Classical organization theories were developed in the late 1940’s by the likes of Taylor in 1947, Weber in 1947, and Fayol in 1949 (Rahim, 2017. These theories were created to help deal with ideas and the formal organization to enhance management efficiency. There contributions together help form what is known as classical organization theory today (Rahim, 2017). Taylor helped present scientific management concepts. Weber’s contribution was the bureaucratic approach. Fayol formed the administrative theory of organization (Rahim, 2017). These efforts contributed majorly to the understanding anf study of classical organization theory.
Taylor developed what is known as the scientific management approach. This method has its root thanks to the desire to accomplish specialization, efficiency, simplification, and standardization with concept of planning of work. Back then workers were seen as tools rather than contributors to industry and as such formation of theory in this regard was going up against an undercurrent of lack of appreciation for the employee. “Early management theory, in this sense, originated before workers began to enjoy even limited rights. Times were harsh, and workers were seen merely as interchangeable parts in a highly personal ‘industrial machine’” (Ashford, LeCroy, & Lortie, 2010, p. 164).
Still, Taylor developed his approach and acknowledged the need for mutual trust between workers and management for the approach to increase productivity to come to fruition. Therefore, although the way workers were seen was negative, Taylor was able to develop interest in improving the way management saw workers and improve the relationship between them. How Taylor said to achieve this was through:
1. elimination of the traditional ‘boss’ concept,
2. elimination of anxiety and physical stress,
3. development of worker capabilities via training, and
4. workers should receive the advantages of productivity improvement (Ashford, LeCroy, & Lortie, 2010).
By improving the trust between worker and management through sensible steps, Taylor sought to improve and increase overall productivity. This made a lot of sense because if the desire for a business is to increase profits, the best way to do that is to acquire skilled laborers and maintain them working for the company for a prolonged period of time. At least that is what seems like the best way of achieving high profits and high productivity....
References
Ashford, J. B., LeCroy, C. W., & Lortie, K. L. (2010). Human behavior in the social environment: A multidimensional perspective. Australia: Brooks/Cole, Cengage Learning.
Griffin, R. W., & Moorhead, G. (2014). Organizational behavior: Managing people and organizations. Mason, OH: South-Western/Cengage Learning.
Lussier, R. N. (2009). Management fundamentals: Concepts, applications, skill development. Australia: South-Westerm/Cengage learning.
Nanda, J. K. (2006). Management thought. New Delhi: Sarup & Sons.
Rahim, M. A. (2017). Managing Conflict in Organizations (4th ed.). Routledge.
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