Management Theories
Managers in all kind of businesses are responsible for leading their teams to results, performance and high motivation if possible. Three essential aspects that are a challenge for many leaders when the employees have a range of emotions, thoughts, home situations and thinking filters before they get the job done.
Management theories are a structured way of thinking that can guide an organization, a business or management team to reach their goals. Leaders are responsible for implementing strategies , techniques and behaviors to help their teams reach the business and personal goals.
Studying management theories, leaders are able to introduce, test and adjust new mindsets, behaviors and reactions in the team, in order to increase productivity, team collaboration and finally the business results expected by the company.
Another benefit of working effectively in a team is that the level of burn out or overload per capita, can be avoided or decrease.
Such theories may also help managers increase objectivity, look for informed and data-supported decisions. Natural tendency of people is to have attachment towards people with high social skills of the ones that we have “chemistry with” , missing to measure the results generated.
We have chosen the theories that we consider make the most send and have the highest rate of implementation.
Human relations theory
Human Relations Theory grew from Elton Mayo’s research at the Hawthorne Works in the 1920s–1930s. Elton Mayo initiated experiments designed to increase productivity.
Key findings included:
The Hawthorne Effect: Workers improve performance when they feel observed or supported.
Social factors—not just physical conditions—strongly influence productivity.
Informal groups shape behavior and performance
Human Relations Theory challenged the earlier Scientific Management approach, which focused mainly on efficiency and output. Mayo’s work showed that ignoring human needs leads to disengagement and lower productivity.
Elton Mayo focused on changing working conditions like lighting, break times and the length of a workday. His tested changes improved performance. The surprise was that increased performance was due to the researchers paying attention to the employees, making them feel valued, and not by the actual changes made in the environment and schedule. The conclusion is that employees are more motivated by personal attention, being part of a team, than by financial incentive or working conditions.
In Practice: A Supportive Work Environment
Leaders who understand human relations know that environment affects behavior. They:
Create psychologically safe spaces where people can speak without fear.
Encourage collaboration over competition.
Provide comfortable, flexible work conditions.
This reflects the theory’s insight that improved working conditions enhance productivity.
2. Scientific management theory
Scientific Management Theory (Taylorism) is a management approach that uses scientific methods to analyze work, standardize tasks, and maximize efficiency and was created by Frederick Taylor. It focuses on finding the one best way to resolve tasks in a job and organizing work so productivity increases dramatically.
This scientific approach to management begin in 1800s, when Taylor’s initiated the scientific method to perform tasks in the workplace, as opposed to the previous practice of leader relying on employee judgment or on the personal discretion of team members.
Taylor made recommendations to simplify tasks for increased productivity. He suggested that team members need to have assigned jobsthat match the best way their abilities, train them well and then follow up the execution of the task.
Key Techniques
Time studies: Timing each task to determine optimal duration.
Motion studies: Analyzing movements to eliminate unnecessary actions.
Standardization: Creating uniform tools, processes, and instructions.
Differential piece-rate system: Paying workers more if they exceed the standard output.
These methods aimed to increase individual productivity
Limitations
Treated workers like machines
Ignored human and social needs
Led to monotony and job dissatisfaction
Sparked labor resistance due to strict control and pace of work
These criticisms later inspired the Human Relations Movement.
The structure of some companies still need the Scientific Management Method because in some industries precision and repeatability is essential.
3. Behaviourist theory
Behaviourist Theory focuses on observable behaviour and argues that people can be trained, motivated, or redirected through reinforcement, rewards, and consequences. So the environment shapes future leaders through challenges, learning opportunities and continuous exposure. Its practical applicability in today’s organizations is strongest in training, performance management, and behaviour‑based leadership.
This theory combines the idea of continuous training and lifetime learners as having the strongest potential to lead, inspire and influence their environments. In other words, anyone can become a great leader if they receive access to the suited resources and trainings.
Behaviourism—developed by Pavlov, Watson, Thorndike, and B.F. Skinner—argues that behaviour is shaped by the environment, not internal thoughts.
It focuses on:
Stimulus → Response
Reinforcement (positive or negative)
Observable, measurable behaviour
This makes it extremely useful in workplaces where performance, habits, and learning must be shaped systematically.
Behaviourism is the foundation of many corporate training programs.
Examples:
Repetition and practice until mastery
Step‑by‑step learning modules
Immediate feedback loops
Reward systems for correct performance
These methods are widely used in onboarding, safety training, and customer service programs.
Organizations use reinforcement to shape desired behaviours.
Common applications:
Bonuses for meeting KPIs
Recognition programs
Behaviour‑based scorecards
Corrective feedback for undesired actions
This aligns with Skinner’s operant conditioning: behaviour followed by rewards is repeated.
Behaviourist principles help leaders:
Reinforce desired team behaviours
Use consistent consequences
Set clear expectations
Provide structured feedback
Behavioural management theory emphasizes understanding human behaviour to improve workplace performance.