Scientific Management and Human Relation Approaches Essay

1355 WordsMar 9, 20146 Pages
Scientific management and Human relation approaches Table of contents Introduction………………………………………………………….. 3 Method……………………………………………………………….. Part 1………………………………………………………......... 5 Part 2………………………………………………………......... 7 Part 3………………………………………………………......... 8 Part 4………………………………………………………......... 9 Conclusion…………………………………………………………. 12 Introduction Motivating the workers is the next important part of managing performance. In fact, it which plays a major role in performance management is what managers must always concern. Your staffs have to understand the objectives and its importance as well as they must also be motivated to pursue it. You can train people to overcome deficiencies and improve performance, but staff would not focus on coaching if he does not want or have no motivation. You can give more time for evaluating performance of employees every year and discuss it, but that time will be wasted if employees do not have the engine of progress. The principle of working motivation was appeared for a long time. Perhaps at some stage leaders and managers are also aware of the importance of creating motivation so that they have tested many different ways to inspire it. The classical theory about organization and management of industry was built from the late 19th and early 20th centuries. The main theories were concerned much more about the mechanisms of performance, predictability and control than the employee. A business is conceived as a machine made goods and services, while employees are simply parts of that machine. Frederick Taylor (1856 - 1915), who is considered as the father of scientific management, defined working as the coordination of the missions to give back optimal performance with workers who works in production lines. This point of view believed that employees are lazy and unreliable, so they can be motivated only by

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