriate procedures for conducting the tasks. He proves that this study will increase the productivity of the plant and then he also developed incentive system to meet the new standards. Later the purely scientific examination of the working environment and organizations conducted by F.W. Taylor and Fayol identified six major functions of an industrial undertaking. These functions include technical, commercial, financial, security, accounting and managerial (Taylor, 1911, p84). The managerial function possesses very important role among these six. The managerial basically includes forecasting, planning, commanding and coordinating and controlling the activities related with the workplace. Fayol also identified that there are some general principles that guide the task of management . These principles include work division, authority and responsibility of assigned duties, unity of command, and unity of direction, centralization and subordination of the interest of the individuals to the general and common interest of the working organization (Aitken and Hughm 1985, p165). The idea of classical management approach presented by Taylor and Fayol could be sum up below (Source: David, 2004, p1309) Criticism and Implication of Classical Approach to Modern Work Environment The classical approach of management was widely appraised and accepted and remained popular and practiced throughout the twentieth century. however, despite the popularity and wide acceptance of classical theories, there are some important weaknesses of the approach that invited criticism against the theory and along with time the experts started thinking that the classical approach is no longer effective for the management of work place matters and there is essential need of developing another management theory that can cover the flaws of the classical management theory (Mullins, 2004, p83). The classical management theory was criticised on some basic issues for instance it was argued that the developers of this theory have based their idea on their work experience because Taylor and Fayol both worked with large manufacturing firms having stable environments that could not be generalized to all the working environments. It is also argued that the assumptions made for this theory are mostly untested because the assumptions were not based upon scientific tests but on the value judgements and beliefs of the theorists. The theory assumes that the life of workers end begins and ends at the plant door and they are always motivated by money and thus they work just for money (Aitken and Hughm 1985, p165). These assumptions were failed because there are several other important needs besides money that employees want to be addressed by the management but the classical approach does not recognizes those needs(Head, 2005, p54). The criticism raised to the classical approach raised the needs of developing another approach for management because the classical approach failed to address some basic and important concerns of the managers and the workers. This dissatisfaction led towards the evolution of neoclassical management approach and some other management theories like the work relation management approach were developed (Kanigel, 1997, p18). Work Relation Management Approach From 1929 to 1950s there were several diverse sets of ideas and theories emerged with the intention to bring improvement and changes in the organizational science. The issues like orientation, feelings and values of workers were also given importance in the theories evolved during this time. The human relation theory has its roots deeply embeded inside the Hawthorne studies conducted in 1920a and 1930s. Elton Mayo (1880-1949) who was a Harvard professor led the human relation movement. This approach gives more attention towards the human factor within the organizations. The human relation management theory is also referred as motivational theory. The theory basically proposes that the employees should be viewed differently as compared with the way of autocratic management theories developed earlier (Braverman, 1998, p91). Elton Mayo proposes the theory that the people want to perform their works with the intention of becoming successful. They understand their position in the hierarchy of the company and act as self-motivated and responsible part of the organization. It implies that the management can expect the maximum productivity from the workers when they will view them as part of the company wheel and some positive and supportive actions taken by the management could work for motivating employees and ultimately the overall performance and productivity of the organization could be improved through employee’s motivation. Based on this principle, this theory is also called as employee motivation theory (Kyle, 2006, p199). The theory put forwards some basic suggestions for the management. At first, it suggests the management to treat the employees as if work within the plant or factory appears to be as natural as play or rest. The management should also hare the big picture objectives with the employees so that they could also be aware with the aim towards which the entire work is directed. The theory also suggests that the employees must be empowered to innovate and make their independent decisions about their work keeping in view their work type and position in the organization. The theory also asks the management to train and develop the employees so that they could feel them more free and responsible with their increased and well developed capabilities and skills (Rosen, 1993, p71). Mayo also believes that it is very important to give due credit and token of appreciation to the employees. Whenever the employees take active and supportive part towards the achievement of any organizational goal, the management must provide them with appropriate recognition and rewards to increase their belongingness with the firm. Mayo also feels the need of applying some helpful theories and concepts of human relation to keep the employees motivated towards the excellence and attainment of the organizational goals. These strategies could help the management in bringing best from the employees