Essay About Mr. Kieran And Scientific Management

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If I were Mr. Kieran, I will respond to Mr. Aaron’s statement that scientific management are view assumed the people are primarily motivated by economics gains and it is focus on an individual’s or worker’s productivity. Three areas can be focused are the task performance by the workers, the supervision given to workers and the motivation provided for workers to solve the cooperation problems between the managers and workers were non-existent, inefficiency and wastage were also constant occurrences, poor equipped and inadequately trained workers were typically left on their own to determine how to go about their jobs. Management science is a view that encouraged managers to use mathematical tools, statistics and other quantitative techniques to make management decisions and required them to use computer models to find the best way of doing things, saving money and time.The skills that Mr. Kieran need to have to be a good manager are technical skills. Technical skills is an ability to utilize job-specific knowledge of tools, techniques and procedures which are specific to a particular field to perform a task. This skills is most important for lower level management. Mr. Kieran initially acquire this skill through formal education, and then develop it further through training and job experience. Common examples of technical skills include marketing, accounting and manufacturing.My suggestion be done to make management more scientific are the management science must approach emerged to deal with problems associated with global warfare. Its uses were further extended to solve a wide range of managerial problems. This perspective has three distinguishing characteristics are deals with well-defined problems. For examples, to decide whether to produce at each company plant or not when dealing with company production and to reduce company inventory cost or to increase it. Second, are deals with problems that have well-defined alternative courses of actions. Solutions or the right action plan must be proposed for a problem. This theory requires an understanding between the problem and the right courses of action. Third, are to develop a theory or model to describe how the relevant factors of a problem are related. The solutions are then formulated into mathematical model underlying their relationships. The perspective managers to use mathematical tools, statistics and other quantitative techniques to make management decisions. This theory required the managers to use computer models to figure out the best way of doing things, saving them both money and time. They also use several science applications. Three ways in which the management science approach was beneficial are use Mathematical forecasting helped to make projections that were useful in the planning process. Second, are Inventory modeling helped to control inventories by mathematically establishing the way and the time to order a product. Third, are The queuening theory helped to allocate service personnel or workstations to minimize customer waiting and service costs.(a) Motivation refers to either intrinsic or extrinsic forces of an individual that stimulate enthusiasm and perseverance to pursue a certain accomplishment. There was a time when money was considered to be the most important motivational factor, but today, after a series of experiments beginning with Hawthorne studies, it is well known that motivation plays a crucial role in the behavior and performance level of the employees and money is just one of the myriad motivational factors. Salary, increments, promotions, etc. are extrinsic motivation factors and drive behaviors and even productivity level of employees.The difference between Motivation and Satisfaction are:-Motivation is what is believed to be behind the behavior or employees. It also regulates the performance levels but the satisfaction is joy or pleasure of working and it is the sense of accomplishment after having done a job in a flawless manner. Motivation can be extrinsic as well as intrinsic. While salary, promotion, incentives, perks and rewards are examples of extrinsic motivation, job satisfaction is a type of intrinsic motivation. People continue with their jobs even when they have no job satisfaction as long as there is motivation in the form of good salary and perks.