Management with classical approachThe classical management approach professes the body of managerial thought based on the belief that employees have only economic and physical needs and that social needs and the need for job satisfaction or are not important. As a result, it advocates high specialization of labor, centralized decision making, and profit maximization. This is one of the oldest forms of approach as it began around the end of the 9th century, this approach is mostly used in industries and reflects the time it arrived alive. The classical approach imagines organizations as machines and its employees as parts of the machine whose main job was simply to show up and do their jobs. The classical approach tells us three things: • “Organizations are rational entities” • “Organization design is a science” • “People are economic beings” When it comes to human nature in the classical approach, it is believed that their emotions are irrelevant when they are at work and they work only for money as employees are only seen as nothing more than economic beings as their motivation to work is not for advancement in the workplace but only for money as they will seek to get the highest reward for a small work performance and they will use all the power or skills they have to achieve this. Employees can be trusted because they are lazy when it comes to work and will do anything to avoid working as long as possible. Therefore, job design must be structured to reduce the employee's skills and knowledge and to exploit management control. The role of managers using the classic management approach is to dictate what employees should do because they believe they know what. .... in the middle of the paper...... or at the top. In the classical approach, organizations were found to be rational entities as they believed that people worked solely for financial reward and that human fallibility was eliminated. The use of the hierarchical and vertical division of labor, according to Weber, made its way from the bottom of the bureaucracy. I believe each theory will benefit organizations at some point because they are strong and weak at the same time, thus combining both approaches to make it an effective solution. a better approach is appropriate, but since we are talking about workers' needs and values ​​being considered more important than those of the organization, then I argue that the management of human relations approach is superior to the classical management approach. Organizations must take into account the human element, otherwise the organization cannot move smoothly to achieve its specific objectives.