The success of an organization depends on employers' ability to apply the various managing approaches and lead their employees to performing their roles. Employees are significant assets of any organization. This paper discusses the bureaucratic theory, scientific management theory, and human relations theory of management. Max Weber's bureaucratic theory and Elton Mayo's human relations theories are the complete opposite. On one side, the bureaucratic theory perceives workers as a means of getting the work done. On the other hand, the human relations theory considers employees more critical, thus focusing on creating a positive relationship. For the scientific management theory by Fredrick Taylor it is a balanced and healthy combination of both the bureaucratic and human relations. They all have both the similarities that make them related and differences that differentiate them from one another.
The three theories differ in how employers and managements in entities treat employees. Taylor's scientific management theory emphasizes efficiency, and so is the bureaucratic theory. The theory aimed at increasing productivity and reducing the cost of labor. Taylor defines scientific management as understanding what workers should do and seeing that they do it in the best way and in the cheapest way. Nevertheless, Taylor and Weber's theories differ in that Taylor believes that employees should not be scolded for small mistakes. Instead, they should be rewarded to increase productivity (Buchbinder & Shanks, 2017). In bureaucratic theory, the emphasis is on using strict rules and power distribution hence making employees feel undervalued and unable to make a positive connection with the company. Weber's theory discourages employees from developing other forms of relationships apart from business.
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Mayo's human relations theory advocates for employees to develop a positive relationship with their employers. Mayo believes that employees should be treated with respect and valued for their contribution to the business. Mayo and Taylor believe that employees are a significant part of a successful business. Mayo and Weber's theories are similar in employee management (Buchbinder & Shanks, 2017). They both advocate the need for treating all employees with equality. Weber believes that all employees should remain in strict business relationships with everyone, including employers, while Mayo believes in showing respect and value to all employees.
Management and employee involvement in business productivity is another factor that differentiates the three theories. The bureaucratic theory emphasizes the use of strict rules and regulations while managing employees (Kitana, 2016). Workers are selected for specific positions, and they are discouraged from being creative or even working in collaboration. Each employee is required to perform a specific task efficiently. On the opposite, Mayo's theory of human relations encourages employee involvement. Mayo argues that when employees receive positive attention and are involved in the process, they feel motivated and valued hence being more productive ( Rofcanin & Anand, 2020) .
The scientific management approach is a combination of the two theories. The theory ensures that activities are accomplished systematically and scientifically. Managers are required to have an active role in productivity. Employees need to be selected, trained, and allocated to a specific area to ensure that they efficiently compete for a particular process theories ( Uddin & Hossain, 2015) . Regarding the strict observance of rules, workers are required to follow the set rules and procedures strictly. In this case, employees are likely to feel like their work is menial and not involved enough to allow them to contribute to production. Generally, the three theories share a common goal of increasing productivity and promoting business success through efficient employee management.
Conclusion
The bureaucratic, scientific management, and human relations theories of management have a different perception of management. However, they have similarities hence the common objective of raising productivity and enhancing business success. The three are applicable in different business settings depending on the relationships that the management and employers aim at attaining with their workers. Scientific management theory is more applicable because it is a combination of both human relations and bureaucratic theories.
References
Buchbinder, S. & Shanks, N. (2017). Introduction to Health Care Management, 3rd ed. Jones & Bartlett Learning. ISBN: 9781284081015.
Kitana , A. (2016). Overview of the managerial thoughts and theories from the history: classical management theory to modern management theory. Indian Journal of Management Science, 6 (1), 16-21. http :// prx - herzing . lirn .net/login? url = http ://search. proquest .com. prx - herzing . lirn .net/ docview /1800742590? accountid =167104
Rofcanin, Y., & Anand, S. (2020). Human Relations virtual special issue: Flexible Work Practices and Work-Family Domain. Human Relations , 73 (8), 1182-1185.
Uddin, N., & Hossain, F. (2015, January). Evolution of Modern Management through Taylorism: An Adjustment of Scientific Management Comprising Behavioral Science. In SCSE (pp. 578-584).
