Scientific Management introduced by Frederick Taylor and the Neo classical views of Human Relations Approach. Both schools of thoughts are drafted to identify and increase the potential of an organization. However both are dissimilar in their ways and means they seek to maximize business potential. Taylorism or Scientific Management can be said to be an approach that is circled around improving worker by means of strict management and technical methods. While according to the Human Relations approach narrows its focus on the worker and lays emphasis on a better and stronger worker relationship, recognition and achievement are seen as stimulants for increased productivity

Traditionally, the principles of scientific management have had positive effect on the industry and thus have gained considerable support. Grimes in 2006 identified Adams Smith as one of the main contributors of this model in the 18th century. He saw specialization as the, means by which a worker can be made efficient and gave more emphasis on the practice of division of labor, singling out tasks and managing the worker on these tasks. In the 20th century, Frederick Taylor made a big impact in the field of managerial studies, aided by his book Principles of Scientific Management that was published in 1911. In his book, he took steps to popularize the scientific model to a very great extent, consequently this earned him a great deal of respect that he became famous and was crowned the pioneer of scientific management.
Taylor performed groundbreaking studies in an effort to improve workplace productivity. He believed that workers were incapable of managing themselves and productivity could only be achieved if a more intelligent man (the manager) directed their every move. In doing so he removed all responsibility for the design and planning of work from those who perform it, and placed it in the