The following are the relationship between theory research and practice; A theory is a hypothesis which, when tested repeatedly and proven, transforms into theory and practice is an application or a realization of a theory. For example one may build up, by hypothesis a formulation or a recipe e.g. A shampoo assuming that its composed of 5 ingredients with each ingredients perform a particular function. First the ingredients are tested separately and combine togethe

A theory is a widely accepted principle or explanation of nature. In science, a theory is the most reliable form of knowledge. It is expressed in a logical form and based on substantial evidence. Research is creative work used to increase the knowledge available to humankind.

 Both theory and research are part of the scientific method, a process by which knowledge is acquired, corrected and integrated into the totality of verifiable knowledge.

 Theories generate hypotheses that can be proven or disproved by research, the results of which may cause the theory to be strengthened. The results of research may also call a theory into question, causing it to be rejected or revised

The theory does not always facilitate an adequate performance in the school practicum and practice is a forms in which practice is represented real situations (e.g. in the school practice) examples written cases, audio-visual cases and oral reports about experiences

The following are the relationship between theory research and practice;

A theory is a hypothesis which, when tested repeatedly and proven, transforms into theory and practice is an application or a realization of a theory. For example one may build up, by hypothesis a formulation or a recipe e.g. A shampoo assuming that its composed of 5 ingredients with each ingredients perform a particular function. First the ingredients are tested separately and combine together. When the first sample is made, then a theory is born. If the shampoo is produced on relevant scale and goes to the market, then there is practice.

A theory research is a model or set of hypothesis or assumption about reality-a sort of mental map. It’s an internal representation of the world practice.

Theories which become accepted as forming the basis for practice are often disseminated through documents and recommendations from professional organization, institutions, and other bodies through best practice documents and recommendation, the practical application of accepted theories within subsets of psychological practice have been disseminated through documents, best practice which incorporate theory in best practice documents.

Theoretical research can find new theoretical connections and set up theories and hypothesis which serve as bases for new laws and applied research. Result of applied research often can be used immediately in practice without theoretical research applied research cannot be continued.

Theories help to generate or advance scientific knowledge, when theories are used or applied to argue or explain available evidence or phenomena this is called practice. One of the outcomes of theories may be tangible products or services.

Predominantly theory reaches a person but practice does not, such that theory is for recognizing impulses and convictions from nature and the struggles to prepare the mind for a rigor and practice is a procedure requiring vigorous effort to achieve outcomes.

Theory and practice are a blend absolutely essential in medicine, to know, to know how to be and to be able to do are inseparable in our work.

Theoretical research gives us more understanding and more generalization about the practical findings, and your example to explain that person who could invent how to produce fire did a great job; his/ her research was observation and practical.

A theory research is a systematize organization of knowledge which can be applied to solving problems (Stam, 1996, 2007).a theory like a recipe provides a series of statements for formulation of a problem, and can indicate methods to measure the outcomes. While practices use theory in response to observation and formulation of a problem in actual practice settings, that theory should address significant practical problems to explain complex phenomena.

Application of Scientific and Administration management theory in education

Ø  It’s applied in harmonization of available human and material resources in pursuit of productive activities oriented towards the achievement of the organization’s objectives like school.

Ø  Used to describe administration within the school system are vast.

Ø  Applied in a process of acquiring and allocating resources for the achievement of predetermined educational goals.

Ø  It applies in managing good education with physical inputs, such as classrooms, teachers, and textbooks, but also about incentives that lead to better instruction and learning.

Ø  Through these theories the head teacher and/or principal can understand his or her role and execute his responsibilities more effectively.

Ø  Staff and students can manage their interpersonal conflicts, stress and time effectively in via these theories school or colleges organization.

Other applicability of the management and administrative theory in education,

Formalized administrative structure, according to this theory you should design an organization using a much formalized structure with clear lines of authority from the top down, this is a hierarchical structure.

Division of labor such that a feature of an organization designed by administrative management theory is a clear division of labor between the organization department, each department is responsible for a particular aspect in the schools or education institutions activities towards achievement of organizational goals.

Dedicated to improving our knowledge about schools organizations through empirical study and theoretical analysis to accomplish this mission, we will solicit scholarly works that

Ø  Advance the understanding of schools as organizations

Ø  Address administrative, organizational and policy issues relevant to education and

Ø  Are grounded in theory or research but preferably both, we are interested in diverse theoretical and methodological approaches to the study of school organizations and policies that impact them.

Improving leadership and school quality is the twelfth in a series on research and theory dedicated to advancing our understanding of schools through empirical study and theoretical analysis, this corresponding to the understanding and investigating the relationship between schools organizations and leadership behaviors’ that have an impact on teacher and school effectiveness.

Management is about creating formal structures and an establishment based on a mission (goals), objectives, targets, function and tasks. For example the government can insure social and welfare in education institutions, managing of education services and promoting educational security.

Management theory helps the teachers in a collection of processes, including such thing as decision-making, problem-solving and action planning. These include managing of school resources including human, materials, financial and time.

Helps educational administrators such as dean faculties, head of the school, and principles in planning, organizing, directing, supervising and evaluating, these may be seen to form a management cycle. In planning process the head aims to manage an efficient and an effective school, organizing involves putting in order of priority and preference the resources which are available in evaluating the performance of all the staff including the managers should be assessed the feedback is needed in the adjustment of future plans. Programs or policies in an education enterprise the implementation of educational by administration, it incorporates the activity of school heads and the exercise of their duties

Criticism of Human Relation Theory

 Human relations theory were implemented as a technique for manipulating people to comply with management directives instead of for bringing management to an understanding of human nature and thereby creating the desirable changes in the organization. It is difficult to understand Mayo's work unless one realizes how much he abhors conflict, competition, or disagreement: conflict to him is a social disease and cooperation is social health fail to see that a freedom to conflict actually establishes boundaries’ within, which conflict can be contained

Human relation is the process of training employee, addressing, their needs, fostering a workplace culture and resolving conflicts between different employees or between employees and management.

