1. Compare scientific management and human resource theory and discuss some main differences between human resource and scientific management organization theory.

Some of the main differences between the scientific management and human resource include:

·         In scientific management, employees are treated like robots or machines which will obey all the rules and demands from the company. Meanwhile, the human resource organization theory claimed that employees are human beings and obviously should be treated as human beings. Therefore, the company has to consider what the employees need as well.

·         The scientific management believes in using incentives to create the motivation of employees, while the human resource organization theory stated that productivity of the employees is created by the interactions of each employee at work, not from the economic matters.

·         Scientific management strictly demands the employee to follow the rules that the company has made. In the other hand, human resource organization theory motivated the employee to make the decision and assured for the good interactions built in working space.

·         Scientific management motivates the employee to work individually for all the specific tasks from the company, while the human resource organization theory encourages the employee to work as a team (Bauer, 2012).

 2.      Provide three keywords or concepts developed by Neo-Classical and explain how those new concepts “paved the way” to Human Resource organization theory (OT)?

The three concepts developed by Neo-Classical organization theory are:

·         The individual

An individual is a human being, not a robot or machine with the ambition beyond the achievement of certain economic and security works.

·         The workgroup

The neoclassical underlined the social characters of workgroups or organizations that are activated in the formal organization.

·         Management that is participative

This is also called Participative management or decision making that is involve in allowing workers  to take part in making decisions for different task in the organization.

All these concepts are used for making the future and increase the thinking level during different descison making with human relations. (O'Connor & Netting, 2009).

3.      What is Follett contribution to the development of organization theory?

Mary Parker Follet presented an overview of the key themes she addressed, which described her creative visions on managing differences and issue that appeared between people in organizations. She defines the aggressive approach avenue to leadership, power, and control. Her theory in durations of centralization, the issues in gender discrimination, and the low technical procedures based on practical research has created the improvement of the modern organization and management theory to be observed, especially in the sections of conflict management, leadership, the ethics in organization, human resource management, quality management, and participation (Follett, 2013).

4.      What is Hawthorne experiment and why it is so important to know in studying organization theory?

Hawthorne experiment is a type of sensitivity in which individuals moderate an aspect of their attitude in reflection to their knowledge of being observed. The Hawthorne experiment was divided into four essential experiments:

·         Conducting Experiments from (1924-1927)

All these experiment are organized in proper way to find out the effect of different problems on the workers during the working period. It will illuminate the productivity of the workers.  In these experiments, the brightness of the light was increased and decreased to know what are the impacts on the group’s productivity. The results was quite different and astonishing because there will be no effect in the productivity whether the brightness increased of decreased.  (Borkowski, 2009). The experiments gave the result that there other factors to increase productivity rather than light.

·         Relay Assembly Test Room Study (1927-1929)

For conducting this test there are two groups has been analyzed that have six female telephone relay builders and they gathered in different rooms. At that time some changes were made in the working time of the workers like lunch time or break time.

In this test, two groups of six female telephone relay builders were gathered in separate rooms. In time, changes were created in working hours, break timing, lunch breaks, etc. That time, they able to choose their own duration of time to rest and to give suggestions. The harvest was increased in both rooms and made the conclusion that social interactions between workers, the suggestion to each other, etc. indeed influenced on productivity to get better.

·         Mass Interviewing Programme (1928-1930)

The interviews were conducted with about 21,000 employees within three years to figure out the circumstances that could increase productivity. The result was that productivity will be increased if workers are easily communicating with each other about their matters.

·         Bank Wiring Observation Room Experiment (1932)

This experiment involved 14 male workers which gathered in the bank wiring room were placed there for observations within six months. The payment for one worker will be depended on the performance of the entire group. The result from it was the group created its own standards of harvest, and they were utilized the social pressure to gain a better measure of harvest.

            It is important to understand the Hawthorne experiments since the experiments have modified the management and its practice by learning certain points:

• The psychological and social factors of the workers affected productivity and job satisfaction.
• The interactions among workers impact the attitude of workers and their performance as well.
• The empliyees are able to perform better if they have the right to make decisions.
• The efficient work from the workers will be achieved when they knowledge that the management gives concern in their welfare.
• The performance of workers will be enhanced if they are treated with respect and nobility.

5.      What is groupthink and how team-think can help organizations overcome possible issues from groupthink?

Groupthink is a quick and easy way of persons’ thinking which related when the most concurrent person becomes so dominant in a group.

In the other hand, team-think builds on the portion of the interaction of the groupthink circumstances, without the dangerous solutions, neglecting options or decreasing independent thinking. To overcome the possible issues in groupthink, you need to look at the three points which created in team-think:

·         Make sure for the goal that the team wants to achieve.

·         Develop a strong and excellent relationship between the team member.

·         Build trust among the team member to create a secure and convenient place for each member to listen, share, and also be heard.