and achieve their set goals and targets (Hounshell, 1984, p43). The human relation theory could be illustrated as under (Source Johnsons and Johnsons, 1995) Implication of Human Relation Theory to Present Day Workplace When it comes to the implication of human relation theory to the present day organization it is found that the management of the human resource of the present era is not possible only by practicing the human relation theory. The human relation theory despite all of its positive approaches and recommendations is not enough for the human resource management of modern day organizations. The style of management also possesses great importance for the human resource management practice, besides there are several other important issues within the management discipline that are not adequately answered by the human relation theory and there is need of studying more principles and theories to understand the present day organizations(Dubrin, 2007, p9). The human relation theory gives much importance to the human factor when managing the matters of the organization. This approach is still in practices in the contemporary business world however, the rapidly growing business world has shown the need of management theory and practice that could target all of their needs in more strategic manner. For instance, the organizations of the present day could not be managed effectively simply by giving more importance to the human factor but the management has to look at the other matters like technical issues, financial capabilities, adequate resource allocation and research and development work to keep them competitive in the market place. The human relation theory assumes the management to act friendly with the employees focusing lesser upon other business activities and priorities that is not a practical approach for running businesses in the modern world. However, as compared with the classical approach the human relation theory appears to be more acceptable and practicable in the contemporary business world where the organizations are facing challenging task of managing their business in highly competitive environment. Conclusion It is unveiled from the study of relevant literature, theories and principles that the classical approach basically views the employees having only economic and physical needs whereas it gives no importance place to the social and psychological needs (Dawson, 2005, p121). Following this approach could not bring employees satisfaction because it emphasises upon centralized decision making, profit maximisation and specialization of labour rather thinking about motivating and encouraging them. In contrast with the classical management approach, the human relation management theory is more included towards motivating employees through recognition and reward and views them responsible and important part of the organization (Gershon, 2001, p82). The employees are treated in quite different manner is both of these management approaches. The basic target of both of these management approaches in to maximize the productivity and performance of the organization however, the solution of these problem has been provided in quite different manner. The classical approach takes a hard and commanding stance and gives little sense of freedom and decision making power to the employees. It suggests that employees work for money so they should be provided money against their specialized services to improve their productivity. On the other hand, the human relation theory views the employees as active part of the organization that needs proper attention and importance. The theory stresses upon motivating and encouraging the employees by giving them freedom and share in the decision making process (Hughes, 2004, p11). In present days the organizations have grown to be much dynamic entities and the task of management has become highly strategic and challenging. The present day organizations could not be managed through simple management approached focusing upon any one side of the management but they require the dynamic theories to cover all the aspects of work and management. The present day organizations could not afford any flaw in their management approach because it will cost them loss of credibility, productivity and profitability in the highly competitive marketplace. The significance of these management approaches has widely been accepted and recognized and it is also widely agreed that both the classical and human relation theories have implication to the present day organizations however, none of these could serve alone for the management of the firms but there is need of selecting and following set of theories and approaches to suit the working culture and environment of the firm to help attaining the organizational goals and objectives. The modern ay organizations need to practice management theory that could guarantee maximum production with quality, satisfaction of workers, motivated and duly appraised workforce, pride in workmanship and organizational pride. The classical and human relation management theories have been explored in detailed in order to examine their relevance to the present day business practice. It is observed that the present day business practice also has some influence of the classical management theories because some businesses still practice commanding style of management however, ideally speaking the modern day business is supposed to be included towards giving importance to the human factor due to which it could be said that the human relation management theory is more relevant to the present day business environment. though this theory is also criticized of being unscientific in approach but it could be applies to the business practice of today by inducing some more principles and set of theories within this approach. References Aitken, Hugh G.J. (1985), Scientific Management in Action: Taylorism at Watertown Arsenal, 1908-1915, NJ, USA: Princeton University Press Beissinger, M. R. (1988), Scientific Management, Socialist Discipline, and Soviet Power, London, UK: I.B. Tauris & Co Ltd Braverman, H. (1998). 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