Compare and contrast two (2) management theories.
- Classical management theory and human relations theory represent two views of management on the opposite ends of the spectrum. One view focuses on looking at workers solely as a means to get work done, while the other focuses on developing an organization and the behaviors and motivations of employees. Most managers find that a combination of the two theories serves them best in their businesses.
- Classical management theory involves creating multiple levels of workers to improve productivity. Employees at the lowest levels find their tasks overseen by supervisors who, in turn, are overseen by managers. At every level, employees are expected to perform tasks according to specific procedures designed to maximize productivity. In addition, this theory focuses on an impersonal side of business. Employees and managers should not allow friendliness and personal interactions to become involved with the organization. Rules must be followed exactly, and the hiring and firing of employees must relate only to the skills they possess.
- Human relations theory, also known as behavioral management theory, focuses more on the individuals in a workplace than the rules, procedures and processes. Instead of directives coming directly from management, a human relations theory provides communication between employees and managers, allowing them to interact with one another to help make decisions. Instead of giving workers quotas and requiring certain procedures, workers are exposed to motivational and emotional tactics to get them to increase productivity. The focus of this style is creating fulfilled, productive workers and helping workers invest in a company.
Next, determine one (1) management theory that you support over the others, and examine two to three (2-3) aspects of your chosen theory that appeal to you. Provide a rationale.
- I chose classical management theory because many companies operate based on the human relations theory, this type of management has dangers. Companies risk workers becoming too social or easily swayed by personal emotions and opinions when making decisions, rather than relying on hard data.
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