Behavioral Approach

Behavioral Approach introduced in early 1950s and this approach is an extension of Human Relation Approach. Behavioral approach considers man as complex. The approach helps effective Managers to understand that no two people are exactly alike and find motivational approaches to different individual needs, view organization from an individual and employee point of view and concentrate on individual attitudes, behaviors and group processes. Other than that features of Human Relation Approach also include to this approach.


Principles of Behavioral Approach 

• Organisations are socio-technical systems. The management must integrate both the systems.
• Work and interpersonal behaviour of people in the organisation is influenced by many factors.
• Employees are motivated not only by physiological needs but also by social and psychological needs.
• Different people have different perceptions, attitudes, needs and values. These differences must be found out and recognised by management.
• In an organisation conflicts are unavoidable.
• Personal goals and Organisational goals must be joined together.

(Reference : kalyan_city.blogspot.com)

Neo-Classical Approach

Classical approach did not give importance to the human aspects of employees and it did not achieved expected level of productivity. There was not effective cooperation between Manager and employee.Neo-Classical Approach arrived to fill the gaps in classical approach. basically following approaches are contained to neo-classical approach.

• Human Relation Approach
• Human Behavioral Approach
• Contingency Theory

Human Relation Approach
         Elton Mayo is the founder of Human Relation movement and can be introduced as the father of modern Human Resource Management.According to Mayo's Howthron study he found that, to achieve organizational goals and objectives , the organization should consider about employee's emotions, satisfaction of non-monitory needs and sense of recognition etc. He mainly considered about the concept of ' Social man '. Elton Mayo believed financial benefits are not the only motivator. He found that,

 - Individuals motivate by social needs and job satisfaction and respond to group work more than force to do work by management control activities.
 - Organizations are cooperative social systems.
 - Satisfy psychological needs should be preliminary concern of the management.
 - Informal work groups can have a considerable effect on productivity.
 - Employees consider about satisfying their need more than giving monitory benefits.

According to his experiments Elton Mayo found that,

 - Social bonds within work groups are so strong more than individual monitory rewarding.
 - The working groups can be powerful driving force to achieve organizational goals if they see by working        towards organizational goals fulfill their individual goals.
 - output of the product line is based on informal groups. If one member feels he is working extraordinary then      he ll follow his other members.


The view of this approach is,

" If you treat people as they are, they will stay as they are ; If you treat people what they ought to be, they will become bigger and better person. "

Principles of Human Relation Approach

• Human beings are not interested only in financial gains. They also need recognition and appreciation.
• Workers are human beings. So they must be treated like human beings and not like machines. Managers should try to understand the feelings and emotions of the workers.
• An organisation works not only through formal relations, but also through informal relations. Therefore, managers should encourage informal relations in the organisation along with formal relations.
• Workers need a high degree of job security and job satisfaction. Therefore, management should give job security and job satisfaction to the workers.
• Workers want good communication from the managers. Therefore, managers should communicate effectively without feelings of ego and superiority complex.
• In any organisation, members do not like conflicts and misunderstandings. Therefore, managers should try to stop conflicts and misunderstandings among the members of the organisation.
• Workers want freedom. They do not want strict supervision. Therefore, managers should avoid strict supervision and control over the workers.
• Employees would like to participate in decision making, especially, in those matters affecting their interests. Therefore, management must encourage workers' participation in management. This will increase productivity and job satisfaction.

(reference : kalyan_city.blogspot.com)
         

Administrative Management

In 1841-1925 Henry Fayol , the father of  modern management started functional approach to the management.He considered about the whole organization rather than consider about individuals.In 1916 Henry Fayol established a book called " Industrial and General Administration " with 14 principles to manage the organization. He believed managers could be taught to become successful, once they understand the basic functions and principles of management.




According to Henry Fayol , there was 5  Management Functions.

• Planning
• Organizing
• Commanding
• Coordinating
• Controlling

He also classified Business activities into,

• Technical
• Commercial
• Financial
• Accounting
• Security
• Managerial Activities

According to Henry Fayol 14 principles of Management are,

1. Division of work
2. Discipline
3. Authority and responsibility
4. Subordination of Individual Interest to General Interest
5. Remuneration
6. Centralisation
7. Order
8. Equity
9. Initiative
10. Esprit De Corps
11. Stability of Tenure
12. Unity of Direction
13. Scalar Chain
14. Unity of Command.

As well as according to him managers required following qualities and skills,

• Physical Qualities
• Mental qualities
• Moral qualities
• General education
• Special knowledge
• Work Experience

Criticism :

• The theory is a management oriened theory and did not consider about worker's problems.
• Administrative management did not give attention to informal groups and organization.it was only considered about the formal organizational structure.
• Some concepts were borrowed from military science but tried to apply for business and social organization.
• The approach was a mechanical approach.It did not consider about main aspects like motivation,communication and leading.

Because of the criticisms of classical approach neo-classical approach introduced to the management...

Scientific Management

Frederick Winslow Taylor was famous for his ' Time and Motion Study ' ant the 'Price Rate' system he introduced.Taylor saw failure of management in directing the workers to full efficiency, restriction of output in order to protect their interest as main abstract to minimum productivity. He thought the principal object of management should be to secure maximum prosperity for the employer & employee.He thought science can improve it and it will help both employer and employee to attain maximum prosperity & productivity. Therefore in 1911 F.W.Taylor established 'Principles of Scientific Management' , which described who to use scientific work methods to improve the productivity.

