加拿大物流学论文代写：员工动力
科学管理理论的假设是，工人们并没有充分利用自己的能力来完成某项工作。他们往往想方设法减少分配给他们的工作量。激励工人的一件事是一份好薪水。这个理论还假设有一定的最佳方式来完成一项特定的工作，雇主有责任找出这个工作。他还建议，工作需要执行的方式应由雇主决定（Cummings＆Worley，2014）。
员工或工作人员的工作是以明确的方式执行那项工作。工人不应该在设计指定工作的执行上下工夫。泰勒还介绍了差异系统（Dawson，2005）。这个制度建议工人一定会因为完成这个工作而获得奖励。同样，如果工人不能完成工作，也会受到惩罚（Head，2005）。
梅奥的理论所作的假设是，员工并不总是通过财务收益获得动力。员工在工作中需要社会联系，这有助于他们脱颖而出。工作组充当了工人的动力。当员工通过为组织工作来实现自己的目标时，这就促使员工完成组织目标。这个理论违背了科学理论的假设：员工懒惰，员工只对货币收益作出反应。人与人之间的关系应给予重视和组织应制定规则和条例将促进更好的在职关系，并在考虑工作的人的情感和态度（米勒，2014）的工具。
加拿大物流学论文代写：员工动力
The assumptions made by the Scientific Management theory is that the workers are do not utilize their full capacity to do a particular job. They tend to find ways and means to reduce the amount of work assigned to them. The one thing that motivates the workers is a good pay. The theory also assumes that there are certain best ways to carry out a particular job and it is the duty of the employer to find it out. He also suggested that the way in which the job needs to be carries out should be decided by the employer (Cummings & Worley, 2014).
The work of the employee or the worker is to carry out that job in the defined way. The workers should not put their mind in designing the execution of the specified job. Taylor also introduced the differential system (Dawson, 2005). This system suggested that the workers would definitely be rewarded for completing the job. On the same lines, the workers would also be punished if they fail to complete their job (Head, 2005).
The assumption made by the Mayo’s theory was that the employees are not always motivated through financial gains. The employees require a social bonding at work which helps them to excel. The working groups act as motivators for the workers. This drives the workers to accomplish the organizational goals as the workers see their own goals being accomplished by working for the organization. The theory defies the assumptions made by the scientific theory that the employees are lazy and the employees respond only to the monetary gains. Human relations should be given importance and the organizations should make rules and regulations which would foster better on-the-job relationships and be instrumental in considering the human feelings and attitudes at work (Miller, 2014).
