Scientific management approach

Taylor defines scientific management as knowing exactly what you want, meant to do, and
ensuring that they carry it out in the best and most affordable manner possible. With the use of
labor standardization, Taylor's scientific management approach to the workplace maximizes
productivity and efficiency. Eliminating potential for chance or accident through the scientific
analysis of every aspect of work is a fundamental tenet of his management philosophy. By
specializing, this method assigns each person to a single straightforward duty that they will
continually perform. This idea is defined primarily by techniques for reducing work to distinct,
quantifiable tasks, measuring observable output, and lowering expenses by appealing to workers'
economic self-interest, as well as by engaging in systematically derived best practices and
planning (Callahan 1962). Workers should receive training, or be sent to training, if necessary,
according to Taylor. Instead of emphasizing independence, he promoted harmony and teamwork.

Application of scientific management in school

The creation of lesson plans and work schedules shows that duties were managed scientifically
and within a specific time frame. Performing duties under standardized conditions is encouraged
by scientific management. The teachers' code of conduct, conditions of employment, and school
rules, which are clearly outlined in education management, provide proof of the formulation of
standards of behavior and the development of discipline among employees. Teachers and other
employees who break the rules risk being suspended or even fired. Incentives in the form of pay
and promotions are used to motivate those who put in extra effort; those who don't perform are
either not rewarded or lose their positions. Technical knowledge and job competence are
supported by scientific management. Teachers receive training to give them the tools they need
to do their jobs well and to make sure that all teachers, regardless of their level of employment
(e.g., head teachers, deputy head teachers, departmental heads, education officers, etc.), possess
the skills and knowledgeable enough of dealing with the duties that have been entrusted to them.
Additionally, instructors are chosen based on their credentials and areas of expertise; for
instance, in high school, teachers teach both subjects in line with their fields of expertise.

2. Human relations approach

The human relations principle held that businesses should treat their employees like people. As a
result, the educational program is solely based on interpersonal connections between managers,
educators, students, parents, community members, organizers, and administrators. When all
people who are accountable for their own positions and places establish friendly relationships
with one another, the educational process is given an effective and efficient boost. This approach
places a strong emphasis on how administrators relate to one another.

Application of Human relation in school

In order to implement this principle in the classroom, a leader must be democratic, fair, and able
to cater to the emotional needs of his or her team. Rules will be developed in collaboration with
the staff and will treat all staff members equally. They will also be helpful and take other
peoples' perspectives into account, particularly when decisions are being made at school. All
lines of communication must be open, and if an issue arises at the school, inform the personnel.
Human relations-based leaders will always work to understand their team members' issues and
goals in order to align them with the institution's objectives. They will also show their team
members they care by demonstrating concern for their welfare and by creating opportunities for
success. In addition, he or she offers a positive example for others to imitate. He or she will start
acting before anyone else does, rather than just giving commands.

3. Bureaucratic Approach

According to bureaucratic theory (Meisenbach and Jensen, 2017), organizations and individuals
follow a structure of jurisdiction grounded in impartial principles when making decisions. There
are two crucial components to Weber's theory of bureaucratic administration. An organization
must first be organized into a system of hierarchy, and then it must be subject to clearly stated
rational-legal decision-making guidelines. Because of the organizational hierarchy, an
organization is split into levels of authority, with each of them overseeing the levels below it. An
organization managed by a bureaucratic manager is required to construct a set of extremely
specific policies and procedures that the organization must adhere to precisely in order to
operate. This is what rational-legal decision-making norms correspond to. The transfer of power
occurs from top to bottom.

Application of Bureaucratic approach in school

A school is a formal organization that is structured in a hierarchical manner, with the principal,
the head of the department, the senior teacher, the staff, the prefects, and the students at the
bottom. Positions within this structure are held by individuals who consciously interact with one
another in order to accomplish a specific goal. The principal, who sits atop the pyramid, is the
official leader, and the school works toward those objectives. Rational decision-making is based
on a detailed assessment of the alternatives. Consequently, the workload is decreased by the
existence of this different administrative. The teacher can address problems in the classroom;
however, the head of school and the disciplinary committee can address incidents of indiscipline,
such as damaging school property. For example, the principal may issue a directive to the staff
members to discipline students who arrive to class late or who fail to tuck their shirts in. The
teacher in this situation can deal with the problem in the classroom level.

4. Synthesis approach

This is a development of conventional theory. The theory makes an effort to integrate scientific
behavior with human mind in order to address issues brought up by traditional theory
applications. The foundation of inclusion is the idea that management should use staff members
to accomplish goals inside a company rather than concentrating solely on production, structure,
and technology. This strategy places more attention on the best ways to inspire, organize, and
support people within the company and is concerned with the wellness of the workforce.
According to Hawthorne studies (Wikipedia, 2013), social elements like the relationships
between employees are crucial considerations for managers. Additionally, this strategy addresses
two components: behavioral science and interpersonal relationships. It requires the leaders to
research the attitudes, actions, and output of people and groups within an organizational context.
According to behavior science, managers must motivate staff to perform at their best and
accomplish corporate objectives. The human relations movement, meanwhile, is thought of as a
social structure that actually emphasizes group dynamics. It contends that workplace
circumstances, such as social conditioning, group norms, and interpersonal interactions, affect
how employees behave.

Application of synthesis approach in school

5. Social management Approach

Reference

1. Drew, C. (January7, 2023). Bureaucratic theory: Examples, Strengths, and Criticism.

Helpful Professor. https://helpfulprofessor.com/bureacratic-theory/
2. Griffiths, D.E. Human Relations in school Administration., retrieved on 10-03-2016 from
https://www.questia.com/library/146031/human-relation-in-school-administration.
3. Human relations theory and school administration. retrieved on 11-03-2016
4. https://namse.wordpress.com/2012/10/25/human-relations-theory-and-school-
administration/
5. Meisenbach, R.L., Jensen, P.R. (2017). “Bureaucratic theory”. In The International
Encyclopedia of Organizational Communication.