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The practice of management is defined as the combined efforts of people to achieve results. Classical management however was an idea that turned in favour of work specialisation, a belief that management should be the one to organise work according to specific skills of each individual worker thereby reducing the amount time and effort needed. This idea emphasised rationality and technique, it encompassed how a systematic approach improved productivity, it however paid little consideration to the human needs and condition of its workers. There were indeed subsequent developments of efficiency within the product line, but classical management almost seemed to “dehumanise the practice of management” Through this statement Inkson and Kolb understood the advances that the theory of classical management had to the practice of management, however they believed that through the practice of classical management, it rendered an organisation to become mechanical and routine, losing aspect of human qualities such as compassion and individuality. The introduction of the Human Relations movement sought to remove this dehumanisation of the practice of management by emphasising the need for human qualities to exist in the workplace.
The three key approaches that developed classical management were scientific management, bureaucratic management, and administrative management, each with the similar emphasis on rationality, rules and regulation, specialisation and rigidness. Frederick Winslow Taylor inspired scientific management, he realised that management through systematic approaches lead to increased productivity, thus scientific management utilized set rules and principles.
Approximate Word count = 1162
Approximate Pages = 4.6
(250 words per page double spaced)
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