...Contemporary management functions replicate thoughts from past management theories in aiming to improve and strengthen employer-employee relationships as well as improving productivity and a positive work environment for all workers. The four management functions are performed by managers in assisting to “efficiently and effectively coordinate the work of others.” (Robbins, 2012, p13) The four functions are planning, organising, leading and controlling. Hawthorne, the Myth of the Docile Worker, and Class Bias in Psychology, American Psychologist, 1981, 36(8) p 867-878. By Bramel, D, is an article written about the research conducted between 1924-1933 at the Hawthorne Plant of Western Electricity for the “development of human relations in industry.” (Bramel, 1981, p867) It also looks at identifying the relationship between numerous working conditions and productivity and output. This article emphasises how the use of the General Administrative Theory with the use of Fayol’s 14 principles of management are needed to create or maintain a strong culture within the workforce. When management functions are poorly executed by leading management, then the trust between employers and employees diminishes causing a divide between the employees and employers. This divide can cause a drop in productivity and work culture. The introduction of the general administrative theory helps reduce this divide between employee and employer; this theory is “an approach to management that focuses on...
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...------------------------------------------------- This essay aims at elaborating the basic understanding of contemporary management functions and employer-employee relationships according to Taylor’s ideas. There are both merits and demerits in Taylor’s thoughts. Any theory must conform to the practise, especially the fast developing economy. Therefore I feel a good management and employer-employee relationship must accord with fact rather than tradition. 1 Contemporary management functions With the development of management system, it makes people to realize that the world is changing. Thus, we need to reconsider how to accomplished management and the relationship between director and staffs. New technology and new operation mode are swap out the old. We need to combine the new and old management style. 2.1 The function of Standardization procedures. To set up the standard of the procedures will boost the efficient of the work, like use the certain size of tools for large farm work will save lots of labour costs. Due to some general problems exist in company, like unclear divide of the work or ambiguity of the duties and the power. It will leads to chaos in management. Therefore, company take standardization procedures not only to reduce the operational costs but also operational risk. For example the standardization applied in McDonald's. As an annual sales over 20 billion of the world’s top 5 hundred company, operate over thirty thousand restaurants over...
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...Frederick Taylor is often called the” father of scientific management” .Taylor believed that any organizations should study tasks and develop precise procedures. The classical scientific management branch arose because of the need to increase productivity and efficiency. Henry gantt, an associate of Taylor’s, developed the Gantt chart. This was a bar graph that measured, planned and finished work along each stage of the production. This was based on time instead of volume, weight or quantity. This visual display chart is an extensively used control and planning tool and has been utilised since its development in early nineteenth century. “Taylor’s scientific management principles and practices have had a profound impact on management ,industrial engineering and ,to a lesser extent ,industrial psychology .Many of Taylor’s foundational principles will continue to be valuable for centuries to come” (Taneja et al .2011) The central thesis of the paper ‘The Ideas of Frederick W. Taylor: An Evaluation’ refers to the idea of scientific management, also known as ‘Taylorism’. This theory can be defined as “an approach that involves using scientific methods to define the “one best way” for a job to be done” (management 6th edition,p46)...
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...Scientific Management Frederick W. Taylor Introduction – Frederick W. Taylor was not only recognized but also criticized over his theory of Scientific Management and its validity. My primary source “ The ideas of Frederick W. Taylor: An evaluation” outlines both sides. Taylor’s main aim was to eradicate the inefficiencies found in the workplace, improving the relationship between labour and management through three main principles being standardization, task allocation and money bonus. His main theory was that management should be based on proven fact not tradition (Locke, 1982). The science behind it being that one can’t manage what one can’t measure. (Darmody, 2007) With the use of other readings I have been able to identify the most common criticisms regarding Taylors theory and whether the have merit. By applying Taylor’s theory to a contemporary example, Subway, I can distinguish the validity of it and outline how it reflects within the organization and how it benefits the employee- employer relationship Paragraph one – Topic Sentence: Standardization is Taylor’s first main principle within his theory of scientific management; a principle that is in fact is hard to dispute its validity. * In The primary source it highlights this and states how it’s become widely accepted in contemporary organizations and how it applies to all aspects (Locke, 1982) * Standardisation improved employee – employer relationships. (Taneja, Pryor & Toombs, 2011). ...
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...IRHR 2270 – HUMAN RESOURCE MANAGEMENT TRIMESTER 3 PSB INDIVIDUAL PORTFOLIO Assessment 2 Individual Portfolio (30%) This portfolio comprises four assessment tasks. The tasks will need to be uploaded to the Assignments/Turnitin area of Blackboard and are due as outlined below*. Each task will be based around the following scenario and material may be drawn from the text, lectures and other reliable sources. Feel free to use creativity and invent any necessary detail. You do not need to reference individual tasks but may like to list the sources consulted. Each item should be no longer than two pages maximum. When naming your document that you wish to upload, please use the following convention: (use your name) Surname_Firstname_Task_Description eg. Brown_John_Task1_Task2 (Week 6) Chan_Iris_Task3_Task4 (Week 11) SCENARIO: You are a newly recruited Human Resources Officer at a large regional financial institution. The organisation is placing a great emphasis on service excellence and is promoting this in order to strengthen its service culture. You have been charged with the responsibility of recruiting a new management team of Team Leaders for the financial institution. The Team Leaders for the financial institution will be responsible for up to 50 employees (at each location). Team Leaders will be responsible for achieving budgets; acquiring and maintaining retail as well as business banking customers. Locations: China, Singapore;...
