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Scientific Management
Frederick Taylor decides to time workers at the Midvale Steel Company for their rated output. His view of the future becomes foretelling: “In the past man was first. In the future the system will be first.” - Frederick Taylor. In Taylor's scientific management approach, the managers were elevated in status, while the workers' roles were negated.The decisions of supervisors were no longer important.Employees were not allowed to have ideas or responsibility -
First Managment
Frederick Winslow Taylor was one of the earliest proponents of management theory. A mechanical engineer, he authored The Principles of Scientific Management in 1909. At its most basic, his theory proposed for the simplification of jobs. By keeping things simple, he argued, productivity would improve. It was called "The Principles of Scientific Management." -
Taylorism
Taylor's philosophy focused on the belief that making people work as hard as they could was not as efficient as optimizing the way the work was done. -
The Hawthorne Studies
The Hawthorne studies showed that people's work performance is dependent on social issues and job satisfaction, and that monetary incentives and good working conditions are generally less important in improving employee productivity than meeting individuals' need and desire to belong to a group and be included in decision making and work. -
Organization Development
Social scientist Kurt Lewin launches the Research Center for Group Dynamics at the Massachusetts Institute of Technology. His contributions in change theory, action research, and action learning earn him the title of the “Father of Organization Development:” the systematic application of behavioral science knowledge at various levels (group, intergroup, and total organization) to bring about planned change. -
Sociotechnical Systems Theory
A group of researchers from London's Tavistock Institute of Human Relations, led by Eric Trist, studied a South Yorkshire coal mine in 1949. Their research leads to the development of the Sociotechnical Systems Theory, which considers both the social and the technical aspects when designing jobs. It marks a 180-degree departure from Frederick Taylor's scientific management. There are four basic components to sociotechnical theory. -
Hierarchy of Needs
A theory of motivation developed by Abraham Maslow; holds that humans have five levels of needs and act to satisfy their unmet needs. At the base of the hierarchy are fundamental physiological needs, followed in order by safety, social, esteem, and self-actualization needs. -
Leadership/Management
It consist of 5 components:
Setting Objectives and Planning
Organizing the Group
Motivating and Communicating
Measuring Performance
Developing People (including himself or herself)
Leaders create vision, set a direction, and inspire and align people to accomplish goals. They build new relationships and structures. Managers plan, organize, budget, coordinate, control and execute activities within existing structures. Leaders focus on roles, while managers focus on functions. -
Theory X and Theory Y
Theory X and Theory Y are theories of human work motivation and management. ... Theory X explains the importance of heightened supervision, external rewards, and penalties, while Theory Y highlights the motivating role of job satisfaction and encourages workers to approach tasks without direct supervision. -
Performance Technology
The digitization of performance management not only provides more precise data but also positively influences management processes and strategic development. Technology-enabled performance management tools simplify the manager's evaluation process and turn employees into active participants in their review sessions.