Psychology’s testing technology and scientific management are critical for entrepreneurial and managerial practice. Nonetheless, psychology’s testing technology is highly accepted, and the theory of scientific management is highly criticized. I tend to believe that this matter tends to occur due to the significant drawbacks of the managerial approach (Lucey, 2005). It eliminates the possibilities of the employees for the potential growth while generating the image of being exploited without having an opportunity for protection due to the lessening of the strength of the unions and domination of monotonous tasks (Lucey, 2005).
We will write a custom Essay on Psychological Testing and Science in Management specifically for you
301 certified writers online
Meanwhile, it cannot be implemented within a limited timeframe while having an adverse influence on the company’s profitability (Lucey, 2005). As for the beneficial existence of the psychological testing, this approach addresses the individual needs of the workers and could be regarded as being more personalized and employee-friendly than the conceptions of scientific management, which could be considered as the primary source of employees’ dissatisfaction.
Nonetheless, the attitude towards the role of the employees and their position in the organization can be discovered as a key cause of the generation of different experiences. In the context of the theory of scientific management, the employees are viewed like robots, and their satisfaction and personal growth are not prioritized (Lucey, 2005). In this case, they are utilized as instruments for enhancement of the company’s functioning while being disregarded as individuals.
Meanwhile, psychological testing highlights the importance of the employees due to the ability to recognize the personal traits and desires of the employees (Grant, 2008). This approach tends to cover the improvement of the organizational efficiency from dissimilar angles while being able to take into account the viewpoints of the employees and employers. Based on the factors provided above, this matter was a primary driver for the development of dissimilar attitudes regarding these theories.
The introduction of these approaches is cultivated by the zeitgeist of the time, as the enhancement of the manufacturing processes and production lines were the essential matters for the regions’ development while emphasizing the vitality of mass production (Lucey, 2005). During these times, the demands of the consumers were vehemently growing, and the development of the managerial maintenance systems was a critical requirement to ensure financial performance.
In this case, the control of the workforce could be regarded as a necessity, as, otherwise, the companies would not be able to satisfy the continuously rising needs of consumers while contributing to the economic growth. It could be said that a combination of these factors highlighted a necessity for the development of the methods, which are vital for the enhancement of the company’s efficiency.
Lastly, I tend to believe that the attitude towards the scientific management would have been different today, as, nowadays, the production lines are highly automatized while focusing on the lean manufacturing and minimization of waste from the production (Black & Hunter, 2003). Meanwhile, the individual relationships with the employees are respected and cherished, as they are the key asset for the company’s success. Based on the factors provided above, it is apparent that both theories will be popularized, and integration of the concepts of each approach can be viewed as a possibility in the recent future. In the end, the outcome will be different due to the constantly changing trends in modern society.
Black, J., & Hunter, S. (2003). Lean manufacturing systems and cell design. Dearborn, MI: Society of Manufacturing Engineers.
Grant, P. (2008). Business psychology in practice. London, UK: Whurr Publishers.
Lucey, T. (2005). Management information systems. London, UK: Thompson Learning.