Scientific and behavioral management theory represents two views of management on the opposite ends of the spectrum. Scientific management theory focuses on looking at workers solely as a means to get work done, while behavioral management theory 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 business. However, both methods are not always applied to all businesses. The companies that use both methods usually apply one more than the other. The core ideas of scientific management were developed by Frederick Winslow Taylor. Frederick was an American mechanical engineer who sought to improve industrial efficiency (Copely, 1967). Frederick’s theory, also known as Taylorism, was established in the 1920’s. According to Taylor, workers were incapable of understanding what they were doing and believed that transferring control from worker to management would solve that problem. Although his workers were able to earn more than those under conventional management, the introduction of this theory was often resented by workers and provoked numerous strikes. Scientific management theory, which is classified as the classical theory, involves creating different levels of workers to improve productivity. Employees’ tasks are overseen by supervisors whose tasks are overseen by managers. Specific procedures have been tested a large number of times and are formed to maximize productivity. The workers understand the point of view of management in increasing the profitability and production of the company. Appropriate training and screening are done scientifically while picking employees for this type of management. Taylor developed the concept of work as “one best way of doing a job” (Copely, 1967).
The behavioral management theory is often