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Scientific Management Theory
At this time, most well known organizations and companies were large and industrialized. Careful measurement and specialization of activities were highly prized. The careful specialization of organizational tools. This was developed by Frederick Taylor. -
Hugo Munsterberg
Hugo Munsterberg was a German-American psychologist. He was one of the pioneers in applied psychology, extending his research and theories to Industrial/Organizational, legal, medical, clinical, educational and business settings. He published Psychology and Industrial Efficiency. This book focused on the psychology of workers and designing the workspace. He helped employers improve their hiring and promotional selections and also with the training and instruction of employees -
General Administrative Theory
This theory focused on designing an organization. It discovered whar constituted as good management and a formalized administrative structure. Henri Foye played a large roll in this theory by developing 14 administrative principals for organizational structure and management. General Admisistrative manage ment is concerned with the management and overall design of and organization. -
Scientific Management in American Industry
The Taylor Society publishes the Scientific Management in American Industry. This time was also known as Taylorism. The main purpose was to improve economic efficiency and labor productivity. -
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Bureaucratic Management Theory
Max Weber creates the Scientific Theory of Management with his bureaucratic management theory. This theory was aimed at dividing organizations into hierarchies and developing operating procedures for all tasks -
Elton Mayo
Elton Mayo begins to question behavioral issues in scientific management. The studies conducted by Elton Mayo are known as The Hawthorne Effect. The study was at the Hawthorne plant of the Western Electric Company in Cicero, Illinois. The study focused on physical and environmental influences of the workplace. -
Organization Development
Kurt Lewin otherwise known as the Father of Organization, created Research Center for Group Dynamics at the Massachusetts Institute of Technology. This center helped improve the field of Organization Development. This was used to help organizations achieve greater effectiveness, including improved quality of work life and increased productivity -
Systems Theory
The Systems Theory aided in understanding organizations and made a positive effect on management science. This theory considers both the scoial and technical aspects when creating and designing jobs. There were four main components to the Systems Theory, environment subsystem,social subsystem, technical subsystem, and organizational design -
Hierarchy of Needs
The Hierarchy of Needs is published in Abraham Maslow's book, Motivation and Personality. This theory shows the importance of gaining employees commitment to the company or organization. The models main focal points consist of self-actualization, esteem, self-transendence, aesthetic, safety, and cognitive. -
Frederick Herzberg
Frederick Herzberg developed a list of factors that focused on Hygiene and Motivational Factors. Herzberg found that cleanliness must be implimented in the workplace before any motivational factors are introduced. -
Fiedler Contingency Model
The Fiedler Contingency Model was created by Fred Fiedler in the mid-1960s. This model showed that there is no one perfect form of leadership. Managers must access all aspects of the current situation in order to make the best decision for all involved. This resulted in leadership style and situational favorableness. -
Douglas McGregor
Douglas McGregor devoloped both Theory X and Theory Y. These theories discuss lower-order and higher-order needs. Theory X discusses the role of a manager in terms of cotrol and push employees. Theory Y dicusses the role of the manager and how to motivate, develop, and guide employees to the current goals -
Action Learning
Action Learning was first introduced by Kurt Lewin in the 1940's but Reginald W. Revans went into a more in-depth look at action learning. Action learning is the process of learning while getting a job done and reflecting on the job. It is centered around finding solutions and problem solving. -
Robert Blake and Jane Mouton
Robert Blake and Jane Mouton created what is called the Management Grid. The Management grid was a model that used two axis to show management styles and relations. The model focuses on a manager's concern for task and the concern for people to predict leadership outcomes. -
Civil Rights Act
The Civil Rights Act made it illegal to discriminate on the basis of sex as well as race in hiring, promoting, and firing. The Act created equality in the workplace and gave those of different races and sex the same opportunity in any organization. -
Situational Leadership
Paul Hersey and Ken Blanchard created the Situational Leadership theory in 1977. This theory was based on supervision and arousal. The theory shows how supervising or directing effects an employee. Terms like over-supervion and under-supervision were developed. The theory also shows how the importance of arousal and support are to employees. The amount of support a manager gives will either raise or lower the employees arousal. -
Performance Technology
In 1978, Tom Gilbert published Human Competence: Engineering Worthy Performance. Gilbert described the bible of performance technology. he showed how accomplishments are vital to performance requirements and help shape performance standards. Performance technology helped managers describe the measurement of importance to an organization. -
Ethics
A fire burned Malden Mills to the ground and made around 3,000 people unemployed. Aaron Feuerstein, the CEO of Malden Mills, spent millions to keep the recently unemployed on the payroll with three months of benefits. Ethics are the moral principles that govern a person's or group's behavior. This is where ethics came about in the workplace. -
Human Relations Movement
Due to the earlier theories, government regulations and unions paid more attention to the individual worker and their skills. the belief that if the individual worker prospered than the organization would prosper as well. Human Resource centers were introduced to organizations due to these theories. Human Resource Centers are around now to this very day. -
Peter Senge and The Learning Organization
Peter Senge focused on topics concerning the learning organization. The learning organization focused on developing, adapting and transforming itself in response to the needs and aspirations of people, both inside and outside itself. It allows people at all levels, individually and collectively, to continually increasing their capacity to produce results they really care about.