Practices and Perspectives on Management

[Music]

studying history doesn't mean merely

arranging events in chronological order

it means developing an understanding of

the impact of societal forces on

organizations studying history is a way

to achieve strategic thinking see the

big picture and improve conceptual

skills this course illustrates the

evolution of significant management

perspectives over time the timeline

reflects the dominant time period for

each approach but elements of each are

still used in organizations today

management practices and perspectives

vary in response to social political and

economic changes in larger society let's

first look at management approaches that

focus primarily on production and

efficiency the things of production

later we'll examine management

approaches that focus on human needs the

humanity of production remember this

managers are always on the lookout for

new techniques and approaches to meet

shifting organizational needs looking at

history gives managers a broader

perspective for interpreting and

responding to current opportunities and

problems and finally management and

organizations are shaped by forces in

larger society the classical perspective

of management takes a rational

scientific approach to management and

seeks to turn organizations into

efficient operating machines the

practice of management can be traced to

3,000 BC - the first government

organizations developed by Sumerians and

Egyptians but the formal study of

management is relatively recent the

early study of management as we know it

today with what is now called the

classical perspective the classical

perspective on management with a primary

focus on the things of production

emerged during the 19th and early 20th

centuries the factory system that began

to appear in the 1800's post challenges

that earlier organizations had not

accounted problems arose din tooling the

plants organizing managerial structure

training employees scheduling complex

manufacturing operations and dealing

with increased labor dissatisfaction and

resulting strikes the classical

perspective contains four sub

each with a slightly different emphasis

scientific management bureaucratic

organizations administrative principles

and management science scientific

management emphasizes scientifically

determined changes in management

practice as the solution to improving

labor productivity in the late 1800s

Frederick Winslow Taylor became known as

the father of scientific management he

proposed that workers could be retooled

like machines their physical and mental

gears recalibrated for better

productivity improving productivity

meant that management itself would have

to change and further that the manner of

change could be determined only by

scientific study scientific management

is considered one of the most

significant innovations influencing

modern management the bureaucratic

organizations approach emphasizes

management on an impersonal rational

basis Max Weber

introduced elements such as clearly

defined Authority and responsibility

formal record-keeping and separation of

management and ownership during the late

1800s many European organizations

managed on a personal family like basis

employees were loyal to a single

individual rather than an organization

or its mission the dysfunctional

consequence of this management practice

was that resources were used to realize

individual desires rather than

organizational goals employees in effect

owned the organization and used

resources for their own gain rather than

to serve customers Weber envisioned

organizations that would be managed on

an impersonal rational basis this form

of organization was called bureaucracy

the administrative principles approach

focuses on the total organization rather

than the individual worker and

delineates the management functions of

planning organizing commanding

coordinating and controlling Henry fáil

and Charles Clinton Spaulding were major

contributors to the administrative

principles approach fail outlined

fourteen general principles of

management several of which are part of

management philosophy today another more

recent management approach that falls

within the classical perspective is

management science

management science uses mathematics

statistical techniques and computer

technology to facilitate management

decision-making particularly for complex

problems management science became

popular based on its successful

application in solving military problems

during World War two three subsets of

management science our operations

research operations management and

information technology moving on to the

humanistic perspective which emphasizes

understanding human behavior needs and

attitudes in the workplace the

humanistic perspective on management

with a primary focus on Humanity of

production emphasizes the importance of

understanding human behaviors needs and

attitudes in the workplace as well as

social interactions and group processes

there are three primary subfields based

on the humanistic perspective the human

relations movement the human resource

perspective and the behavioral sciences

approach the human relations movement

was based on the idea that truly

effective control comes from within the

individual rather than from strict

control the school of thought recognized

and directly responded to social

pressures for enlightened treatment of

employees the early work in industrial

psychology and personnel selection

received little attention because the

prominence of scientific management then

a series of studies at Chicago Electric

Company which became known as the

Hawthorne studies changed all of that

the Hawthorne studies were a series of

research efforts that were important in

shaping ideas concerning how managers

should treat workers in the late 1920s

managers at Hawthorne works a large

manufacturer operating in Illinois ask

themselves this question are our

employees more productive in a well-lit

environment than they are in a poorly

lit environment to answer their question

managers at Hawthorne works hired some

consultants and commission to study

their findings were probably what you'd

expect well-lit lighting increased

productivity as did few other variables

such as having a clean works

allowing employees to build and work in

their own teams and having regular

breaks well these were the direct

findings of the Hawthorne studies none

of them were groundbreaking but research

used made another observation one that

led to an idea taught in nearly every

business textbook used in the last 70

years the conclusion was that changes in

the work environment could impact

productivity but those gains are only

short-term like any good researcher

would those working with Hawthorne works

scratch their heads and asked why the

answer became known as the Hawthorne

effect and it's the same principle that

leads most of us to slow down when we

see a cop on the road like a speeder

reacting to seeing a cop the

participants of the Hawthorne works

study changed their behavior because

they were receiving attention but once

the attention was gone they reverted to

their normal behavior the human resource

perspective maintained an interest in

worker participation and considerable

leadership but shifted the emphasis to

considering the daily tasks that people

perform the human resource perspective

combines perspectives from job design

and job tasks with theories of

motivation in the human resource view

jobs should be designed so that tasks

are not perceived as dehumanizing or

demeaning but instead allow workers to

use their full potential

two of the best-known contributors to

the human resource perspective were

Abraham Maslow and Douglas McGregor in

the mid 1900s Douglas McGregor became

frustrated with the early simplistic

human relations notions while president

of Antioch College in Ohio he challenged

both the classical perspective and the

early human relations assumptions about

human behavior based on his experiences

as a manager and a consultant his

training as a psychologist McGregor

formalized Theory X and Theory Y the

assumptions of Theory X include the

average human being has an inherent

dislike of work and will avoid it if all

possible and because of that dislike of

work most people need to be coerced

controlled directed or threatened with

punishment to get them to put forth

adequate effort

towards achievement of organizational

objectives finally the average human

being preferred to be directed wishes to

avoid responsibility and has relatively

little ambition and wants security above

all else the opposite assumptions of

Theory y include the expenditure of

physical or mental effort and work as

natural as play or rest the average

human being does not inherently dislike

work external control and the threat of

punishment are not the only means for

bringing about effort towards

organizational objectives a person will

exercise self direction and self control

in the service of objectives in which he

or she is committed the average human

being learns under proper conditions not

only to accept but seek responsibility

and finally the capacity to exercise a

relatively high degree of imagination

ingenuity and creativity in the solution

of organizational problems is widely not

narrowly distributed in the population

the behavioral sciences approach draws

from psychology sociology and other

social sciences to develop theories

about human behavior and interaction in

an organizational setting one specific

set of management techniques based on

the behavioral sciences approach is

organizational development known as OD

OD evolved is a field to improve

organizations health and effectiveness

through its ability to cope with change

improve internal relationships and

increase problem-solving capabilities

the techniques and concepts of OD have

since broadened and expanded to address

the increasing complexity of an

organization and its environment an OD

is still a vital approach for many

managers among the management approaches

we discussed in this presentation the

humanistic perspective has been the

strongest from the 1950s until today

renowned management thinker Peter

Drucker emphasized that the organization

is a social and human institution

Drucker revived interest in his call for

managers to involve and respect

employees

[Music]

you