Compare and Contrast the Scientific Management Theorist Taylor and the Human Relations Management Theorist Mary

1151 words 5 pages
Compare and contrast the Scientific management theorist Frederick Winslow Taylor and the Human Relations Management theorist Mary Parker Follett

Models have been developed by people to understand management and Quinn used the competing values framework to relate the main models (Quinn et al., 2003). The human relations model is about flexibility while the rational goal model is about control. There is a lot more differences than similarities. Taylor (Pugh and Hickson, 1989), the scientific management theorist emphasizes the maximization of workers’ prosperity while Follett, the human relations management theorist, focuses on development of human resources. Currently, the theories introduced by them are still widely used in many
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Therefore, following rules is workers’ only way out. Notwithstanding, Follett emphasized ‘power with’ in network structure (Graham, 1995). Employees have the rights to resist unions to get power-over. Integration was suggested by Follett when there were conflicts. Integration creates something new and the ideas of individual are considered. Therefore, it is a better technique to settle the conflicts. In long run, it saves time because problems would be solved completely. Obeying rules cannot get to the roots of conflicts and they will still happen. To conclude, ‘power with’ and ‘power over’ are the main differences of the two theories.

The two theorists suggested the theories a hundred years ago but it is still widely adopted by many firms. Take the French-based energy company, GDF Suez as an example. It adopts the functional management (GDF Suez, 2009). The company has different branches such as energy production, service and environment. Specialization can maximize the output as they choose the best person to do the right job. Concerning the Follett’s theory, the workers in the company can obtain shares by signing up to the company’s offer (ENP Newswire, 2010). The shares ownership plan allows workers to express ideas about company’s decision making. Workers have power with them and this greatly increases the sense of belongings of workers.

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