Management is termed as an art or rather a science that involves achieving established goals through a group of people. Moreover, management is also defined as a process of designing as well as maintaining an organizational/business environment in which people are able to work together efficiently in an effort to achieve selected organizational goals and objectives (Olum, 2004, 2). On the other hand management theories generally refer to a collection of different ideas which tend to set forth general principles or rather rules regarding the management of a business or an organization. Generally, management theories address ways in which supervisors as well as managers relate to their organizations having adequate knowledge of the organizational goals, while providing different methods that could be applied in order to assist them in accomplishing these goals inclusive of ways to motivate the employees in order to improve their overall performance.
Scientific Management Theory
One of the pioneering management theories that still exists as a fundamental resource in the modern-day organizational management is the scientific management theory also termed as Taylorism. The theory was established or rather developed by Fredrick Winslow in 1911 which was published in his book,
“The Principles of Scientific Management” (Turan, 2015, 1103). After its publication, the theory became a commonplace among manufacturing industries in the US before being adopted by managers across the world. As a result, Taylor’s ideas with regard to the management subject have been adopted for years in not only the public but also the private sectors.
Taylor’s scientific management theory generally seeks or rather aims at improving an organization’s overall efficiency of the organization’s task completion primarily through the utilization of not only engineering but also mathematical and scientific analysis (Turan, 2015, 1103). In his theory, Taylor proposes four primary doctrines or rather principles which included the application of science as opposed to the “rule of the thumb” and application of scientific selection, training as well as development of employees. Other principles include creation of increased corporation as opposed to individualism as well as specialization and equal division of labor among the employees and managers (Celik, & Dogan, 2011, 66).
The Situational Theory
Developed in 1969, by Blanchard and Hersey the situational theory was first published in their book Management of Organizational Behavior. Following its establishment, the theory was first termed as the Life Cycle Theory of Leadership which was later renamed to situational leadership theory during the mid-1970s. Generally, the central argument of Hersey and Blanchard’s theory with regard to leadership is the fact that there exists no single correct leadership style for all given situations. As a result, leadership is ultimately determined by a number of factors among them a leader’s personal characteristics, the situation at hand, as well as the characteristics of the subordinate staff (Shonhiwa, 2016, 35).
Moreover, situational theory is also defined as leadership that is not based on a leader’s specific skills instead the leader is responsible for modifying their management style in an effort to suit either the organizational requirements or the situation (St. Thomas University, 2018). Therefore, one of the key factors of situational leadership is adaptability. There exists two models of the situational leadership theory one described by Blanchard and Hershey while the other is by Daniel Goleman. Concerning this, according to Blanchard and Hershey there are four primary or rather basic leadership styles which include selling, telling, delegating, as well as participating (St. Thomas University, 2018). On the other hand, according to Goleman, situational leadership is based on six major leadership styles which include authoritative, democratic, coaching, pacesetting, affiliate, as well as coercive leadership styles.
Comparison of the Two Theories
One of the major similarities of situational theory and the scientific management all aim all improving the overall performance and effectiveness of the organization despite the foundation of each approach being different. Moreover, by promoting corporation between the organizational leaders and the employees, both theories seek to decrease employee turnover rates; hence, reducing the overall operating costs of the organization. Both theories of management have specific views about employees in the organization. However, while the scientific approach recognizes that people (employees) have different suitability to different occupations and also different interests, the situational approach allows for employee integration and empowerment from within the organization. Also, both theories use a variety of methods in in order to find the best way of ensuring or rather getting the job done (Waring, 2016).
A major difference in the management theories is the fact that the scientific management theory is mechanistic and generally based on the application of scientific methods unlike the situational theory. Scientific management is identified by the use of scientific methods of have the job done and focusses on establishing efficiency through best practice. For instance, the McDonald’s company applies scientific management practices to all its branches. The appearance of the braches is the same, same methods of food preparation are used and all day to day activities are conducted in the same way. Through this practice the company has been able to establish efficiency and become the largest fast food company globally. Big manufacturing companies such as Toyota and Ford apply scientific management practices in mass production models and division of labor to create customer satisfying products (Waring, 2016).
Unlike the scientific management theory, the primary focus in situation management is effective planning, organizing, control and leadership for effective decision making. In the situational management approach, managers should understand and properly interpret the situation and contingencies in an organization for proper decision making in the coordination of activities. Situational leadership approaches are used by leaders in various organizations as an approach to counter or accommodate situations in the workplace. The practice is common in the private industry which encounter dynamics in the changing world of business (Salahuddin, 2010).
