Classical Approach in Management free essay sample

This essay will explore the differences between the theories and the reality of a manager’s job what he really does. Keeping in mind the complexity of this topic, the large number of theories in the management science and the fact that there is no one and only theory of management, this essay will concentrate on different approaches and go into this topic on the basis of 2 selected theories. Corresponding examples will show that these theories are not always working in reality. Afterwards the whole topic will be summarised and a conclusion will be drawn about an ideal approach in management. Classical approach in Management Starting with the early beginnings of management we come across the â€Å"Scientific Management† also known as â€Å"Taylorism†, named after his founder and father Frederick Winslow Taylor. His theory was one of control and co-ordination. For an increase in production, managers should take control of the whole process. We will write a custom essay sample on Classical Approach in Management or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page They should observe their workers and analyse each step in terms of time spent and energy expended and then use the results to determine the best methods for working processes. They should give workers the right tools and equipment and a standardised method of doing the job. These persons do it like they were asked to, not thinking about what they do and what for. Management will do all the work which workers are not able to do. But acting in behalf of this theory managers supervised every step of the workers closer and closer, so that they had no more autonomy at all. The workers got unhappy about the situation and thought that they know more about their work then all the managers and experts. Even today this theory of management is common in many places. Companies and managers use time and motion studies to increase productivity of their workforce. They hire the best qualified employees and design incentive systems based on output they are bringing. I came across one example of a plant in northern England where workers had not been informed about their workplace being closed down the next day. They just learned it from TV-teams appearing, trying to get interviews with the fired and angry people. An earlier involvement of the employees and better internal communication during an earlier phase of the reorganisation maybe could partly have avoided bad press and damage in the brand’s image. This example shows in a dramatic way that a strategy of not involving, informing and working with people will lead to a totally unsatisfied and angry workforce which will not bring the results you want them to bring and in many cases could encourage them to go on strike.