The following are the utility of human relation theory;

Helps to understanding some of the ways that human relation can impact the cost, competiveness and long-term economic sustainability of a business helps to underscore their importance’s.

Improvement relationship between employees in the workplace is important to reducing employee turnover, increasing productivity and fostering creativity.

Improving retention, the quantity of workplace relation is critical to employee retention. Employee retention may seem trivial especially in a workplace that is used to a high turnover, but managers must remember that turnover is financially very costly. Making sure quality employee remain interested and engaged in the business requires patience, compassion and flexibility, but can actually make the business more financially sound.

Motivation and productivity, workplace relationship provide a source of employee motivation, which is important to maintaining productivity, employees who are interested in their work and in the well-being of other employees tend to be more productive than those who are not. This productivity pays obvious financial dividends to the company, as it can get more done in less time fewer costs.

Fostering creativity such that the modern business organization environment often rewards business that is able to quickly develop products that meet changing consumer needs. In some industries-such as technology for example, employee’s ability to come up with effective new ideas is often the difference between the entire company success and failure. Employee’s creativity is often dependent on their ability to communicate with other employees and share ideas. Without quality workplace relationship, employees are less likely to be able to develop and share the solutions that a business needs to survive

Human relation theory were implemented as a technique for manipulating people to comply with management directives instead of for bringing management directives instead of for bringing management to an understanding of human nature and thereby creating the desirable changes in the organization.

Human relation is also criticized for over emplacing human needs at the expense of need for accomplishment or responsibility or for organizational task and process.

The effect of human relation theories did not result in the demise of the numerous application of classical theory. Human relation theories ideas posed certain dilemmas without solutions offered.

Some of the postulates advanced by human relation theories did not give the rise of derivations that were subjected to empirical testing. According to Unde (2007) pointed out that the evidence is less conclusive with regard to the often that the evidence is less conclusive with regard to the often assumed relationship between employee satisfaction and increase productivity.

 (John Lubbock) Mayoism was criticized on several grounds, most of which revolved around the claim it was "cow psychology" which could be expressed by the phrase "Contented Cows Give More Milk."  Mayoism was a bit too idealistic in trying to remove all forms of conflict within an organization, a bit too evangelistic in trying to save the world, and it excused much immaturity and irresponsibility among the workers in.

Some of the harshest critics were March & Simon (1958) and Charles Lindblom (1959).  March & Simon (1958) called Maoism a "garbage-can model" of decision-making because it was basically irrational and seemed to offer a garbage can full of easy answers.  March & Simon themselves were critics of perfect rationality, and gave us such terms as "bounded rationality" and "satisfying" to explain the kinds of things managers have to settle for in

 Human Relations is also criticized for overemphasizing human needs at the expense of need for accomplishment or responsibility, or for organizational task and process.

Some of the postulates advanced by human relations theorists did not give the rise of derivations that were subject to empirical testing. According to Unde (2007) pointed out that the evidence is less conclusive with regard to the often assumed relationship between increase employee satisfaction and increased productivity and Human relations theories’ idea posed certain dilemmas without solutions offered.

Lindblom also studied the process of limited rationality, and said that Maoism can't figure out how to sort and value-rank competing employee needs relative to a particular problem. Therefore, it results in an incremental (slow, step-by-step) approach to innovation because a manager must act on compromises in

WEBER’ S THREE TYPES OF LEGITIMATE AUTHORITY WEBER’S

Weber defined authority as occurring when there is a probability that people will obey a specific command. He defined legitimate authority as occurring when people obey the authority because they regarded it as rightful. Difference between legitimate and illegitimate authority is crucial. In the former case people obey voluntarily. In the latter case obedience is crucial, whether voluntary or involuntary.

Traditional authority is legitimated by the sanctity of tradition. The ability and right to rule is passed down, often through heredity. It does not change overtime, does not facilitate social change, tends to be irrational and inconsistent, and perpetuates the status quo. In fact, Weber states: “The creation of new law opposite traditional norms is deemed impossible in principle.” Traditional authority is typically embodied in feudalism or patrimonialism. In a purely patriarchal structure, “the servants are completely and personally dependent upon the lord”, while in an estate system (i.e. feudalism), “the servants are not personal servants of the lord but independent men” (Weber 1958, 4). But, in both cases the system of authority does not change or evolve or traditional authority is an established belief in the sanctity of immemorial traditions.

Legal-rational and utilitarian authority, the belief in the legality of rules and in the right of those who occupy positions by virtue of those rules to issue commands “Commands” or Legal-rational authority is empowered by a formalistic belief in the content of the law (legal) or natural law (rationality). Obedience is not given to a specific individual leader-whether traditional or charismatic-but a set of uniform principles. Weber thought the best example of legal-rational authority was a bureaucracy (political or economic). This form of authority is frequently found in the modern state, city governments, private and public corporations, and various voluntary associations. In fact, Weber stated that the “development of the modern state is identical indeed with that of modern officialdom and bureaucratic organizations just as the development of modern capitalism is identical with the increasing bureaucratization of economic enterprise.

Charismatic authority attaches itself to a certain uniquely magnetic or inspiring leader and rests upon the devotion of his followers to his extraordinary sanctity, heroism or exemplary character as well as to the patterns of order revealed or ordained by him devotion “character” “him” or Charismatic authority is found in a leader whose mission and vision inspire others. It is based upon the perceived extraordinary characteristics of an individual. Weber saw a charismatic leader as the head of a new social movement, and one instilled with divine or supernatural powers, such as religious prophet.