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Management is basically a process of knowing what you want your workers to do, and making them do it
in an efficient and effective way.

Management is altogether a process, which is undertaken by people called µManagers¶.

Managers are appointed at separate levels of an organization namely, Top Level, Middle Level and Lower
Level managers.

Management is also known as a complex process involving activities like planning, decision making,
organizing, leading and controlling.

Management consists of basically 2 schools:

— Scientific School of Management

— Behavioral School of Management

Scientific school of management, shortened µ¶SCIENTIFIC MANAGEMENT¶¶ basically means improving

the performance of individual workers so as to bring out the best results possible.

th
Productivity emerged as a serious business problem in the first few years of the 20 century. Business
was expanding and the capital was readily available but there was shortage of labor. In order to tackle
this problem, mangers started utilizing their current labor more efficiently. In response to this, many
experts turned their focus on how to increase the performance and productivity of individual workers.

This in turn led to the development of ³Scientific Management´.

Taylor believed that the management of his days were very much of the beginner level. In order to correct
that, he ensured that his management was more professional and qualified and his workers were
cooperative. He believed that both, the worker as well as the managers both need each other, so both
should be cooperative and work together for the welfare of the organization. This process is also termed
³Mental Revolution´.

(htt2)³Taylor had very precise ideas about how to introduce his system:

It is only through V
V standardization of methods, V
V adoption of the best implements and
working conditions, and V
V cooperation that this faster work can be assured. And the duty of
enforcing the adoption of standards and enforcing this cooperation rests with  VV alone.
'I can say, without the slightest hesitation,' Taylor told a congressional committee, 'that the science of
handling pig-iron is so great that the man who is ... physically able to handle pig-iron and is sufficiently
phlegmatic and stupid to choose this for his occupation is rarely able to comprehend the science of
handling pig-iron¶¶

This method was often protested by the workers at times, but ultimately the workers accepted it. Taylor on
the other hand supported his theory by saying that the wages were linked to the productivity of the
worker. Some workers earned less as a result of low productivity levels, whereas other earned more as
compared to the workers in the other similar industries which earned Taylor a few enemies in form of the
managers of the other industries.

So by this method of Scientific Management, both the workers and the owners gained an advantage over
other industries where scientific management wasn¶t put into use.

All such methods of scientific management also came to be knows an Taylorism and he therefore was
also called the ³Father of Scientific Management´!

(htt3)|
||

|
  a couple, studied job motions. Frank was very much interested in
standardization and method study. He watched bricklayers and noticed that some workers were really
hardworking and productive where as the others were quite lazy. From his understanding he bought out
the necessary motions to do that task and eliminated the waste motions. The workers who used this
method of using proper movements (motions) were able to increase their productivity from 1000 to 2700
bricks. This was the first  | which ensure increased productivity. Late he and his wife studied
motion through a special motion camera which further increased productivity and performance of his
employees.

Thanks to these contributors and others, the basic ideas regarding scientific management developed.
They include the following:

— Developing new standard methods for doing each job

— Selecting, training, and developing workers.
— Developing a spirit of cooperation between workers and management.
— Dividing work between workers and management in almost equal shares, with each group taking
over the work for which it is best fitted.¶¶

(htt2) http://en.wikipedia.org/wiki/Frederick_Winslow_Taylor

As management research continued, many questions began to rise on the classical management system.

The classical management system focused more on increasing the productivity of the firm and not on the
behavior of the employees. Soon, managers began to realize the importance of employee morale and
motivation. As a result, the   
school was a natural outgrowth of this revolutionary management
experiment. Behavioral Management also came to be known as human relations management since it
dealt with employee¶s motivation, conflict, expectation, satisfaction and team spirit.

