Three types of management styles can be considered for use in the criminal justice system: scientific management, human relations management, and systems management. Scientific management is based on Frederick TaylorÆs book, The Principles of Scientific Management, in which he proposes methods to overcome what he terms ôsoldiering,ö workersÆ tendency to deliberately work under their true capacity in the interest of keeping more workers employed (ôFrederick Taylor and Scientific Managementö). Using time and motion studies, Taylor ascertained the most efficient level of work at which men could be most productive without tiring, such as throwing out the old rule-of-thumb methods and replacing them with methods based on a scientific study of the tasks (ôFrederick Taylor and Scientific Managementö). Taylor advocated training workers in the most efficient methods rather than leaving them to train themselves, as well as having managers plan the work in the most efficient manner (ôFrederick Taylor and Scientific Managementö). The ultimate goal of scientific management is ôto secure the maximum prosperity for the employer, coupled with the maximum prosperity for each employee,ö making this approach one that is oriented toward profitability as well as efficiency (ôThe Principles of Scientific Managementö).
The human relations management theory is based on supervisors behaving more like friends or counselors than supervisors (McGregor & Likert). It proposes that managers put humanistic concerns above product and job quality, asking workers how they feel about their work and coworkers as a means of ensuring high morale (McGregor & Likert). In this management style, workers are not dictated to by supervisors but are involved or consulted before any change in the organization is effected (McGregor & Likert). In essence, workers become more like partners with supervisors, rather than underlings.
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