Management Theory and Practice - Research Paper Example

These strategic endeavours have played a vital role in altering the early management approaches from classical to scientific view points. Certainly, these gradual alterations resulted in the development of the traditional management theories which are often categorised as scientific concepts of business management. For instance, where the early management practices described by classical management theories were based on centralized decision making processes, the modern scientific theories have been concentrated on the significance of economic efficiency obtained through a decentralised operational process (Harpaz, 2003).

With due regards to the above mentioned aspects, this essay intends to present a discussion highlighting the reasons which have influenced the growth of human relations movement in the industrial contexts, particularly since the early years of the 20th century. By addressing the issue, the discussion of the essay would further attempt to recognise that whether the movements have eradicated the influence of various classical and scientific management theories taking into account the industrial context of the global automobile sector of the current 21st century.

Reasons for the Growth of Human Relation Movements in Early 20th Century With the modernization of the world, the operations of every industry had to witness certain alterations being influenced by certain factors such as increasing governmental influence over the industrial operations, rapidly changing market demands, increasing competition and swerving technology advancements among others. However, these developments also influenced the managerial operations to be increasingly complex and diverse.

One key which was identified to manage these alterations was the role of human resources which deliberately attracted the policies practiced by modern day organizations in keeping their manpower satisfied, productive and motivated. Hence, in order to overcome the problems of multidimensional approaches, every industry was forced to introduce a better comprehensive and concise HRM approach in their operational process. Notably, these changes had been apparent since the 20th century. In the unconventional perspective, HRM can be described as the approach which helps an industry to perform systematically by understanding and motivating the employees effectively satisfying their needs along with considering the code of conducts enforced by the authoritative bodies (Fine & et. al., 1996; Jackson & Schuler, 1995).

To illustrate, the automobile industry also had to introduce a better approach towards HRM, altering its production oriented centralised business procedure, in order to achieve the objectives effectively in early 20th century. Consequently, the primary objective of the global market was formulated with due concentration on customer satisfaction and quality issues of the product and/or services rendered, apart from being focused on the quantity aspect by retaining a good working environment for the employees.

Notably, it was principally during this century that the management theories became increasingly based upon the concept which deliberated employee satisfaction and the consequent result of high human resource productivity to be directly related with customer satisfaction and loyalty (Ahmad & Schroeder, 2003). The major reasons to influence such alterations in the automobile