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This is an individual assignment. In Chapter 12, we learn the human relations movement was spearheaded...

This is an individual assignment.

In Chapter 12, we learn the human relations movement was spearheaded by Elton Mayo and Mary Parker Follett. Their focus on the interdependence of employees, management, and the organization set the pace for people-oriented management control processes. This process can be called “power with” people. Frederick Taylor, on the other hand, is known as the father of scientific management and placed emphasis on efficiency and measurement, also known as “power over” people. Many organizations make people (“power with”) the primary focus; others make productivity and efficiency (“power over”) the primary focus.

Research an organization that makes people their primary focus and another organization that makes productivity and efficiency their primary focus. Compare, contrast, and discuss the control techniques and measurements for each organization.

After posting the discussion, read and comment on the noted differences in the post of one other participant.

NOTE: Cite the sources.

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`In today's scenario where competiiton is high and organisations lay a lot of emphasis on the management of employees and the technological factors to stay upgraded with the current developments. In these cases, there are two different circumstances that can take place. If the organisation focuses on technology, it develops system which would require less manual interventions and most of the work is done through systems. In other organisations, the management gives utmost importance to the involvement of manpower in the operations.

In both situations, it is very important to understand for organsiation that a workforce can actually derive work analytically and systematically, whereas a technological advancement would mean systematic working of processes but cannot expect an analytical view from the system. It derives what it has been empowered with. Thus, the firms which follow the philosophy of 'follow with people' are more succesful in implementing ideas and attract new customers in a more significant manner as compared to power over people.

In the concept of power with people, the workforce is empowered and encouraged to put forward their views and lend their immense contribution to the success of the business. The teams are highly motivated in such culture and take the ownership to the responsibilities provided to them. Whereas, in a power over people organisation, workforce is dominated by top management and the satisfaction levels are low. These kind of organisations face more attritions compared to the other type of organisations.

Overall, it depends on the strategic planning and culture of the organisation which defines whether they want to follow as power with people philosophy or a power over people philosophy.

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