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Principles of management
Management principles and their applications
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Scientific Management and Human Relations Movement
“Getting things done through people”, according to Mary Parker Follet (1941) is management. Management is said to have no fixed definition, but different authorities on management have different views on it.
There are many theories on management. The Classical Theory comprising Scientific Management of Taylor, Administrative Management of Fayol, Bureaucratic Organization of Weber. The Neo-Classical Theory includes the Human Relations Movement of Mayo along with others like Roethsilberger and Dickson and the Behavioural Schools of Maslow, McGregor, Herzberg, Argyris, etc. There also exists another theory known as the Modern Management Theory.
The aim of this essay is to bring out the differences and similarities between the theories of the Scientific School of Management Thought (Taylor et al - classical) and the Human Relations Movement (Mayo et al - neo-classical). The basis of contrast and comparison will be ‘the worker’ and the views of these schools of thought on handling and controlling the workforce as well as the workplace and the different ways in which they ‘get things done through people’.
Frederick Winslow Taylor (1856 – 1915, Philadelphia) was a trained engineer who advocated the concept of Industrial Efficiency. Taylor is known as the Father of Scientific Management and is regarded as one of the first most successful Management Consultants. He is most famous for his ‘Time and Motion Study’ and the ‘Piece Rate’ system that he introduced. ...
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Johnson. D - Management of Organizational Behaviour, Pearson Education,
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http://www.scribd.com/doc/4541824/Schools-of-Management-Thought
9. Web References -
http://www.business.ualberta.ca/yresgef/orga417/mayo.htm
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Douglas McGregor in his book (1960), The Human Side of Enterprise he proposed this theory, instead of descriptive labels he called it Theory X and Theory Y. These two theories were two extremes, thus the whole spectrum of possible behaviours in between. According to these theories, although the basic premise is that the management’s role is to assemble the factors of production, people and for the economic benefit of the organization, beyond this point these two theories takes diversion.
This essay will analyse the publication “Hawthorne, the myth of the docile worker, and class bias in psychology”, an article by Bramel and Friend (1981). It will subsequently go on to further critique six more academic articles that either support or disagree with the primary publication and demonstrate how the Hawthorne studies have influenced my perception on contemporary management functions and the employer-employee relationship.
Since the end of the 19th century, when factory manufacturing became widespread and the size of organisations increased, people have been looking for ways to motivate employees and improve productivity. A need for management ideas arise which lead to classical contributors such as Frederick Taylor and Henri Fayol generating management theories such as Taylor’ Scientific Management and Fayol’s Administrative Management. In the late 1920’s and early 1930’s the Hawthorne studies were conducted where Elton Mayo was the predominate figure and contributed to the Behavioural viewpoint. This brought about a Human Relations Movement which included Douglas McGregor’s Theory X and Theory Y approach. Similarities and differences can be found between the theories due to the relevant time period they were implemented, the motives or goal of the theory and how they view organisations. However the use of contingency theory can help negate the dissimilarities which occur as it allows the relevant elements from each theory to be applied to specific situations.
Holloman, C. (1974), “What McGregor Really Said”, Business Horizons, Vol. 78, No. 1, pp. 17 Issue 6, p. 87 – 92. Karlöf, B. & Lövingsson, H. (2005), The A to Z of Management Concepts and Models, Thorogood, London. Kermally, S. (2005), Gurus in People Management, Thorogood, Sydney.
Frederick Taylor was the son of successful lawyer in Philadelphia where he attended the Phillips Exeter Academy with the hopes of attending Harvard, but was denied the opportunity due to an eye issue caused by night studying. Instead of going to college, Taylor entered an industry as an apprentice machinist at the Enterprise Hydraulic Works in Philadelphia. He also continued the activities typical of his upper class status, such as playing tennis and cricket. Frederick Taylor was known for always being different. He annoyed his playmates by insisting on elaborate and strict rules for each game they played. In anything Taylor pursued, he exhibited a frenzy for order, discipline, and optimization (Nath 4). His idea of Taylorism which is the production efficiency method that breaks every action, job, or task into small and simple segments which can be easily examined and taught came from his experience from working as an unskilled laborer, his theory is still used in today but the thought of whether it is helpful or not is an opinion everyone has a different view on.
