What is the difference between scientific management and classical management?

Answer 1

The difference between scientific management and classical management is in the areas of focus. Classical mainly focuses on plain management while scientific will be more concerned on the methods of achieving effective business management.

Answer 2

Neoclassical economics is a term variously used for approaches to economics focusing on the determination of prices, outputs, and incomedistributions in markets through supply and demand, often mediated through a hypothesized maximization of utility by income-constrained individuals and of profits by cost-constrained firms employing available information and factors of production, in accordance with rational choice theory.[1]Neoclassical economics dominates microeconomics, and together with Keynesian economics forms the neoclassical synthesis, which dominatesmainstream economics today.[2] Although neoclassical economics has gained widespread acceptance by contemporary economists, there have been many critiques of neoclassical economics, often incorporated into newer versions of neoclassical theory as human awareness of economic criteria changes.

Classical economics is widely regarded as the first modern school of economic thought. Its major developers include Adam Smith, Jean-Baptiste Say, David Ricardo, Thomas Malthus and John Stuart Mill.

Adam Smith's The Wealth of Nations in 1776 is usually considered to mark the beginning of classical economics. The school was active into the mid 19th century and was followed byneoclassical economics in Britain beginning around 1870, or, in Marx's definition by "vulgar political economy" from the 1830s. The definition of classical economics is debated, particularly the period 1830-70 and the connection to neoclassical economics. The term "classical economics" was coined by Karl Marx to refer to Ricardian economics - the economics of David Ricardo andJames Mill and their predecessors - but usage was subsequently extended to include the followers of Ricardo.[1]

Classical economists claimed that free markets regulate themselves, when free of any intervention. Adam Smith referred to a so called invisible hand, which will move markets towards their natural equilibrium, without requiring any outside intervention.

As opposed to Keynesian economics, classical economics assumes flexible prices both in the case of goods and wages. Another main assumption is based on Say's Law: supply creates its own demand - that is, aggregate production will generate an income enough to purchase all the output produced; this implicitly assumes, in contrast to Keynes, that there will be net saving or spending of cash or financial instruments. Another postulate of classical economics is the equality of savings and investment, assuming that flexible interest rates will always maintain equilibrium.

The classical economists produced their "magnificent dynamics"[2] during a period in which capitalism was emerging from feudalism and in which the industrial revolution was leading to vast changes in society. These changes raised the question of how a society could be organized around a system in which every individual sought his or her own (monetary) gain. Classical political economy is popularly associated with the idea that free markets can regulate themselves.[3]

Classical economists and their immediate predecessors reoriented economics away from an analysis of the ruler's personal interests to broader national interests. Adam Smith, and alsophysiocrat Francois Quesnay, for example, identified the wealth of a nation with the yearly national income, instead of the king's treasury. Smith saw this income as produced by labour, land, and capital. With property rights to land and capital held by individuals, the national income is divided up between labourers, landlords, and capitalists in the form of wages, rent, and interest or profits.

Classical economics, developed in the 18th and 19th centuries, included a value theory and distribution theory. The value of a product was thought to depend on the costs involved in producing that product. The explanation of costs in Classical economics was simultaneously an explanation of distribution. A landlord received rent, workers received wages, and a capitalist tenant farmer received profits on their investment. This classic approach included the work of Adam Smith and David Ricardo.

However, some economists gradually began emphasizing the perceived value of a good to the consumer. They proposed a theory that the value of a product was to be explained with differences in utility (usefulness) to the consumer. (In England, economists tended to conceptualize utility in keeping with the Utilitarianism of Jeremy Bentham and later of John Stuart Mill.)

The third step from political economy to economics was the introduction of marginalism and the proposition that economic actors made decisions based on margins. For example, a person decides to buy a second sandwich based on how full they are after the first one, a firm hires a new employee based on the expected increase in profits the employee will bring. This differs from the aggregate decision making of classical political economy in that it explains how vital goods such as water can be cheap, while luxuries can be expensive.

Answer 3

Classical management prior to the eighties involved task-based resource management. People were considered to be assets suited to fulfilling a particular task. There was little attention to the personal growth of workers, or how their environment affected them.

In the eighties, the practices of human relations were introduced. The idea here was that people could be trained, and were more productive if the environment they worked in suited them. Personal attention from management would also lead to a more productive work force.

Human Resources, instead, is a department that deals with the workforce, their rights and duties, arrangements made for them and assisting management in acquiring or developing talent for the company. Examples of work done at HR includes:

* Hiring people

* Arranging for new hires to be fed into the system

* Hearing complaints from workers

* Communicating on arrangements, rules and relgations related to work

* Communicating with employees regarding wage or job changes, or official warnings

* Often wage payments