Frederick Winslow Taylor is considered the founding father of the science of business management. He posited that management is a science, knowledge calculated by experts who have no opinions, but instead use neutral, objective, and universal standards to obtain information. He analyzed the work using scientific management, found the best method to perform such work. The goal of scientific management is to increase productivity by increasing the efficiency and wages of employees. This is done by creating time and motion studies to establish standard measures of performance. These performance standards included the use of time, cost and quality of work, leading to uniformity of work. This led to mutual comparison of workers' efficiency. Subsequently, employee selection is used using scientific selection procedures. Provides training and scientific development to employees. This consists of cooperation between management and employees (mental revolution), the use of fixed performance standards for each job and the adoption of a differential piece rate system for wages. The goal of the differential piece rate system was to upgrade the inefficient worker in order to increase pay and maintain or improve the productive capacity of efficient employees. Thus, Taylor's theory established functional management which consists of two groups of supervisors (Akrani): • At planning or office level (4 supervisors) o Time and cost officer: prepares the standard time to complete the work and the cost to carry out this work, o Route Clerk: determines the way in which each product must travel from a raw material to a finished product, o Disciplinary Clerk: problems of discipline and absenteeism in the organization, o Instructions C...... middle of paper ......robotic functions and managing unrealistic productivity expectations. Based on these theories I have to support Mayo theory because it considers the morality of employees. After all, how much of an employee's sense of identity and well-being does a company have the right to control for its own purposes? One reason employees are so stressed is that they react based on their emotions and culture. He created a transparent vision to address this issue, emphasizing that employees must be treated with respect and needs must be met by management for mutual benefit. Furthermore, it provided concrete evidence to support Follet's theory that: Lack of attention to human relations was the major flaw in most management theories (Rieger, 1995, p 1). I also believe that Mayo's theories will continue to be redesigned because they address and enhance the human relationships aspect of business.