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EVOLUTION OF
MANAGEMENT THOUGHTS
byDr. Sitansu Panda,
Associate Professor (HRM),
Siva Sivani Institute of Management .
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EVOLUTION OF MANAGEMENT
THOUGHTS
INTRODUCTION
Time, environment, old arts, youngscience
Schools of Thought
Historical PerspectiveCause and effect relationship
Old as mankind
Strong philosophical base
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PHASES
Classical period 1870 -1920
Neo Classical period 1920 -1950
Modern period 1950 -1988Globalization period 1988till date
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Classical Period
The Classical school of thought began around 1900and continued into the 1920s.
Traditional or classical management focuses onefficiency and includes bureaucratic, scientific andadministrative management.
Bureaucratic management relies on a rational set ofstructuring guidelines, such as rules and procedures,hierarchy, and a clear division of labor.
Scientific management focuses on the "one bestway" to do a job.
Administrative management emphasizes the flow of
information in the operation of the organization.
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Bureaucracy
Weber (1864-1920), known as the Father of Modern Sociology,analyzed bureaucracy as the most logical and rationalstructure for large organizations.
Bureaucracies are founded on legal or rational authoritywhich is based on law, procedures, rules, and so on.
Positional authority of a superior over a subordinate stemsfrom legal authority.
Charismatic authority stems from the personal qualities of anindividual.
Efficiency in bureaucracies comes from: (1.) clearly definedand specialized functions; (2.) use of legal authority; (3.)hierarchical form; (4.) written rules and procedures; (5.)technically trained bureaucrats; (6.) appointment to positionsbased on technical expertise; (7.) promotions based oncompetence; (8.) clearly defined career paths.
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Principles of Bureaucracy
1.Division of labour/ Degree of Specialization2. Hierarchy of authority and subordinate relationship
3. Governing of Rules4. An idealistic bureaucratAnalysis of the principles Bureaucracy is a formal system of organization.
A manager holds a position in an organization. Fromthis he derives authority. People should occupy their position based on
performance. Rules are to be followed impartially/neutrally without
any favouritism. This responsibility lies with themanager.
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SCIENTIFIC MANAGEMENT
Frederick Winslow Taylor known as the father ofscientific management.
Born in 1856 at Boston, Massacusetts.
Did his apprenticeship in Enterprise Hydrolic Workin Philadelphia.
Joined as a labourer in Midvale Steel Company.
He rose to the position of Chief Engineer by virtueof his intelligence.
He worked as a General Manager in ManufacturingInvestment Company in Philadelphia where hepropounded the concept of Scientific Management.
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Background to the Development of
Scientific Management
During the later part of 19th Century.
Industrial Revolution to the maturity stage.
American business and industry substantiallyexpanded.
New managerial class.
Simple day-to-day problems to complicated
problems. Needed comprehensive and integrated approach
to manage industry.
Different studies conducted giving rise to different
thoughts
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Earlier stage of industrialization
Workers inefficient
Less commitment
Improving efficiency
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contributors
Henry R. Towne (1844-1924)
- Wrote a paper entitled The Engineer asan Economist.
Term Scientific Management was
coined by Louis D. Brandies. Charles Babbage (1792-1871)
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F.W. Taylors contribution
First paper entitled A Piece Rate System
Another paper Shop Management Paper wrote On the Art of Cutting Metals
Widely known book entitled,
Principles and Methods of ScientificManagement.
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Taylors Concept of Scientific
Management
Collaboration between management and workersthrough the application of scientific methods.
Four principles:
Daily Defined Task
Standardized Working Conditions
Reward for Success Penalty for Failure
Later on he modified the principles.
