Organisational Behavioural Theories
Organisational theory is the idea and principle about how the work could be done by investigating through different perceptive. Throughout the last century, scholars, psychologists and behaviour scientists have contributed in developing of new theories for the organisations to achieve more by allocating their workers to make more productive and most of those theories did well in old times. But at the turn of the next century, thing have started to change and some of the old organisation theories are no longer relevant and effective if used solely. The age of globalisation takes tolls on workers as well as the employers, many organisations failed because they have not been able to catch up with the complexity of the modern world. The only thing to do is to blend some of those organisational theories and take the essence from all them and reapply it into the modern world organisation.
To illustrate, the scientific management is the framework developed by the F.W Taylor in the early 1900. His philosophy was called Taylorism which analysed that the management was to determine the best way for the workers to perform the task given, to provide the training and to provide the incentive for the proper performance. (Britannia, 2013) He assumed that the job could be divided into duties by using scientific method to find the most effective way to do the job.
Taylor discovered that the organisation’s poor management controls system which enables workers to work slowly in order to protect their own best interest and the use of the rule of thumb system by the management in the factories in those days. Having studied about the faulty in the current system of late1800s, Taylor developed the scientific methods which included clear division of tasks and responsibility between managers and workers, scientific selection of the person to do the job, training of the workers by using scientific method and the close supervision of the workers through the use of hierarchies of authority(Buchanan et Huczynski ,2010)
Taylor believed that the workers were motivated by the money so that he used financial incentive to motivate the workers who can perform the best output on the quantity and quality. By
Introducing the payment on piece work basic as an incentive which would increase performance and productivity. Taylor highlighted the link between financial incentive and the good performance, he argued that the bonus should be paid to the best workers who can perform well and then they will be pleased and will have more commitment concerned with the obligation in the organisation (Thill at al Bovee2011, p 263)
Taylor’s theory underestimated human aspect and they pointed out that the employees are not only motivated by the financial incentive, there are several others key factors to motivate employees such as job ambition and recognition at work places. The financial incentive is not the main force for the...