Bicol College

Cor. J.P. Rizal & R.F. Tabuena Sts.

Daraga. Albay, Philippines 4501
E-mail address: admin@bc.edu.ph

GRADUATE SCHOOL

“Overview of
Theories of
Management
and
Scientific
Management
Theory”
Prepared
By:
JODIE A.
LLAMASAR
ES
MAED

Submitted
to:
DR.
MILAGROS
ESPARRAG
O
PROFESSO
R
Overview of Theories of Management

Management theories are frameworks that help understand and guide the
practice of effective management in organizations. Over the years, several
theories have been developed, each offering unique perspectives on how to
manage people, resources, and processes. Here is an overview of some
prominent management theories:

1. Classical Management Theories:

- Scientific Management Theory (Taylorism): Developed by Frederick Taylor,
this theory focuses on optimizing work processes through scientific analysis and
standardization.
- Administrative Management Theory (Fayolism): Henri Fayol proposed this
theory, emphasizing principles of management such as planning, organizing,
coordinating, commanding, and controlling.

2. Behavioral Management Theories:

- Human Relations Theory: Based on the Hawthorne Studies, this theory
emphasizes the importance of social and psychological factors in the workplace
and highlights the significance of employee satisfaction and motivation.
- Theory X and Theory Y: Douglas McGregor's theory suggests that managers'
assumptions about employees' attitudes and behaviors (X: negative
assumptions, Y: positive assumptions) influence their management approach.

3. Quantitative Management Theories:

- Operations Research: This theory utilizes mathematical models and statistical
techniques to optimize decision-making and improve operational efficiency.
- Management Science: Building on operations research, this theory employs
analytical tools and computer simulations to solve complex management
problems.

4. Systems Management Theory:

- Systems Theory: This theory views organizations as interconnected systems
and emphasizes the interdependencies between different components. It
explores how changes in one part of the system can affect the entire
organization.

5. Contingency Management Theories:

- Contingency Theory: This theory suggests that the most effective
management approach depends on the specific situation or context, advocating
for adapting management practices to fit the circumstances.

Introduction:
Scientific management theory, popularized by Frederick Taylor in the early 20th
century, emphasizes the systematic analysis and optimization of work processes
to enhance efficiency and productivity. While this theory originated in the context
of industrial settings, its principles have found application in various fields,
including education. This article aims to discuss the implications of scientific
management theory in school human resource management and provide
recommendations for its effective implementation.

Implications of Scientific Management Theory in School HR Management:

1. Standardization of Processes:
Scientific management theory promotes the standardization of processes to
achieve consistent outcomes. In the context of school HR management, this
translates into defining standardized procedures for recruitment, selection,
performance evaluation, and professional development. By establishing clear
guidelines, schools can streamline their HR operations and ensure fairness and
transparency.

2. Specialization and Division of Labor:

Scientific management theory emphasizes assigning specific tasks to individuals
based on their expertise and skills. In a school HR department, this implies
allocating specialized roles such as recruitment specialists, training coordinators,
and performance evaluators. This division of labor can enhance efficiency by
allowing employees to focus on their areas of strength and expertise.

3. Time and Motion Studies:

Time and motion studies are central to scientific management theory, involving
the analysis of tasks to identify the most efficient ways of performing them. In
school HR management, this can involve evaluating the time required for various
processes, such as recruitment or performance appraisals. By identifying
bottlenecks and streamlining processes, schools can optimize their HR
operations, leading to improved productivity.

4. Performance Measurement and Incentives:

Scientific management theory emphasizes the use of objective performance
metrics to evaluate employee productivity. In a school context, this can involve
developing clear performance indicators for teachers and staff, measuring
student outcomes, and rewarding high performance through incentives. This
approach fosters accountability and provides a basis for recognizing and
motivating employees.

Recommendations for Effective Implementation:

1. Contextual Adaptation:
School HR managers should recognize that while scientific management
principles can be beneficial, they need to be adapted to the unique context of
education. Factors such as the nature of student learning, the role of
collaboration, and the importance of creativity should be considered when
implementing scientific management practices.

2. Balancing Standardization and Flexibility:

While standardization is important for consistency and efficiency, it is crucial to
strike a balance with flexibility. School HR managers should ensure that
processes and policies are adaptable to accommodate the diverse needs of
students, teachers, and staff. This flexibility allows for innovation and
responsiveness to changing educational requirements.

3. Employee Participation and Feedback:

To avoid the potential pitfalls of top-down management, school HR managers
should involve employees in decision-making processes. Encouraging their
participation and seeking their feedback on HR policies and procedures
promotes a sense of ownership and increases overall job satisfaction.

4. Professional Development and Growth:

Scientific management theory should be complemented with a focus on
professional development and growth opportunities for teachers and staff.
Providing training programs, mentorship, and career advancement opportunities
will help attract and retain talented individuals, fostering a positive and motivated
work environment.

Conclusion:
Scientific management theory, when appropriately adapted and implemented,
can offer valuable insights for improving school human resource management.
By embracing standardized processes, specialization, time and motion studies,
and performance measurement, schools can enhance efficiency and productivity.
However, it is crucial to balance these principles with contextual considerations,
employee participation, and a focus on professional growth to create a supportive
and effective HR management system within educational institutions.

References
1. Daft, R.L. "Management" (14th ed., 2021):
2. Robbins, S.P., Coulter, M., & DeCenzo, D.A. "Management" (14th ed., 2020):
3. Wren, D.A., Bedeian, A.G., & Breeze, J.D. "The Evolution of Management
Thought" (7th ed., 2019):
4. Koontz, H., Weihrich, H., & Cannice, M.V. "Management: A Global and
Entrepreneurial Perspective" (15th ed., 2017):
5. Mullins, L.J. "Management and Organisational Behaviour" (11th ed., 2016):