Vary, David. "Brief history on the Scientific Revolution." New York Times 02 Feb. 1990: 12B
Today’s era of business world adapts to everything new but these modern concepts are an indirect tribute to the theories produced by Taylor, Fayol, Mayo and Weber. Taylor’s Scientific management theory is one such example which has become such an important aspects of modern management that it feels unbelievable that his concepts were a part of the history. It is falsely assumed that as the society progresses, the older theories tend to lose their importance. The thing to be noted here is that these theories are based on basic human needs which do not change with time; the thing that changes is the method to fulfil those needs. Investigating earlier management theories is important because these theories are less complex and provide immediate solution to the problems. These theories basically help us to go to the root of the problem and understand its complexity. The better understanding we have about the problem, the easier it is to accomplish the objectives of the company. The following essay states the importance of the Taylor’s Scientific management theory and how it is implemented even today in the business world.
The most important of these characters, of course, being Frederick Winslow Taylor. As Taylor grew up, he quickly became a prominent name in the steel industry even creating his own steel tempering process called the “Taylor-White Process”. He also is credited for many other steel tool discoveries, however, he was most known for his shop management skills which would later translate into Taylorism. While working, Taylor noticed many employees were not working at full capacity. Taylor came up with task management which would track the efficiency of the work being done. Taylor began experiments to measure the strength and time management of the employees. Taylor believe the quality of the work should come before the quantity of work. Taylor continued to preach his ideas until his death in 1915. Another major player in the Efficiency Movement and Scientific Management was Frank Bunker Gilbreth. Gilbreth began his career as a bricklayer, consequently, he began to notice the differences in techniques of his fellow coworkers. Gilbreth began to deduce which technique was most efficient through his observations. Later in life, Gilbreth created his own contracting firm with the motto of “Speed Work”. The company goals were to eliminate waste and improve efficiency. In 1907, Gilbreth met Frederick Winslow Taylor and became a proponent of Taylorism. In 1914 Taylor and Gilbreth formed
There are several theories that examine an organization and it’s approach to managing work in an effort to develop efficiency and increase production. Two classical approaches to management are Taylor’s scientific management theory and Weber's bureaucratic management theory. Both men are considered pioneers of in the study of management.
The classical school of organization theory dominated administrations from the early 1900’s well into the 1930’s, and it is still relevant today in many of the contemporary organization theories. Shafritz states that classical organization theory was the first theory of its kind, and serves as the foundation of other schools organization theory (Shafritz, Ott, & Jang, 2011, p. 32). Classical organization theory includes scientific management approach, bureaucratic approach, and administrative management approach. Several major theorists of classical organization were Adam Smith, Frederick Taylor, Max Weber, Henri Fayol, and Luther Gulick.
(Holt, 1999, p.137). The three greatest proponents of classical theory were Taylor, Fayol, and Weber. Each identifies detailed principles and methods through which this kind of organisation could be achieved. Taylor (1947) developed a systematic approach to called ? Scientific Management?, which focused on efficient production.
Hawthorne Studies have been subjected to many criticisms. Yet, the evolvement of many of the management theories today would not have come about without the experiments done by Elton Mayo. This essay will cover the various aspects of management that has been refined through the findings of the tests conducted and how improvements were made to aid in the development of organisational behaviour. It will also discuss the various studies and will show how these theories implement Hawthorne studies as the foundation and the basis of the human relations movement. It will also investigate the criticisms that arise within it.
Scientific management is a theory of management that analyzed and synthesized workflows. Its main objective was improving economic efficiency, especially labor productivity. It was one of the earliest attempts to apply science to the engineering of processes and to management. Its development began with Frederick Winslow Taylor in the 1880s and 1890s within the manufacturing industries. Its peak of influence came in the 1910s; by the 1920s, it was still influential but had begun an era of competition and syncretism with opposing or complementary ideas. Although scientific management as a distinct theory or school of thought was obsolete by the 1930s, most of its themes are still important parts of industrial engineering and management today.
The importance of Human Resource management is associated with the beginning of mankind. As the knowledge of survival had begun including safety, health, hunting and gathering, tribal leaders passed on the knowledge to their youth. However more advanced HRM functions were developed as early as 1000 B.C and 2000 B.C. Since the modern management theory took over, the working environment was transformed into a more friendly and safe work place. The workers were termed as most valuable resources. While some companies took the human side of employment seriously, there were others who did not find it mandatory. Hence they faced huge labor unions and factory shut downs (Henning, 2001).
In 1881, Taylor (pictured below) started his time study efforts. Taylor’s journey to this point was unusual. He came from a wealthy family and had chance to attend Harvard University, but instead started as an apprentice at a machine shop. Later he began his career at Midvale Steel Works as a laborer, and moved up to time clerk, journeyman, lathe operator, gang boss, and foreman of the machine shop. During this time Taylor became interested in the proper method to do the certain jobs and what was considered a fair day’s work for the men under his supervision. He also studied at night and obtained a mechanical engineering degree at this time. (Barnes, 1963)