Critical Theory Vs Classical Management Theory

1015 Words5 Pages
Classical management theory and critical theory represent two views of management. The essay will seek to compare and contrast the classic and critical theories and what type of an impact they have on management styles today. At first glance one can immediately say one theory focuses on looking at workers solely as a means to get work done, while the other focuses on developing an organization and motivating employees. I believe in the Namibian context, there is a combination of both theories for the best results.

Classical Management Theory involves creating multiple levels of workers to improve productivity. In the Namibian context there is always a Manager, then an administrator then a supervisor, they tend to add extensive levels of
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The theory gives very little attention to the human aspects this can have dehumanizing effects on employees. This is very typical for blue collar workers in the Namibian context take a security guard, his employer could careless that he has to sit outside in the rain as long as his job is done, the effects of this is seen with petty crimes they commit which they blame on how inhuman they are treated in the work place. Our workplaces are rather very friendly and often if it were to be so serious many people will be fired because often a times people don’t work, take home affairs services for example. I believe however even with its short comings factors such as procedures for completing a task and keeping personal issues out of business, help an organization focus on the job at hand. However this method of management can become too impersonal to quickly and employees start feeling that they are not valued. In Namibian business where this is evident that these theories do not work is the high levels of employee turnover as employees fail to develop a relationship with the business and leave in search of a more satisfying…show more content…
Companies risk workers becoming too social or easily swayed by personal emotions and opinions when making decisions, rather than relying on the facts. It may be more difficult to reprimand employees for poor performance or dismiss them once they have become invested in the company. This is very typical of governmental employees, even with piled up complaints you never seem to have people being reprimanded for poor work. And on the other side because it’s all human relation often many employees are forever attending funerals!! Despite these risks, human relations theory has the potential to increase employee retention rates and productivity. As employees feel more valued by a company, they invest in that company and its greater
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