Scientific Management and Human Relations Essay Paper

Scientific Management and Human Relations
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Scientific Management and Human Relations
Employees contribute a lot to the growth of an organization. Every organization takes time before employing the workers since it requires employees who would produce quality work. Quality work means the consistent achievement of expectations where there are healthy working conditions. It also means putting all the efforts forward every day to ensure the company's success is achieved. Employment, on the other side, is the process of recruiting new members into the organization. Evaluating whether the quality of work and employment is better under scientific management or human relation management can only be clearly explained after defining and discussing the various roles of relationship management and scientific management.
Lumen (2019) defines scientific management as analyzing workflows to improve labor productivity and economic efficiency. The scientific management principle was invented by a scientist called Taylor, who believed that workers could only be motivated by money. He advocated for pay as you earn formula if you work more and get more money. Taylor was a scientist who discovered that the output of work could be increased if people could be paid according to the workpieces; they have been able to execute each day. Scientific management is more concerned about the work output more than the motivation or satisfaction of employees. Lumen (2019) illustrates various scientific management principles that would help clarify if work quality and employment should fall under it. The first principle of scientific management advises on looking at each job scientifically and determining the best way to carry out the task. This principle favors the quality of work since work quality is defined as working consistently to achieve an organization's expectations. The best way to perform a task will help significantly improve work quality than focusing on workers' employment to perform the tasks.
The second principle of scientific management is hiring the right workers with the right skills for every task. After that, they should be trained to work maximum efficiency after hiring them. This principle shows that scientific management supports the quality of work. Specialized workers are employed to do a particular task, improving work quality because they focus their efforts and energy on clarity. Training of the workers helps in motivating them, thus performing a maximum efficiency. Monitoring the performance of workers and also providing instructions to them is the third principle of scientific management. Monitoring worker performance improves work quality since they are more careful when doing work since their performance is regularly monitored. Also, when job instructions are provided, there is a good workflow since every employee knows what he/she is doing. This principle improves work quality; the quality of work can only be achieved when there are clear set goals and work instructions.
According to Lumen (2019), the third principle of scientific management states that there should be the division of work between the management and labor; this is done to ensure the management plans and train the workers to execute tasks efficiently. The division of work among the management and labor helps improve the quality of work since the administration will be involved in the employee's affairs and thoroughly supervise their job, thus improving work quality. In conclusion, scientific management aims to enhance the quality of work more rather than workers' employment. The relationship between the management and employees is of significant value to an organization's workplace. According to Petryni (2019), Human relations involve employee training, addressing employees' needs, and cultivating a workplace culture. They are also tasked with solving conflicts among the employees or maybe between the management and employees. Human relations are concerned with motivating the employees through financial rewards or other factors like promotion and praises. Human relations are tasked with some duties and roles that they must accomplish to achieve an organization's success.
In many organizations, the phrase human relation is not common since it is interchanged with the human resource term. Human relation management is responsible for recruiting new employees in an organization. The recruitment of a new workforce in an organization is good since new efforts and new skills are introduced, thus helping an organization to be able to satisfy the customers' needs. Human relation management is also concerned with determining the payments and salaries of workers. Workers are highly motivated to produce good work quality when they are paid well and on time; they usually feel less motivated to wake up and go to work if they know that they are not paid on time, and they are underpaid. Good human relations management usually focuses on making the employees feel appreciated and pays them on time with no delays.
Maintenance of a healthy working environment is among the responsibilities of human relation management. When employees work in healthy work environments, their motivation and happiness increase, improving their productivity and efficiency. According to Heryati (2017), a healthier workplace environment enhances productivity while reducing the costs that come from employee turnover, medical claims, and absenteeism. Healthy employees' workplace falls under many categories, including the workplace culture (how people relate with each other at the organization), and the physical environments (the employees' safety, for example, ensuring the electric cables are covered they have good chairs not fall). This role of relationship management helps in improving the quality of work and employees' farewell.
Human relation management focuses on improving employee retention at the workplace and improving their creativity....