Evaluation of Scientific and Human Relations Management Models

Introduction

In the recent era of globalisation, the organisations try to adopt different managerial style, in order to manage the employees, who are the key stakeholders of the business to achieve future organisational success (Prasad, 2020). Management is mainly a process of planning, decision making, organising, leading, motivating and controlling the human resource, information resources and financial and physical resources so that it is possible to reach the ultimate goal of the company effectively. The study aims at evaluating the scientific and human relations management model, which is effective for running the organisations through effective planning and decision making. Both the models are beneficial for the multinational corporations to manage their operations and adopt new strategic planning to achieve the organisational objectives. Through critical evaluation, of the scientific and human relations management model, it would be possible to discuss the organisations that adopt different managerial models in such turbulent business environment. Whether it is business dissertation help or strategic consulting, understanding all these models becomes critical for navigating all the complexities of modern business.

Scientific model of management

Scientific management model mainly uses scientific methods to analyse the most efficient production process in order to increase productivity. The main aim of the management team is to maximise the organisational objectives through creativity and business innovation. It is the role of the managers to analyse the market condition and adopt the latest innovations by technological advancement in order to meet the company’s goal (Suh and Chow, 2021). The scientific management approach propounded by Taylor is based upon the following four principles, which are science, not rule of thumb, cooperation, not individualism, harmony and development of each and every person to his / her greatest efficiency and prosperity (Suh and Chow, 2021).

The organisations try to adopt scientific model, to enhance creativity in running their operations. The employee’s job role and responsibilities are clearly stated and the managers also manage rewards and incentives to handle the staff members and retain them in long run (Prasad, 2020). Changed initiatives are also taken in the company where the employees are engaged with the managers for adopting changed strategy and run the business sustainably in long run (Chen and Hitt, 2021). There is technological advancement in the recent digitalisation era, where the organisations try to adopt Information and Communication Technology as well as ERP and GPS system to enhance technical innovation and secure future sustainable development. Hence, the scientific model of management is beneficial for adopting new techniques and leads the employees towards achieving the brand objectives. Continuous communication and exploring alternative solutions are there under this scientific model. For example, Apple as famous electronics products manufacturer focuses on providing the best quality and innovative products the customers. Hence, the scientific model is utilised by Apple, in order to enhance the brand creativity and ensure technological advancement in reducing latest products (Jardim et al., 2021). The Smartphone and other gadgets are produced with the best technology, and thus the company is successful to utilise the scientific model of management. Scientific management has its strengths as managers are able to plan, ensure good control and have an increased output. The efficacy of the employees can also be improved through such scientific model of management (Chen and Hitt, 2021). Good strategic decision can be made and along with this, the brand value is improved in a cost effective way. The weakness of the model are strict rules, continuous strategic planning with change initiatives loss of individual initiatives.

Human relations model of management

Human relations model of management is a premise of organisational psychology from the early 20th century in order to develop employee relationship in the company and lead them towards achieving the future success. For maximising the productivity of the staff as a whole, the managers try to focus on employee’s motivation and continuous encouraging them to working proficiently by utilising the company’s resources (Jardim et al., 2021). Under this management model, the managers provide monetary and nonmonetary incentives to the employees, to motivate them and lead them successfully towards achieving the company’s objectives. Continuous motivation and engagement with the workforce are beneficial to handle the workers and enhance the performance and productivity of the workers. On the other hand, creating good working environment, managing harmony and freedom to work at the workplace are also other strategies to manage the employees under the human relations managerial model. The managers focus on managing the internal activities by developing strong relationship with the employees, where the staff members are getting empowered in the company’s general meeting and decision making practice (Griffin, 2021). Trust and respect for others are there under this management practice. Additionally, the managers are able to create values for the employees by providing them structured salary, performance related pay and bonus so that they can meet their preferences and needs and work efficiently to contribute positively in the company (Das and Acharjya, 2021).

