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).