Scientific management is a process of improving the labor organization based on scientific achievements and excellence. It is important to mention that an American engineer Frederick Winslow Taylor was the first scientific engineer, who used and formalized scientific management and highlighted its four principles. Scientific management is the labor organization based on modern scientific achievements and best practices, which were systematically introduced into the workplace. Scientific management allows combining technology and people in the labor process. In addition to the above-mentioned information, scientific management can be characterized as an approach within classical management theory that emphasizes the scientific study of work methods in order to improve worker efficiency. Scientific management’s implementation saves time and is an important growth factor productivity of living labor. The importance and value of scientific management is that it allows you to save hard work as a result of better use of the production’s material Continue reading
Management Concepts
Hofstede’s Cultural Dimensions
Dr. Greet Hofsted had conducted a comprehensive study and explained how culture influences the values at the work place. He worked as a psychologist in IBM from 1967 to 1973. In the time of working in IBM he has collected the analyzed data from aver 100000 individual from more than forty different countries. To the above study he made some additions and he developed four dimensions and later on he added fifth dimension that is long term outlook. Geert Hofstede’s dimensions investigation can support the trade individual in enhance understanding the intercultural variance within regions. “Culture is more often a source of conflict than of synergy. Cultural differences are a nuisance at best and often a disaster.” – Dr. Geert Hofstede The different dimensions of the Geert hofstede are explained below they are Power distance index (PDI) Individualism (IDV) Masculinity (MAS) Uncertainty avoidance index (UAI) Long term orientation (LTO) Power Continue reading
Top 13 Reasons Why Organizational Change Fails
Now a day’s change in the organisations is really norm because at the moment organisations are facing many factors which are influenced by both the external and internal environment. As we can see that world is changing at very rapid speed so it is very important for any organisation to adapt the changes to survive in this competitive market. It is also very vital for any organisation to fulfill the needs of their customers to sustain in modern world so for that particular reason they have to take some bold steps by implementing the changes in their business models this can be according to the current trend in the market, innovations in technology and customers demands. For the successful business it is very important to make changes because it is a demand of time. Organizational change is the process of transformation. It may be cause success or failure. Change becomes Continue reading
Difference Between Administration and Management
The use of two terms Management and Administration has been a controversial issue in the management literature. Some writers do not see any difference between the two terms, while others maintain that administration and management are two different functions. According to those who held management and administration distinct, management is a lower-level function and is concerned primarily with the execution of policies laid down by administration. Dalton E. McFarland states: “in government agencies administration is preferred over management, although in recent years the term management has become widely used in government agencies.” But some authors are of the opinion that management is a wider term including administration. This controversy of difference between administration and management is discussed as under in three heads: Administration is concerned with the determination of policies and management with the implementation of policies. Thus, administration is a higher level function. Management is a generic term and Continue reading
Compare and Contrast Maslow’s Hierarchy of Needs with Herzberg’s Two-Factor Theory of Motivation
Motivation is an intangible human asset which acts as a driver that pushes humans to be willing to perform certain actions. In just about everything we do there is something that moves us to perform the action which involves some motivation allowing us to perform tasks or actions which produces some type of personal benefit as a result. The general theory would be that, the greater the personal gain in performing the task for the individual, the more motivated they are to try at the task to achieve the best outcome. Motivation is usually stimulated by a want where there is a gain to be had as a result of performing a certain task. A person is a wanting being – he always wants, and he wants more. Therefore if there is nothing that an individual wants, there would be no need for them to perform a certain task Continue reading
Marxist Perspective of Industrial Relations
The Marxists perspective of industrial relations is one based on conflict. Industrial and employee relations can only be understood as part of a broader analysis of (capitalist) society. In contrast to any implicit or explicit assumptions about a balance of power in the industry, Marxists emphasize the asymmetry of power between the employer and employee. Marxists see the role of employees as sellers of their labor and employers as exploiters of that labor. The whole Marxist perspective of industrial relations is based on the proletariat and the bourgeoisie and how the bourgeoisie have with the help of capitalism kept the proletariat down. The different firms in an organisation are a reflection of society and the class divide. Marxist believe there are structured inequalities within organisations that are there to maintain the status quo and that any worker resistance is systematically suppressed by the powers of the state. The Marxist perspective Continue reading