Organizational Management Approach Analysis : Management And Bureaucratic Theory

Classical organization theory evolved during the first half of this century. It represents the merger of scientific management, bureaucratic theory, and administrative theory.

Classical organizational theory supports two views. Scientific management which focuses on managing work and employees and administrative management which addresses issues which

Classical organizational theory evolved during the first half of this century. Formal organizational study spans the fields of business administration, economics, political science, statistics, sociology, psychology, and public administration. It represents the merger of scientific management, bureaucratic

The management approach of any one organization is unique and varied based on the needs of the business or the type of organization. When developing this management approach, in my opinion, it is critical to adapt and to use many sources of knowledge to be successful. These sources of knowledge can be traced to historical theories that have been developed throughout recent history, and are critical to the understanding of how practical applications can be successfully used. It is also argued that modern students of management do not have the practical understanding or awareness of these historical theories because of the misguided curriculum and lack of interest (Cummings & Bridgman, 2011). The purpose of this paper approaches some historical theories in comparison to the modern management style within a credit union to demonstrate the use of these theories as a management tool.

Organizations and businesses alike all have managers and management styles that they abide by. Some may be company policy; while others seem to be implemented by the manager’s themselves. In this paper, three different management styles are explained; Scientific, human relations, and systems management styles. All have been used in different organizations, and some are still used today. In order for a business to effectively succeed in their goals, a certain management style needs to be used.

Organizational theory studies the various variables that influence the behavior of an individual(s) working within an organization, but also, “prescribes how work and workers ought to be organized and attempts to explain the actual consequences of organizational behavior (including individual actions) on work being performed and on the organization itself.” (Milakovich & Gordon, 2013, p.145). Of the many approaches to organizational analysis, Classical Organizational theory has been, even to this day, extremely influential by focusing on more formal concepts such as bureaucracy, rationalization and scientific management. Although, over the decades organizational management has taken on a more human relations approach to getting more productivity out of employees, it is contributors like Max Webber, Fredrick Taylor, and Luther Gulick that laid down the basic foundation organizational theories by recognizing the need for control and procedures.

The twentieth century has brought in a number of management theories which have helped shaped our view of management in the present business environment. These emerging theories have enabled managers to appreciate new patterns of thinking, new ways of organising and new ways of managing organisations and people. Over the years these different theories have enabled the study

Management theories are utilized in various organizations in an effort to increase organizational effectiveness and service delivery. The management theory that an organization decides to adhere to will vary based on the type of organization, as well as, the services and/or products that it offers. Therefore, it is not uncommon for an organization to use multiple theories when implementing strategies in the workplace.

Research has shown that there have been several management and organization theories that have been tested through the years and a lot of those were introduced as very sound and logical prior to testing and were accepted by the majority of theorist. The finding of these theories and models simply do not mean that there is a necessity in depth testing and validation for them to be measured justifiable theories. There are theorists that have said that the incorporation of this theory creation and testing is vital. With that said, all of the building and formation of new theories needs to be evaluated so that an evaluation is feasible through sound and dependable testing. But with all of this testing, several problems have emerged as theorist and researchers

There are a number of management theories that have changed the management business environment in the twentieth century. The theories have assisted managers to come up with better ways of management and organization of people. Managers have been able to increase profits, reduce costs and maximize efficiency. The purpose of this essay is to compare and contrast the contributions of scientific management and the human relations movement to the modern management. This essay will use Frederick Winslow Taylor’s theory on scientific management and Elton Mayo’s human relations theory. These two movements have been proven to increase productivity in the workplace (Mullins, 2005).

Successful management requires an understanding of the fundamental concepts of effective management techniques and principles. In order to gain such insight, and manage effectively and efficiently, managers must develop an awareness of past management principles, models and theories. From the turn of the 20th Century, the

The classical management has two basic drives namely scientific and general administrative management. Scientific management focuses on how to increase productivity whiles the administrative management theory looks at organizations in general and concentrate on how to make them effective and efficient.

First, I will discuss the exemplary management theories that transpired around the twentieth century. These involve scientific management, which center of attraction was on associating per-sonnel and jobs to increase effectiveness; and administrative management, which center of atten-tion is on recognizing the principles that will impel to the beginning of the nearly adept structure of management and organization. Next, you have behavioral management theories which was estab-lished both prior and subsequently the Second World War, which spotlight was on supervisors should guide and supervise their personnel to optimize their effectiveness. Then you have man-agement science theory, which was current during the Second World War and which has evolved to be very

It is clear to see that today’s management practices have stemmed from the studies and theories that have evolved over the past centuries. Scientific Management Theory and the Human Relations Movement are only two of many theories that have amalgamated over the past years to form current management trends and applications. There is no one theory that is preferred or more advantageous than the other, as we have learnt from the Scientific Management Theory and the Human Relations Movement, each have their positive and negative aspects. While these theories have their unique aspects, they also share similar themes and philosophies as discussed earlier.

Along with the development of organizations and corporations over the past 200 years, organizational behaviour and the associated concepts have undergone revolutionary changes. From Adam Smith (1776) to Peter Ferdinand Drucker in the 21st Century, numerous experts have proposed and advocated various concepts and ideas on organisational behaviour and associated practices. For example, in the pre-history era, Adam Smith（1776） has noted that the division of labour, this method and idea has been accepted and adopted in different kinds of organization. And the same era, the Principles of Scientific Management was proposed by Frederick Winslow Taylor in 1911, which has focused on how to work to maximize the benefits to staff, mangers and society, moreover, it also developed some methods of supervision, uniform and work standard. Actually, no matter the scientific management by Taylor or Weber’s management of Bureaucracy, these theories are provide the foundation for Modernism. Gradually, it can be distinguished by three different types of organization theories in different areas, including Modernism, symbolic-Interpretive and Postmodernism. These three theoretical perspectives can be analyzed and discussed by several parts, such as environment, social structure, technology and organizational culture. In the Modernist perspective, there have three main organization theories, including general system theory, social-technical systems theory and contingency theory. However,