Scientific management is a science due to the mental revolution involved in the duties of both the workmen and management in an industry (Taylor 2013). It is a science since it involves mental revolution. The workers change their mentality towards their work, employers and also the fellow employees. On the other hand, the managers change their mentality towards their employees, their fellow management team and their daily problems as the managers. This complete mental revolution is what makes scientific management a science.
Mazda and Adidas are two organizations fit to compare in terms of being mechanistic and organic. Adidas is a company that is in a market with a rapidly changing environment. There is continued innovation and technological advancement in the making of Adidas products. On the other hand, Mazda is a company in the motor vehicle company. The competition experienced by Mazda is not as high as that experienced by Mazda. This makes the Mazda Company have lower rates of technological advancement as compared to Adidas. This is despite the fact that they are both based in Europe.
On the basis of the task facing each company, Mazda’s task is that of producing motor vehicles more often in a standard manner. On the other hand, Adidas embraces the task of ensuring high innovativeness in its products. Compared to Mazda, Adidas has to have fierce marketing plans due to the highly competitive market. Contrary, Mazda does not have such a stiff competition in the motor vehicle industry; therefore, making the company’s marketing strategies less fierce than those of Adidas. Adidas, therefore, faces a heavier task than Mazda.
At Mazda, each employee sees to the completion of certain tasks. This is always in accordance to the employee’s qualification. As a result, this sees to it the United Kingdom based company produces a high quality motor vehicle. On the other hand, at Mazda, the various units in the course of production are all aimed at increasing the amount of sales, either directly or indirectly. This shows that there are less defined structures at Adidas than there are at Mazda. This is proof that Mazda is more of mechanistic while Adidas is more of Organic.
More to that, the authority at Mazda is more defined than it is at Adidas. At Adidas, there are retail officers who are responsible for answering questions to customers in the case on any mishaps. However, at Mazda, there are those who answer certain questions asked by the customers. These are the car dealers. This shows that there is high regard to authority at Mazda than it is at Adidas. This further strengthens the point that Mazda is more of a mechanistic company while Adidas is more of an organic company.
The nature of commitment by the employees of the two companies is totally different. At Mazda, the employees commit themselves to their entitled jobs. There are those whose work is solely to work on the fitting of the interiors of the motor cars. They are loyal to this work and are always out to see that they do their best in what they are entrusted in. At Adidas, however, as earlier quoted, the employees are committed to seeing that their company keeps up with other sportswear companies such as Nike. As a result, the employees’ commitment reconciles with that of the wider organization so as to see that the company keeps up with the market trends.
Repression is a defense mechanism in which one pushes down unwanted ideas into the subconscious (Morgan 215). A good organizational life example of this is a recovering drug addict. He uses repression to reduce the urge to use drugs. The denial mechanism involves the refusal to acknowledge facts. Accused persons in a court of law often use this mechanism. The act of pleading not guilty to a crime one knows that he committed is a denial mechanism. Politicians often use the rationalization mechanism. For this reason, they are often seen to be the right people as to take a certain position. These virtues often go away once they are elected.
Splitting is a defense mechanism often used by parents advising their children. They isolate the bad things that they have done in life so as to protect children from making similar mistakes. Reaction formation is converting a feeling into its opposite (Morgan 215). In the organizational life, this protects loved ones especially one’s siblings. The words “stay strong” come from this defense mechanism. It is build’s another person’s confidence even in the most demanding situations.
Morgan Gareth. Images of Organization. California: Sage Publications, 2006. Print.
Taylor Winslow Frederick. Scientific management.2013. EBook.
Yolles Maurice. Organizations as Complex Systems: An Introduction to Knowledge Cybernetics. Charlotte: Information Age Publishing, 2010. Print.