The case scenario features the management style of Bart Aldrin, the manager of a company named Galaxy. In his previous work at International Shipping, he successfully rose to management since he was very efficient in implementing policies. His management style at the shipping company was all about ensuring that the workers concentrated on the part they were specialized in. His employees knew him as a person who always did whatever within his capacity to achieve whatever he wanted. He was focused on achieving his goals in the most efficient way possible.
Bart brought his management method to Galaxy. However, after working at the firm for some time, the firm decided to change its management method. The employees were allowed more freedom. They were allowed to make suggestions and bring forth new ideas. Bart embraced the changes. The changes allowed the company to change for the better. They were able to adapt to changes due to these new methods and respond to competition.
Bart’s Management Style
Bart used the scientific management method. Frederick W. Taylor was known for laying out the characteristics that constitute the scientific method of management. Taylor outlined ways through which companies could come up to efficiently maximize their profits. In summary, the method consists of:
- Methods that follow clear outlined laws.
- Scientific selection and training of workers
- Equal division of work.
This method corresponds to that Bart used when he started at Galaxy. He ensured that everyone only concentrated on what they were specialized at. He assured the workers that they did not need to worry about what others were doing (Taylor, 2004).
Frederick Taylor published his work on scientific management in 1911. Before he published his work, people used to work as craftsmen that learned their skills through apprenticeships. Taylor became interested in improving methods to increase productivity. He, therefore, decided to publish his theory to improve productivity. Taylor used a steel firm to observe what could be improved in order to improve productivity. He observed that in soldiering, workers were less productive than they had to be. He observed that the wage systems encouraged poor production since despite how hard the workers worked, they received the same salary. Additionally, workers relied on informal methods to measure their output rather than scientific methods. Bart’s method showed the scientific approach where he insisted on each employee concentrating on their section. This would have provided the management an easier way to examine the output of each employee efficiently(Dean & Bowen, 1994).
The changes that occurred later correspond to the human relation management method. The method that the company used seemed to emphasize personal dimensions of management. The management allowed the employees to forward their ideas to the authorities. The method is characterized by activities that allow the team to participate in decisions and recommendations. The team was allowed to make suggestions unlike before and the management welcomed their opinions. Another characteristic of the management method is that the employees were not pressured.
The theory was developed in the 1920s when there was a lot of focus on productivity. It is based on the belief that people inherently desire to be part of a team. When employees are encouraged to participate in a company, they perceive their work as important. This results in high-quality work. One of the scholars involved in developing the theory was Professor Elton Mayo (Hill & Jones, 2014). His studies showed that relationships played a significant role in improving employee motivation. Researchers found out that employees’ output improved when there was increased attention to workers. The results of implementing the policy were evident since the employee’s output also improved. The employees were involved in participation which motivated them. Additionally, the company was able to improve its adaptation to competition.
Scientific Versus Human Relation Management
Both management methods are very different from each other. The human relation management method and the scientific management method have different impacts on employees as well as the relationships between the employees and the management (Dean & Bowen, 1994). The human relation method allowed the employees to have a sense of importance since they were participating more. This improved their morale and thus productivity. Additionally, the method improves the relationship between the employees and the management. On the other hand, the scientific method does not give the team a sense of importance in the organization. They were always told what to do, which might have negatively affected their motivation.
The human relation method allows the employees to participate as a team. In this method of management, the employees are no longer constrained to the areas they are specialized in. They are allowed to make recommendations and thus have the opportunity to join a bigger team. On the other hand, the scientific method only confines the employees to the areas they were trained and specialized in. They only had to follow what the manager told them to do.
21st Century Management
The management requires proper balancing between employees and stakeholders. Joyce needs to encourage management methods that increase employee output. In the 21st century, technology plays a very important role in the running of businesses. Therefore, it is important for managers to be familiar with current technology trends that would make work efficient. Joyce also needs to be aware of institutional psychology. Furthermore, the manager also needs to embrace globalization. Thus, the manager needs to implement strategies that align with the trend where global barriers between nations are broken.
Adopting these strategies will be important in ensuring the business performs better. Understanding institutional psychology allows the management to implement policies that motivate employees. Such policies will also improve the relationship between the management and employees. This will also make the employees inclusive in the firm’s goals. The 21st century manager also needs to encourage policies that encourage social responsibility. In the current century, there is a lot of focus on practices that take into account the impact the business operations will have on the environment and sustainable energy (Hill & Jones, 2014).
In the first scenario, the management methods applied have differing impacts on employee output. The scientific method followed strict laws. The second method, the human relation method, allowed the employees to give opinions and be part of a team. Both methods had different impacts on the production process. According to research, both methods also have an impact on the motivation of the employees. Consequently, this has a great impact on the company’s production. Additionally, the methods also have an impact on the relationships between the employees and management. Both methods have their advantages and disadvantages, and it is up to the manager to choose the most suitable method.
Dean, J., & Bowen, D. (1994). Management Theory and total quality: improving research and practice through theory development. Academy of management review, 19(3), 392-418.
Hill, C., & Jones, G. (2014). Strategic management theories. New York: Cengage Learning.
Taylor, F. (2004). Scientific Management. New Jersey: Routledge.