1

Human Services
Name
Professor
Institution
Course
Date
 2

Human Services

Over a lifetime, an average person spends over 90,000 hours working (Waring, 2016).

Therefore, this means that organizational theories have a significant impact on a person's

general behaviour. As an employee of a human service agency, I will discuss two

organizational approaches, compare their effects and differences, and impact the clients and

society. The administrative theory studies the impact of social relationships among

employees of an organization and their actions on the company as a whole. More so, it

examines the effects of the external and internal business environment, such as legal,

political, social, cultural, etc. on the organization. Simply put, it is the study of the

functioning, structure, and performance of a company and its employees' behaviour and other

groups working within it (Sirgy et al., 2018).

Since the industrial revolution, there has been an evolution of organizational theories.

However, there are six theories; we will compare two of them to pick the most suitable one

for the organization; scientific management theory and bureaucratic management theory. To

begin with, in 1909, Frederick Winslow Taylor developed the scientific management theory

which it is mainly based on finding the most effective ways to complete each task despite the

size. On the other hand, the bureaucratic management theory was developed by Max Weber,

and it emphasizes the administrative process and structure of the organization (Juenke,2005).

The most prevalent difference between the two management models is how people

collaborate and interact. People are offered flexibility and options in a scientific environment

where adapting processes and communications to real-world applications are vital. It provides

open avenues for social interactions with less segregating among the employees, allowing

overlapping job roles. On the other hand, relationships are not significant in bureaucratic

style where an employee must accomplish their tasks while putting their heads down;

Adjusting work styles and socializing are not acceptable. The hierarchy in place is top-to-
 3

bottom with little adaptability and no flexibility. Despite sounding like a cumbersome style, it

is useful as it operates on tight budgets and strict deadlines, thus bringing accountability with

fewer slips.

More so, in the business world, employee happiness and health have a vital role in affecting

their performance level and loyalty. Employees are less motivated by the bureaucratic style

and fail to drive exceptional loyalty beyond the pay check. Hence, people will look for better

opportunities, thus more turnovers. The scientific style is a human-centred style that promotes

performance. With its strengths and weaknesses, the agency will benefit more with the

scientific method, as it is designed for maximum productivity at the least possible cost

(Waring, 2016).

As the scientific theory will be implemented, it will directly or indirectly impact the clients

and the community. Being a human-centred approach, it will foster a better relationship

between the clients and the community. With communication being a significant component

of business with scientific style promoting it, the organization will have a positive

relationship. Also, as it also focuses more on automation and mechanization, the technical

components of efficiency are fostered. With the advancement of technology where

organizations, clients, and other stakeholders interact easily, this approach is the best. Clients

will be able to reach the organization at any time. With the proper application of the scientific

management theory, the agency will have motivated employees.

 4

References

Juenke, E. G. (2005). Management tenure and network time: How experience affects

bureaucratic dynamics. Journal of Public Administration Research and Theory,

15(1), 113-131.

Sirgy, M. J., & Lee, D. J. (2018). Work-life balance: An integrative review. Applied

Research in Quality of Life, 13(1), 229-254.

Waring, S. P. (2016). Taylorism Transformed: Scientific management theory since 1945.

UNC Press Books.