论文代写：科学管理理论
在当前的范式中，管理者必须理解人性和冲动来管理人。人们发现，人们对事件的反应是基于他们的微观家族和宏观范围的文化因素而变化的。研究表明，文化中的社会行为反映在员工的操作程序和激情或动机上。在全球化的世界里，管理者需要管理来自不同文化的人。他们不能在管理人民方面采取同质的方法。有一些理论，如泰勒的科学管理理论，讨论了如何激励人们。有形的报酬是研究的重点。在这个范例中，公司被发现有一种方法，即工人们被支付他们一天的生产力。人们的工作是基于他们的技术能力。在这个过程中，无形的动机因素在很大程度上被忽略了。这一理论帮助公司克服了裙带关系的问题，并帮助公司获得了销售。
论文代写：科学管理理论
然而，人们在创新的动机上却出现了损失。人们开始模仿机器，创新和激情因素在这个过程中是错误的。现代社会的管理层试图把注意力集中在与工作相关的无形资产上。这是为了防止员工缺乏积极性或流动率。这是一个复杂的过程，需要对人民有很大的了解。然后，这些公司尝试使用Maslow理论这样的理论来激励员工。在这个理论中，人们被认为是金字塔的结构，有七层不同的需求形式的雇员(Edwards和Kuruvilla, 2005.)。建议经理们满足主要需求，关注其他需要，如尊重需求或员工的精神需求。这个理论的问题在于，它假定所有的人都想要同样的目标，所有人都有相似的需求。这被发现与当地的文化不同。当代的管理者不能假定所有的人基本上都是一样的。他们应该有一个文化管理理论和组织文化来解决每种文化的细微差别。这导致了文化模型理论的出现。
论文代写：科学管理理论
In the current paradigm, it is imperative for the managers to have understanding of human nature and impulses to manage people. It has been observed that the reaction of the people towards events are found to vary based on their micro familial and macro scope cultural factors. Research has indicated that the social behavior in a culture is reflected in operational procedures and passion or motivation of the employees to perform. In the globalize world, the managers need to manage people from different culture. They cannot adopt a homogenous approach in management of the people. There are theories such as Taylor’s scientific management theory that discuss about the ways to motivate people. Tangible remuneration have been the focal point of the research. In this paradigm, the companies have been found to have a methodology where the workers are paid for their productivity of the day. The people are employed based on their technical capabilities. The intangible motivational factors are largely overlooked in this process. This theory had helped the companies to overcome issues of nepotism and aided in gaining sales.
论文代写：科学管理理论
Nevertheless, there was a loss in the motivation of the people to innovate. The people started to mimic machines and the innovation and the passion factor were amiss in this process. The managements in the modern era try to focus on the intangibles associated with the job in all of their operational procedures. This is to prevent lack of motivation or turnover of the employees. It is a complex process that requires great understanding of the people. The companies then tried to use theories such as Maslow theory of motivation of the employees. In this theory, the people were considered to be pyramidal in structure and there were seven layers to the different forms of needs of the employees (Edwards and Kuruvilla, 2005.). The managers were advised to meet the primary needs and focus on the other needs such as esteem need or spiritual needs of the employees. The issue with this theory is that it assumes that all the people want the same objective and all humans have similar needs. This is found to vary with the culture of the place. The managers in the contemporary times cannot make the assumptions that all the people are primarily the same. They should have a culture management theory and an organizational culture that would address the nuances of each culture. This leads to the emergence of culture model theories.
