This study illustrated an adjustment of scientific management by Frederick Winslow Taylor by

inserting behavioral science creating now called modern management. Taylor introduced the
science of problem synthesis in productivity maximization and initiated systematic management
approach, but this method raised a criticism by automating and mechanizing the workers and
limiting their ability toward individual’s initiative and reflection.

The modern management system rationalized the behavioral problem face by scientific
management by flexibility, informality between worker and manager relationship, high
collaboration and engagement, employee reflection and creativity. This showed that in modern
management, workers are given proper recognition of their work while scientific management by
Taylor, worker were failed to be given proper recognition as the manager often reluctant to
consider their worker feedback.

This study showed that a balance between the exploitation of human factor and attention toward
better condition of human factor such as labor, shorter working hours, and higher wages helps in
achieving the organization goals efficiently in the long run. Through a reflective model by
looking after the workers, trusting and treating them as critical asserts, an organization can
perform better management of people which in the long run increase profits, productivity and
innovation. In easier word, modern management which evolved from scientific management
emphasizes profit maximization through employee satisfaction and contribution.