Explain the different theories of management. In your opinion which theory is better and why? | Educational Leadership and Management (8605)

 

Q.2 Explain the different theories of management. In your opinion which theory is better and why? Discuss.

 

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Theories of Management

The different theories of management are classical management theory, behavioral management theory, quantitative management theory, systems management theory, contingency management theory, and quality management theory. The classical management theory focuses on finding the one best way to perform and manage task. The behavioral management theory recognizes employees as individuals with concrete human needs, as parts of work groups, and members of a larger society. The quantitative management theory uses quantitative tools to help plan and control nearly everything in an organization. The systems management theory holds that an organization comprises various parts that must perform tasks necessary for the survival and proper functioning of the system as a whole. The contingency management theory is based on the premise that manager’s preferred actions or approaches depend on the variables of the situations they face. The quality management theory states that the essence of the quality of any output is its ability to meet the needs of the person or group.

I’m the manager of two youth programs one for pre-delinquent youth and the other is a detention alternative program. I utilize all of the management theories in some form, shape, or fashion. Even though the classic theory of management may seem outdated due to other management theories coming along I still find at times that I have to find the one best way to perform a task. An issue that I constantly have in the pre-delinquent program is parents not showing up to their scheduled intake appointments.

Popular Management Theories

 

Scientific Management Theory

American mechanical engineer Frederick Taylor, who was one of the earliest management theorists, pioneered the scientific management theory. He and his associates were among the first individuals to study work performance scientifically. Taylor’s philosophy emphasized the fact that forcing people to work hard wasn’t the best way to optimize results. Instead, Taylor recommended simplifying tasks so as to increase productivity.

The strategy was a bit different from how businesses were conducted beforehand. Initially, a factory executive enjoyed minimal, if any, contact with his employees. There was absolutely no way of standardizing workplace rules and the only motivation of the employees was job security.

According to Taylor, money was the key incentive for working, which is why he developed the “fair day’s wages for a fair day’s work” concept. Since then, the scientific management theory has been practiced worldwide. The resulting collaboration between employees and employers evolved into the teamwork that people now enjoy.

Systems Management Theory

Systems management offers an alternative approach to the planning and management of organizations. The systems management theory proposes that a business, like the human body, consists of multiple components that work harmoniously so that the larger system can function optimally. According to the theory, the success of an organization depends on several key elements: synergy, interdependence, and interrelations between various subsystems.

Employees are one of the most important components of a company. Other elements crucial to the success of a business are departments, workgroups, and business units. In practice, managers are required to evaluate patterns and events in their companies so as to determine the best management approach. This way, they are able to collaborate on different programs so that they can work as a collective whole rather than as isolated units.

Contingency Management Theory

The main concept behind the contingency management theory is that no one management approach suits every organization. There are several external and internal factors that will ultimately affect the chosen management approach. The contingency theory identifies three variables that are likely to influence an organization’s structure: the size of an organization, technology being employed, and style of leadership.

Fred Fiedler is the theorist behind the contingency management theory. Fiedler proposed that the traits of a leader were directly related to how effectively he led. According to Fiedler’s theory, there’s a set of leadership traits handy for every kind of situation. It means that a leader must be flexible enough to adapt to the changing environment. The contingency management theory can be summed up as follows:

• There is no one specific technique for managing an organization.
• A leader should be quick to identify the particular management style suitable for a particular situation.
• The primary component of Fiedler’s contingency theory is LPC – the least preferred co-worker scale. LPC is used to assess how well oriented a manager is.

 

Theory X and Theory Y

Do you believe that every individual gets maximum satisfaction from the work they do? Or are you of the opinion that some view work as a burden and only do it for the money? Such assumptions influence how an organization is run. The assumptions also form the basis of Theory X and Theory Y.

Douglas McGregor is the theorist credited with developing these two contrasting concepts. More specifically, these theories refer to two management styles: the authoritarian (Theory X) and participative (Theory Y).

In an organization where team members show little passion for their work, leaders are likely to employ the authoritarian style of management. But if employees demonstrate a willingness to learn and are enthusiastic about what they do, their leader is likely to use participative management. The management style that a manager adopts will influence just how well he can keep his team members motivated.

Theory X holds a pessimistic view of employees in the sense that they cannot work in the absence of incentives. Theory Y, on the other hand, holds an optimistic opinion of employees. The latter theory proposes that employees and managers can achieve a collaborative and trust-based relationship.

Still, there are a couple of instances where Theory X can be applied. For instance, large corporations that hire thousands of employees for routine work may find adopting this form of management ideal.