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Industrial Revolution
The beginning of the Industrial Revolution started to bring rapid changes economically and socially, but also shed a light on how important a manager's role should be in a business. With these extreme changes in economics, a manager’s role had to be more extreme in order to keep up with the booming industries. New and advanced business techniques started to take place because of the industrial revolution. -
Scientific Management
A theory that has a main goal of improving economic efficiency. It aimed at higher productivity among workers by simplifying and optimizing jobs. This was one of the earliest attempts to combine science and management. -
Hawthorne Studies
The Hawthorne studies were studies focused on seeing what aspects of the environment affected workers the most. Workers were observed to see if they would change their behaviors due to the fact that they had someone watching them work. It was concluded that people in fact change their behavior when being observed. -
Theory of Human Motivation
Abraham Maslow published a paper called A Theory of Human Motivation, this paper explained that people have five sets of needs. These five sets of needs are called the Hierarchy of needs. This is a theory indicating different needs that can dictate an individual's behavior. The needs in this theory are physiological needs, safety needs, love and belonging needs, esteem needs, and self actualization needs. -
Management by Objectives
Peter Drucker published the book “The Practice of Management” and popularized the term “management by objectives” (MBO) This theory essentially says that having specific objectives and goals is what makes a company successful. Having specific objectives helps keep an outline for employees to work towards. He also placed high importance for a manager to have decentralization in order to keep a workflow. -
Theory X and Y
Douglas McGregor developed two contrasting theories explaining managers' beliefs on what motivates their employees, these were named Theory X and Theory Y. Theory X is the theory that people dislike work, do not want to work, and are unmotivated. Theory Y contrasts Theory X, Theory Y explains that people are self motivated, enjoy work, and enjoy the daily challenge of work. Both of these theories are motivational theories. -
Fiedler Contingency Model
The Fiedler Contingency Model was created by a scientist who studied personality and characteristics of leaders named Fred Fiedler. This theory is based on the idea that you should change the way you manage depending on the circumstances. It reveals that there is no best or right way to manage an organization; instead, the way you manage is dependent on each situation. -
Engineering Worthy Performance
It describes the behavioral-engineering model that became the bible of performance technology. Gilbert wrote that accomplishment specification is the only logical way to define performance requirements. Accomplishments are the best starting points for developing performance standards. In addition, accomplishments are the best tools for the development of performance-based job descriptions as they allow management to describe the measurement that is important to the organization. -
Learning Organization
Peter Senge popularized the Learning Organization in The Fifth Discipline: The Art and Practice of the Learning Organization. He describes the organization as an organism with the capacity to enhance its capabilities and shape its own future. -
Drive Theory
Drive Theory has been brought up and this states that instead of motivating workers through rewards, having self fulfilling rewards and responsibilities can motivate employees to keep working. Things such as mastering skills, autonomy, and just purpose for working causes working citizens to keep motivation to go to work.