Evolution of Management Theroies - Part I

 

  

THE SCIENTIFIC MANAGEMENT

• Scientific management theory arose in part from the need to increase productivity. 
• In the united states especially, skilled labor was in short supply at the beginning of the     twentieth century.
• The only way to expand the productivity was to raise the efficiency of workers. 
• Therefore ,Fredick W.Taylor,Henry Gantt,and Frank and Lillian Gilberth devised the body of principles known as Scientific management theory

 

 

 

   

Contributions of scientific management theory

• The modern assembly line pours out finished products faster than Taylor could ever imagined. 
• This production "Miracle" is just one legacy of scientific management . 
• In addition its efficiency techniques have been applied to many task in non industrial organizations ranging from fat food service to the training of surgeons. 

 

Limitations of scientific management theory

 

• Although Taylor's method led to dramatic increase in productivity and higher pay in number of instance . 
• Workers and unions began to oppose his approach because they feared that working harder or faster would exhaust whatever work was available Causing layoffs.

 

 

THE BEHAVIORAL SCHOOL

 

The behavioral school emerged partly because the classical approach did not archive sufficient production efficiency and workplace harmony.

•  To ‘managers’ frustration, 
• People did not always follow predicted or expected patterns of behavior. 
• Thus there was increased interest in helping managers deal more effectively with a people side of their organizations.

 

 

 

 

Several Theorists tried to strengthen with a people side

• Of their organization theory with a insights of sociology and psychology. 
• The human Relations movement 
• Human relations is frequently used as a general term to describe the ways in which managers interact with their employees. 
• When "employee management" simulate more and better work ,the organization has a more and better work,the organization has effective human relations 
• when morale and efficiency deteriorate, its human relations are said to be ineffective . 
• The human relations movement arose from early attempts to systematically discover the social and psychological factors that would create effective Human reaction.

 

 

THE CONTINGENCY APPROACH

 

 

The contingency approach some times called (situation approach) was developed by the managers, consultants and researchers who tried to apply the concepts of the major schools to the real life.

 

 

 

• when methods highly effective in one situation failed to work in other situation. 
• They sought an explanation.
• why for example did an organization development work brilliantly in one situation and fail miserably in another.
• advocates Of the contingency approach had a logical answer to such question. Result differ because
• Situation differs. a technique that work in one case will not work in other.
• According to the contagious technique the managers job is to find which technique will in a particular situation, under particular circumstances and at a particular time.
• Best contributes to attainments of management goals, where workers need to encourage increasing productivity.
• For example a classical theorist may prescribe a new work simplification scheme.
• The behavioral scientist may instead seek to create a psychologically motivating climate and recommend.
• some approach like job enrichment the combination of tasks that are different in scope and responsibility and allow the worker greater autonomy in making decisions
• but the manager trained in the contiguous approach will ask
• which ties the recourse are limited, work simplification would be the best solution,
• However skilled workers driven by pride in their abilities. a job enrichment program might be more effective. 
• The contingency approach represents an important turn in management theory, but it portals each set of organization relationship in its unique circumstances.