Analysis; Benefits of Management Theories
Taylor’s Scientific Management Theory
Enhanced/Increased production-One of the major benefits associated with Taylor’s scientific management theory is the fact that it enhances the production process and labor productivity (Yimeng Su, 2017, 102). Concerning this, the theory generally promotes increased productivity promoting corporation between employees and the organizational managers consequently enhancing teamwork, which leads to a harmonious relationship which in, turn, increases their motivation.
With regard to increasing production, another major advantage of the scientific management theory is that it promotes the division of labor whereby, organizational projects are divided or rather broken down into a number of smaller tasks which are somewhat easier to complete since employee’s tasks, and responsibilities as well as expectations become clearly defined (Olum, 2004, 12). Therefore, Taylor’s theory enables workers to not only narrow their respective fields of expertise but also specialize in a specific area, such division of labor to a great extent leads to high efficiency and ultimately increased production since the organizational employees are not expected to multitask (Oberoi, n.d., 6). The theory is also beneficial as it greatly stimulates the organizational management into adopting what can be termed as positive leadership roles which, in, turn, reduces autocracy and increases corporation and reduces conflicts consequently, increasing organizational performance/productivity (Ibrahim 2007, 42).
Enhances the Recruitment, Selection and Training Processes- Another major benefits of the scientific management theory is the fact it undertakes scientific recruitment, selection, placement, as well as training of organizational employees. Following this, it increases the probability of the right man being selected; thus for the right type of job available in an organization. Moreover, it enables organizations to train employees enabling them to work with maximum efficiency (Turan, 2015, 1104).
In terms of scientific recruitment, selection, as well as placement the scientific management theory over the decades has been of immense benefit to the private sector. Concerning this, the private sector to a great extent gives more importance to the hiring process since it determines the overall profit margins of the organizations (Turan, 2015, 1105). This is due to the fact that hiring and training the wrong people ultimately results in financial losses for the company, moreover, discharging non-qualified personnel can also emerge as a moral burden or can lead to legal problems while also damaging the reputation of the organization.
Reduces the Overall Cost/ Time of Production-Over the decades, the scientific methods has also been beneficial because it reduces a business/organization’s cost of production through increased output. Generally, scientific management promotes the application of latest technologies as well as mechanization which, in, turn increases productivity. Moreover, application of standardized tools, techniques, as well as materials and equipment in scientific management also increases an organization’s efficiency and also allows organizations to complete work in less time; hence, avoiding delays.
Situational Management Theory
Leadership Training-In the contemporary world one of the major benefits associated with the situational management theory is the fact that the theory has to a great extent stood the test of time, today, the theory is well recognized as well as used for training leaders in not only the private but also public organizations. Concerning this, many modern day corporations perceive the theory as a highly credible model; thus for training its staff members to become effective leaders (Shonhiwa, 2016, 38).
Practicality-Another benefit associated with the situational theory is the fact that the theory is not only easy to understand but also intuitively sensible as well as easily applicable in a wide variety of settings (Shonhiwa, 2016, 38). Concerning this, the theory provides a somewhat straight forward approach which is extremely easy to use. Moreover, the theory is also prescriptive; thus it provides important guidelines for leaders on what not to do in different situations or rather contexts. As such the prescriptions provided give modern-day leaders with a large and valuable set of guidelines which generally facilitate as well as enhance leadership.
Conclusively, another major benefit of situational theory is the fact that it increases the productivity of modern-day business organizations both private and public businesses. Concerning this, the theory provides support for employees as well as coaching necessary to perform their tasks which tends to build morale; hence, resulting in better performance and productivity of the organization (Kelchner, 2018). Another benefit of the theory is that due to increased levels of employee motivation increases the organization’s employee retention levels, this, in, turn, reduces the organization’s operating costs associated with employee turnover which include the recruitment, hiring, as well as training processes.
Disadvantages of the Scientific and Situational Management Theories of Management
Scientific management has various disadvantages or limitations which include among others, requirement of a huge capital to implement, reduced productivity due to planning, high level bureaucracy, and inability to incorporate teams in the workplace. Also, the method is overly mechanistic and often demotivating to employees. The situational approach is criticized for various limitation such as having a short term view, limited flexibility, and exerting pressure on leaders to act on a certain situation (Salahuddin, 2010).
Conclusion
From the preceding, the scientific and situational approaches to management are widely used in modern organizations. Each of the two theories has been applied in the modern organizations with impressive results. While the scientific approach is a form of industrial engineering that is established within an organization, the situational approach is used in both private and public organizations in times of crises to counter or mitigate the impact of crises or inform decision making over a certain issue. The Defense Forces and private companies such McDonald’s and Toyota utilize scientific management approach to increase efficiency. The scientific and situational approaches to management are, however, criticized for various limitations such as being overly bureaucratic and exerting pressure on leaders respectively.
References
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