A basic assumption of this movement was the manager¶s concern for his employees which would
generally lead to better work performance by the workers and high satisfaction and morale levels, thereby
also boosting the firm¶s productivity.
 (htt3) http://www.cliffsnotes.com/WileyCDA/study_guide/Classical-Schools-of-
Management.topicArticleId-8944,articleId-8851.html

(Griffin)µ¶The table below summarizes the   

|  |    :

General Summary The behavioral management perspective focuses on

employee behavior in an organizational context.
Stimulated by the birth of industrial psychology , the
human relations management replaced scientific
management as the dominant approach to
management in the 1930s and 1940¶s. Prominent
contributors to this movement were Elton Mayo,
|
 and Douglas McGregor.
Period of Greatest Interest Human relations enjoyed its peak of acceptance from
1931 to the late 1940¶s. Organizational behavior
emerged in the late 1950¶s and is presently of great
interest to researchers and managers

Contributions Provided important insights into motivation, group

dynamics, and other interpersonal processes in
organizations.

Focused managerial attention on these same processes

challenged the view that employees are tools and
furthered the belief that employees are valuable
resources.
Limitations The complexity of individual behavior makes prediction
of that behavior difficult.
Many behavioral concepts have not yet been put to use
because some managers are reluctant to adopt them.
Contemporary research findings by behavioral scientists
are often not communicated to practicing managers in
an understandable form.¶¶
(Griffin)Referred the book µManagement¶ 5th edition by Ricky Griffin (Page 47²Table 2.4)

As mentioned above, Abraham Maslow had a major contribution in Behavioral Management.

He introduced a theory called the ³Need Hierarchy Theory´ in which he explained the different levels of
need of a human being keeping in mind his satisfaction levels.

His theory confirms that a person does not feel a higher need until the needs of the lower level of the
hierarchy has been satisfied.

The Need Hierarchy Theory has been classified into 5 different levels:

— Physiological Needs
— Safety/Security Needs
— Belongingness Needs
— Esteem Needs
— Self Actualization Needs
Basis Scientific Management
Focus Improving the productivity through
eliminating µRule of Thumb¶ and
doing tasks in an organized manner.
Studies Involved Different studies include Taylor¶s
famous time study, motion study and
the piece rate system
Advantages Helped in improving the
performance and productivity;
thereby easy achievement of
organizational goals as a whole.
Behavioral Management
Focus was more on human relations
and working of the employees as a
team.
Hawthorne Studies by Elton Mayo
which bought out an understanding,
the importance of the employees
working together as a team. Which
indeed increased productivity.
Highlighted the importance of
teamwork and social interactions at
a work place through formal and
informal methods of
communications.
Disadvantages Didn¶t focus on human relations and
Taylor believed that all workers need
is money, which according to him
would bring the best out of his
workers, which was not 100% right.
Sometimes the human relations and
the informal organizations, would
affect the functioning of a firm and
may also act as a barrier for the
accomplishment of the
organizational goals.

Function of the leader/manager Set work criteria and enforce them The manager¶s task was to basically
on the workers promote cooperation and
coordination of different departments
of an organization.

Though Scientific Management and Behavioral Management have been of two completely different era¶s,
there main focus or their similarity was basically increasing the productivity and improving the
performance of the organization.

Though it was done in separate ways, the ultimate goal was always the same which was an excellent
organization.

I, personally support Behavioral Management since it has been accepted by modern conditions of work
and it also takes into consideration the workers/ employees of the organization who are now treated as
³Assets´ of the firm.

Whereas during the µTaylor¶ times, scientific management was also quite successful. This was because it
was quite systematic and the arrangements for each and every work to be performed were top class!

The studies like Motion Study and Time Study enabled Taylor to make out what is the standard time to be
taken to perform a task plus all the necessary movements to be made while doing it.

By this he was not only able to perfectly allocate the tasks but also eliminate the unnecessary movements
made by the workers.
So this sums up the management essay, focusing on the equal importance of Scientific School of
Management and Behavioral School Of Management.

Their brief description, theories and studies have been discussed and also the two have been well
compared with each other to bring out a clear outcome that both play a huge role in increasing the
productivity of the organization!

c
 
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