Group influence and group behaviour can be improved and along with this, the human relations management model is beneficial to motivate the employees and encourage showing their creativity for working better. The suitable environment and employee morale can also be enhanced in future (Griffin, 2021). Good communication, balanced approach and good supervision are also possible in workplace through such human relations management model. However, there are some criticism of human relations model of management which are lack of validity, lack of understanding about diverse aspects of the human being, excessive freedom of the workers and more emphasis on group decision making behaviour (Bedrii, 2020). For example, Goggle adopts such human relations management model, where the company’s leader and management team try to handle the huge employee base. Google is successful to manage their services across the globe and the managers are also efficient to handle the employees across different international markets. Good bonding and developing relationship with all the employees are there in the workplace, which is effective tactic of the company Google to manage their employees and retain the experienced staff for long run (Uhlaner et al., 2021). Continuous communication and support are there to manage the staff, and the managers also try to provide guidance to work efficiently and it further enhances the personal and professional developmental practice.

Evaluating the management models

The recent market condition is highly competitive, and there are threats of new entrants and threat of substitute products, and thus the companies try to adopt the models of management so that it would be possible to manage the employees and enhance their contribution and productivity in the workplace. It is beneficial for the organisations to adopt scientific model of management for continuous improvement and creating the best strategy to achieve future business success (Jardim et al., 2021). There is technical innovation as well as internal innovation for working through an integrated working system. The strategic changes are beneficial for the managers to utilise the organisational resources, managing financial resources and run the operations in a cost efficient way. On the other hand, the human relations managerial model is also beneficial for the business firms to retain the experienced staff and creating values for them. There are good monetary incentives as well as the leaders mainly adopts the transformational leadership style for continuous guidance, employee’s motivation and individualised skill enhancement (Das and Acharjya, 2021). The employees get the opportunity to show their creativity and continuously supported by the senior management team. Internal trust and bonding are there in the workplace. Hence, for running the business operations in a systematic way, the human relations managerial model is beneficial for strengthening employee base and manages work life balance for retaining them in long run (Griffin, 2021). It would be beneficial for the corporate firms, to adopt effective managerial style that would be beneficial for handling he staff members as well as create the best decision for the firm to meet the strategic mission.

Conclusion

It can be concluded that, the organisations in the recent critical market structure adopt effective models of management in order to plan and make good decision for running the organisational operations. The scientific model of management is effective for increasing technological innovation and business creativity to achieve the organisational objectives efficiently, where the managers focus on exploring alternative solution to gain high competitive advantage in such turbulent business environment. This managerial model is beneficial for adapting changes and utilising the organisational resources and capabilities to maximise the company’s goal. On the other hand, the human relations model of management is also beneficial for employee management by developing good relationship with all the staff and improves internal trust and bonding. There is harmony and freedom to work, where the managers try to develop good corporate governance to lead the staff members successfully towards achieving the future success. The renowned company Apple adopts scientific management model to enhance their creativity and innovation to develop creative design and latest technology for the Smartphone and other gadgets. On the other hand, Google is also successful to manage the staff by human relationship managerial model. In order to sustain in such critical market condition, the organisations must focus on mixed managerial model both scientific and human relations model, so that it would possible to adopt changes and also manage the staff by providing them incentives and developing good corporate relationship.

Reference List

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Chen, V.Z. and Hitt, M.A., 2021. Knowledge synthesis for scientific management: Practical integration for complexity versus scientific fragmentation for simplicity. Journal of Management Inquiry, 30(2), pp.177-192.

Das, S. and Acharjya, B., 2021. Understanding Organisational Effectiveness Through Sustainable Human Relations Approach: The Role of Empowerment Climate in Selected Industrial Establishments. International Journal of System Dynamics Applications (IJSDA), 10(2), pp.33-52.

Griffin, R., 2021. Fundamentals of management. Boston: Cengage Learning.

Jardim, E., Azevedo, M., Brodziak, J., Brooks, E.N., Johnson, K.F., Klibansky, N., Millar, C.P., Minto, C., Mosqueira, I., Nash, R.D. and Vasilakopoulos, P., 2021. Operationalizing ensemble models for scientific advice to fisheries management. ICES Journal of Marine Science, 78(4), pp.1209-1216.

Prasad, L.M., 2020. Principles and practice of management. London: Sultan Chand & Sons.

Suh, T. and Chow, T.E., 2021. Developing a digital marketing tool for ethnic ventures' mixed business model and market-shaping: A design scientific approach of web demographics. Industrial Marketing Management, 93, pp.10-21.

Uhlaner, L., Massis, A.D., Jorissen, A. and Du, Y., 2021. Are outside directors on the small and medium-sized enterprise board always beneficial? Disclosure of firm-specific information in board-management relations as the missing mechanism. Human Relations, 74(11), pp.1781-1819.

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