A striking example of contrasting outlooks between them can be found in the foundation of their theories. For instance, Maslow’s theory is centred around the concept of basic human wants and our need to satisfy them in a hierarchical fashion. He states that individual needs are prioritised and that one must satisfy the first set to move onto the second and so forth. However, in contrast to this, Herzberg refers to his two sets of factors (hygiene and motivating) as ones that need be accomplished, but in no particular order. He recognises both sets of factors are important in achieving employee motivation but that there is no particular order in which they must be fulfilled, as the end goal is to satisfy all
`For the purpose of this assignment I have chosen to compare and contrast the contribution of Frederick Winslow Taylor (1856-1915) and Henri Fayol (1841-1925) to the field of management. I will outline the similarities and differences between Taylor and Fayol and then conclude and elaborate on how these two theorists’ work influenced the world of management both in the past and at the present moment. Frederick Winslow Taylor born in focused his theories heavily on the scientific method, finding the ‘one best way’ to manage a firm and its personnel, (Kanigel 1999). Taylor focused on the operative level, he believed that the application of scientific methods from the bottom of the industrial hierarchy upwards was the key to success. Taylor
However, according to Weber, the formal, impersonal relationships only benefits for the organisation, since without the emotional bonds, one can rationally evaluate and guide the employees without personal bias. Furthermore, the importance of rational decision making is also emphasised in the theory of bureaucratic management. In this case, when a manager decides about an important question or implementation of a new strategy, he/she should rely on pure logic instead of listening to the opinion of employees. Unlike in a matrix structure, in bureaucratic structure employees are often located to one specialised task in which they have to master their skills (Ibid). It can help the employees to fully concentrate on their fields and tasks, however it can make their work monotonous and boring.
However, after assigning new tasks to the workers, this type of problems would be eradicated and workers will feel more committed to their work once specialization has been reduced. This medium will also reduce the occurrences of absenteeism at work because each worker is responsible for his duties and must answer for him or herself (Venkatesh, “Your Article library”). Furthermore, the HIS workers will have a heightened sense of job satisfaction. This is because the workers are placed in charge of their tasks and there is minimal supervision. Overall, the amount of output and productivity increases over time due to the increased level of creativity and commitment developed in the workers.
To employers raise in minimum wage saves them a lot on recruiting employees and invest money on their training. Existing workers will be more experienced to increase the efficiency of the business than the new workers. As a result, customers will be more relax about the service. Whereas, to the country the tax will be increased by large amount of money which can help to give free of cost services to workers such as free education, free electricity, free medical, which will again motivate the worker to work hard. The most important thing the GDP of the country will increase and will help the government a lot to pay of the loans as soon as possible before more interest to be
To be able to motivate workers, Taylor supported the differential piece wage system. According to him , a worker who performed more work than he/she is supposed to do got a higher wage, and also those who were able to complete their work in time got a higher wage and vice versa. Thus through this differential piece wage system an inefficient worked, work be motivated to work harder, thus achieving higher levels of
Efficiency results into double reward, first in the form of increased production. Second, it will fetch higher wages and bonus for the workers due to high productivity. This is a win-win situation for both employer and employee. Other benefits would include positive brand name which will help the employer to get the right talent for his job.Labour welfare is also the key to smooth industrial relations. This can be understood in two ways.
First of all, managers have the control of production. Workers by repeating a specific task they acquire specialized knowledge and in this way the job of managers becomes easier. As a result, better relationships are created between managers and workers (Maheshwari, 2004, p.72). Secondly, the productive result for the firm rises through the process of organized and strictly controlled tasks. This means that there is an increase in productivity and low cost of production (Drummond, 2000, p.45).Thirdly, there is a positive social impact as well because consumers acquire goods and services of better quality and workers face an increase on salaries which leads to improved living standards (Ghuman and Aswathappa, 2010,
Based on this mechanism, people engaged in immoral behavior try to justify their actions through morality. For these people every act is regarded as a service for humanity or for the good of society. The managers of the company where I worked where thinking that they were helping the employees by giving them the jobs at a time where jobs were hardly found, they also considered job benefits and employee’s rights as something complementary. Diffusion of responsibility is also seen in the story, where people can try to limit their responsibility to an act by diluting it. The company thinks that by providing the short-term contracts they are following the rules and regulations of the labor market.
The loss related to work should be decreased like less turnover of employees, less absenteeism. This will create a dedicated and good quality of workforce for the firm resulting in efficient performance and thus more of the profit against the less cost involved. Example of cost center is production department, service, administration and Research and development department as the involve cost and example of profit center is the sales department. Thus we can say that human resource is the life center of the firm as though keeping human resource costs the firm but the profit generated by them due to their role of management of employees and policies, this makes them part of profit center. In case the profit is not generated by human resource then the firm suffers loss and then human resource becomes part of a cost center and in that case, having human resource becomes loss as it involves only cost and no output in return.