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Causes Behind Problem
WorkersLaziness
Slower in production -pace to support followworkersUnilaterally follow unions wage demandAvoid rate-cutting
ManagementFair days work-unknownManage by Thumb and IntuitionHighly AuthoritarianOnly weapon rate cutting
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Remedial measures
Technology oriented
Time & Motion studyWork Study
Method Study
Innovation of tools
and Techniques
Worker Oriented
Skill developmentRequisite training
Right Selection
Proper placement
Money is the solemotivator
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Basic Concepts
Development of a true science of Work
Scientific Selection and Training of Workers Equal Division of Work Between
management and workers
Co-operation between management andworkers
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CRITICISM OVER TAYLORISM
Economic perspective only
Individual oriented e.g. Schmidth case
Money only lubricant, men cogs in machine Marx Labour Value Theory denied
Rabble Hypothesis
Anti-unionism
Conflict Maximising approach
Functional foremanship Dragged to court of law (1911)
APPRECIATION
Innovation
Relevant in Globalized World Human Engineering
Money motivates to certain extent
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Administrative Management
Administrative management emphasizes themanager and the functions of management.
Henri Fayol (1841--1925), known as the Father ofModern Management, was a French industrialistwho developed a framework for studyingmanagement.
He wrote General and Industrial Management.
His five functions of managers were plan, organize,command, coordinate, and control.
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Henri Fayol 14 Principles
His fourteen principles of management included
1.Division of work,
2.Authority and responsibility,
3.Discipline,
4.Unity of command,
5. Unity of direction,6. Subordination of individual interests to general
interests,
7.Remuneration of personnel,
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14 Principles contd.,
8.Centralization,
9. Scalar chain,10.Order,
11.Equity,
12.Stability of tenure of personnel,
13.Initiative, and
14.Esprit de corps (union is strength).
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Mary Parker Follett's concepts
Mary Parker Follett's concepts included theuniversal goal, the universal principle, and the Law
of the Situation.
The universal goal of organizations is anintegration of individual effort into a synergisticwhole.
The universal principle is a circular or reciprocalresponse emphasizing feedback to the sender (theconcept of two-way communications).
Law of the Situation emphasizes that there is no
one best way to do anything, but that it all depends
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HUMANRELATIONS
THOUGHT
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Elton Mayo
Born in 1880 at Adelaide, Australia
Changed many professions
Travelled from Scotland to West Africa and back to Australia. Professor of Industrial Research at Harvard University
Graduate School of Business Administration in 1920.
Hawthorne Experiments conducted at the Hawthorne plant ofWestern Electrical Company during 1924-1932.
Influenced by the writings of the psychologists, Pierre Janetand Sigmund Freud.
Study combination of psychology, physics, economics,physiology to focus behaviour of workers.
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HUMAN RELATIONS THOUGHT
Elton Mayo and associates, George Pennock
Prof. Harvard Business School
Between World War-I and II
To address industrial problems
VENUE AND AREA OF CONCERN
Philadelphia textile Mills
Mule spinning Department
Hawthorne plant, Chicago
Industrial Cities, USA
Aching foot, decreased production
Situation morbid
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SERIES OF EXPERIMENTS
I. Illumination Experiment Production disproportionatelyincreased
II. Relay Assembly Test 6 girls, Relays assembled, Informalfriendly, Lacking supervision, Dignity, facilities, production 2800to 3200 Unit
Control room 3400 Unit (Contrast)
III. 2nd Relay Assemble Test
Mica Splitting test
III. Mass Interviewing Programme Hypothesis (a) Group Teamspirit (b) Workgroup can become social (c) Lacking supervision-Cheesiness
IV. Personal Counselling Morale, ethics, Group effort
V. Bank wiring test Informal group vital factor, conflict,cooperation, coordination, compromise, accommodationacculturisation
Money could not motivate
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BEHAVIOURAL THOUGHT
Douglas McGregor
Contributing disciplines psychology, medicine,Law, Political Science, Sociology
Background
Cohesive groups produce less
Causes explored
Behaviour, motivation
Stimulus Response
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SYSTEMS THOUGHT
Input, Output, Through put
FOS ISS SS
Factors, Sub-factors,
Micro level to Macroperspective
Behavior Studied, Controlled ,modified,
predicted OB people, perception, personality, morale
OB Tools, OD Technique
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IN
DIV
IDUAL
As economic Scientific schools
Social perspective Human Relationschool
Psychological perspective Behavioral
school
Multidiscipline Systems school
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Management in the 21st century
Complex
Competition Challenges
Capable