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...IRHR: Teamwork & Teambuilding (c3131618) Nilesh s/o Ganesh Team/group roles and purposes varies between different organizations. An example is SRO which ran focus groups to learn more of employees perceptions. From these focus groups the CEO wanted to uncover the root cause of employees unhappiness which resulted in poor performance. This shone light to the fact that employees were not satisfied with the way their manager ran things. Firstly the staff were not aware of what was going on in the company. They never heard of news of people getting promoted due to the lack of transparency in the company which eventually led to low motivation. After implementing the intranet promotion announcement system and having award ceremonies, staff became more aware of these promotions and realize that it was possible to achieve their intrinsic and extrinsic goals. This in turn resulted in an improvement in the organizations performance as staff began to work harder. Like SRO, focus groups were set up at Deloiite as well but with a different agenda. They were organized to learn from the culturally diverse workforce in the company so as to set up an initiative to attract and retain talented employees. In another case, the company Datacom learnt that the level of engagement from workers varied between teams. Even though members of the team were happy, their performance levels still weren't up to standard. Teams who were happy with their work environment and were well engaged...
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...Riordan Manufacturing Service Request BSA/375 March 17, 2014 Riordan Manufacturing Service Request Key Stakeholders The first stakeholder of importance is the person submitting the service request, Hugh McCauley, the Chief Operations Officer (COO) of Riordan Manufacturing. Because the new system will build on the current system initially implemented as part of the financial system, the Chief Financial Officer (CFO), Dale Edgel, should be the second key stakeholder (Riordan 1, 2013). From there the list starts with the director of the Human Resources Department, Yvonne McMillian, as the third person of importance. Yvonne has the ability to direct the analysis team to the key users of the current system, plus provide permission for the team to conduct the necessary information gathering. Other key stakeholders include, but are not limited to * Andrea Gamby - Employee Relations Manager * Carl Green - Employee Relations Specialist (HQ) * Employee Relations Specialist from each Plant Site * Terri Carranza - Compensation & Benefits Manager * Anne Pham - Compensation Analyst * Silvija Peterson - Payroll Manager * Ana Richlich - Payroll/Tax Clerk * Eric Myers - Recruiter-Professional Staff * Marl Carillo - Training & Development Specialist * Chad Sterken - Safety Manager * Safety Technicians from each Plant Site (Riordan 2, 2013). This list should include the people directly affected by the proposed system changes...
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...Name- Reshiv Nayar Student ID – 3102380 Course Code- IRHR 1001 Tutorial Group B6 Theory of Scientific Management An organisation’s success or failure is determined by the performance of its employees and how they are managed. There are a number of approaches by which the organisation can be managed, for e.g. the classical approach, the general administrative approach, the behavioural approach, the human relations approach etc. These approaches or theories form a solid foundation for action (Boddy 2002). According to Charles Handy(1993 cited in Mullins 2005), theories assist in the explanation of the past , which is helpful in comprehending the present and thus foreseeing the future, which leads to more influence on the future events and less disorder from the unexpected (Mullins 2005 ). One of the major theories which have played a vital role in increasing productivity and boosting an organisation’s performance is The Theory of Scientific Management. The major contributor for this theory is Frederick Taylor but this approach was later on promoted by a few eminent personalities like Henry Ford and Frank& Lillian Gilbreth and Henry Gantt. Though Taylor’s theory increased productivity, it was criticized later on and due to some of its features. But even today, application of some of his principles can be found in a few industries. Frederick Winslow Taylor who is famous for his theory of scientific management published his work, The Principle...
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...IRHR 3035 MANAGING DIVERSITY AESSMENT 1 LEGAL CASE STUDY Part 1 Since you personally notified Mr. Con Tenshus that you were pregnant, you have received less favorable treatment at work. This treatment includes; 1 – being continuously pressured to go back to part time work, 2 – being treated differently to other employees and 3 – pay rise being turned down after three month probation. This caused you to your workmates making you feel uncomfortable, extremely stressed and anxiety coming to work. Therefore you do have the grounds for a discrimination case. Since you didn’t want to work part time or especially not resign as you wanted to work until September, you have been pressured to resign. This is known as constructive dismissal which is when your employer, in your case Mr. Tenshus, conduct has caused you to resign. Now you have two possibilities to take this case. These possibilities are as follows; 1 – NSW Anti Discrimination Act 1977. This is under state government and law. An important fact you must understand this Act, you can claim up to $40,000. 2 – Federal Court Sex Discrimination Act 1984. This is the Act I strongly recommend you follow as there are more sections you can particularly follow and relate to. First of all you have done the first step by providing a written recount of what has happened in your situation. Your next steps include; how to lodge a claim. This involves notifying your employer, show what has happened and how you...
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