Principles of Scientific Management :

1. Study the way workers perform their task, gather all the informal job knowledge that workers posses, and experiment with ways of improving the way tasks are performed.
2. Codify the new methods of performing tasks into written rules and standard operating procedures.
3. Carefully select workers so that they possess skills and abilities that match the needs of the task, and train them to perform the task according to the established rules and procedures.
4. Established a fair or acceptable level of performance for a task, and then develop a pay system that provides a reward for performance above the acceptable level.

Features of Scientific Management can be listed as follow,

• Scientific study of work methods to improve the efficiency of the workers.
• Developed standard methods for performing each job.One way to do each job.
• Selected workers with appropriate abilities for each job.
• Trained workers in standard methods.
• Support workers by planning their work and eliminating interruption.
• Objects and targets has set in term with telling what was to be done,how it was to be done
• Provide wages, incentives to workers for increasing productivity and job satisfaction.
• Standard rewards
• Establishing standards, systematic observations and experiments.
• Demonstrated the importance of compensation for performance.
• Demonstrated the importance of personnel selection & training.
• Initiate the careful study of tasks and jobs.
• The constant and initiate co-operation between management and worker.

   Criticism :

• Did not appreciate the social context of work and higher needs of workers.
• No knowledge variance among individuals.
• Tend to regard workers as uneducated and ignored their suggestions & ideas.

Taylor thought workers are generally lazy and they find their own way to reduce the amount of work.So,assign as much as they can and he thought give economic incentives as motivator will increase the productivity.As Taylor's principles work should be divided in such manner and designing and planning work is the job of manager and workers should carry out it without questioning and further thoughts.

The view of F.W.Taylor was " not only pull the man up from the top,but pushed him equally hard from the bottom." It means, workers should not only rewarded for accomplishing things,should be punished for falling things to do.

Scientific Management brought new philosophy of management responsibility for planning, supervising, and formulating of rules, formulations to achieve organizational goals by increasing efficiency of workers.

Bureaucracy Management

In the 1930s Max Weber, a German sociologist, wrote a rationale that described the bureaucratic form as being the ideal way of organizing government agencies. He introduced a management approach which emphasized management on impersonal, rational basis through elements such as clearly defined authority and responsibilities, formal record keeping and separation of management and ownership.


 Principles of Bureaucracy Management:

1. A Manager's formal authority derives from the position he or she holds in the organization.
2. People should occupy of their performance,not because of their social standing or personal contacts.
3. The extent of each position's formal authority and task responsibilities, and its           relationship to other position in an organization,should be clearly specified.
4. The authority can be exercised in an organization, position should be arranged hierarchically,so employees know whom to report to and who reports to whom.
5. Managers must create a well-designed system of rules, standard operating procedures, and norms so that they can effectively control behavior within an organization.

This approach considered on,

• Impersonality of managers
• Show how to run the organization
• Need for organization to function on rational basis
• Clearly defined authority and ownership
• Positions are organised in the hierarchy of authority
• All personnels are selected and promoted based on technical qualifications.( assessed by examination or according to training & experience)
• Work specialization
• Administrative acts and decisions are recorded in writing and records kept continuously.
• Managers are subjected to rules & procedures that will ensure reliable and predictable behaviors.
•  Rules are impersonal and uniformly applied to all employees
• Division of labor.

Classical Approach

Starting with the earlier beginnings of the management we come across the classical approach of the management as a result of the search of great efficiency and effectiveness.Classical approach considered the man is generally lazy.It recognized no conflict between man and the organization and assumed what is good for management was good for workers.The labor who worked hard received more according his productivity and the management tried to motivate workers by giving financial incentives.This approach is mainly focus on increasing productivity of managers and workers,increasing productivity of the organization and improving work method.Classical approach can categories as,

• Bureaucracy - Max Weber
• Scientific Management - F.W.Tailor
• Administrative Management - Henry Fayol

Management

Before introducing to Human Resource Management Let's see what is Management...

   At the beginning even thought it defined as " Getting work done through others " today people view it as " Process, science and art of using the human, financial, physical and information resources of the organization in effective and efficient way by going through planning , organizing, leading, and controlling them to achieve organizational and individual goals and objectives. "

  It is important to learn Management to become effective manager with necessary managerial skills, knowledge and attitudes, to have high quality, flexible, and adaptive management team, make differences in positive direction, help to management innovations and so many things.

  There are many individuals who contributed to the study of management and it affected to well established few school of management thoughts/approaches.

• Classical/ traditional / conventional approach
• Neo-classical approach
• Human relation approach
• Behavioral approach
• The contingency approach    

  These approaches evolved in historical sequence but later ideas have not replaced earlier ones. Each new approach has added to the knowledge of the previous ones.

  Let's consider about them separately ...

People Management

Today most of organizations clearly realize the most effective leverage point in an organization is people.Human Resource Management does not mean handling people by strict rules and regulations. It is about understanding people in the organization and get the maximum use of them by satisfying them too.The Human Resource Manager should understand needs of employees and he should not be only a manager but also a man who stay inside of employee's heart. The Human Resource Manager should have ability to align business strategies with HR strategies, undertake activities leading to continual re-engineering of the work processes they administer, involve in the day to day problems, concerns and needs of employees and manage transformation and change within the organization.

Let's start from the begging to learn about Human Resource Management...