Leadership5

History of Management

  • Total Quality Management (TQM)

    Total Quality Management (TQM)
    TQM focuses on improving the quality of an organization's products stressing that all of an organizations activities should be directed towards quality. TQM began the 1920s but in the 1930's the actual principles of control were developed by Walter Shewarth. Wescott, R. T. (2006). Certified manager of quality/organizational excellence. (3rd ed., pp. 303-04). Milwaukee: Quality Press. Retrieved from https://asq.org/learn-about-quality/total-quality-management/overview/tqm-history.html
  • Frederick Herzberg

    Frederick Herzberg
    Herzberg was an American psychologist that is most famous for introducing job enrichment and the Motivator-Hygiene Theory into business management practices. He was born in 1923 in Masschusetts. Frederick herzberg. (2014, February 05). Retrieved from http://en.wikipedia.org/wiki/Frederick_Herzberg
  • The Hawthorne Studies

    The Hawthorne Studies
    The Hawthorne Studies were develpoed by Enton Mayo and were meant to solve the mystery of how characteristics of the work setting afftects worker productivity. There were a series of studies done and the results were outstanding. The findings were what is now called the Hawthorne effect. Jones, G. R. (2014). Contemporary management. (8th ed., p. 51-52). New York: McGraw-Hill/Irwin.
  • Fayol's Principles of Management

    Fayol's Principles of Management
    Fayol's Principles of management are 14 principles that he believe were essential to the efficency of management practices. They were developed to help current and future managers develop a good idea of how one would manage. Jones, G. R. (2014). Contemporary management. (8th ed., p. 47). New York: McGraw-Hill/Irwin.
  • Hawthorne Effect

    Hawthorne Effect
    As a result of the Hawthorne studies the Hawthorne Effect came into play. The Hawthorne Effect says that managers behavior and leadership approach can affect workers' level of performance. Jones, G. R. (2014). Contemporary management. (8th ed., p. 51-52). New York: McGraw-Hill/Irwin.
  • Mary Parker Follet

    Mary Parker Follet
    Mary Parker Follet proposed that "authority should go with knowledge- whether it is up the line or down", meaning that whom ever it may be that has the knowledge should be the one in charge, workers or managers. Mary Parker Follet. (2014, 01 13). Retrieved from http://en.wikipedia.org/wiki/Mary_Parker_Follett
  • Walter Shewhart

    Walter Shewhart
    Shewhart was a young engineer when he brought together engineering, economics and business and developed "modern quality control". The field of quality control was really developed by this man, and is still used in today's systems. Ott, E. R. (1967). A tribute to walter a. shewhart. Retrieved from https://asq.org/about-asq/who-we-are/bio_shewhart.html
  • Clayton Alderfer

    Clayton Alderfer
    Clayton Alderfer is an American psychologist who further developed Maslow's Hierarchy of Needs. He was born in 1940 in Sellersville, Pennsylvania. Clayton alderfer. (2013, October 23). Retrieved from http://en.wikipedia.org/wiki/Clayton_Alderfer
  • Maslow's Hierarchy of Needs

    Maslow's Hierarchy of Needs
    The Hierarchy of Needs describes the five basic needs that motivate behavior. The five needs are self actualization needs, esteem needs, belongingness needs, saftey needs, and physiologial needs. Maslow believes that only one level of needs is motivational at a time. Jones, G. R. (2014). Contemporary management. (8th ed., p. 412). New York: McGraw-Hill/Irwin.
  • Abraham Maslow

    Abraham Maslow
    Although Abraham Maslow is a psychologist he was very important to the business world by developing the hierarchy of needs, in his 1943 paper titled "A Theory of Human Motivation". Cherry , K. (n.d.). What is self-actualization. Retrieved from http://psychology.about.com/od/theoriesofpersonality/a/hierarchyneeds_2.htm
  • Michael Porter

    Michael Porter
    Michael Porter is a Princeton graduate with a MBA from Harvard. He developed The Five Forces that Shape Stratgey in 1979 which were a "revolution in the stratgey field". Porter has been an influence on economic and business stratgies and has worked with other Harvard Business Professors in the study of these stratgies. Porter, M. E. (2008, January). The five competitive forces that shape strategy. Retrieved from http://hbr.org/2008/01/the-five-competitive-forces-that-shape-strategy/ar/1
  • Herzberg's Motivator-Hygiene Theory

    Herzberg's Motivator-Hygiene Theory
    This is a need theory that distinguishes between motivator needs and hygiene needs and proposes that motivator needs must be met for motivation and job satisfaction to be high. Jones, G. R. (2014). Contemporary management. (8th ed., p. 414). New York: McGraw-Hill/Irwin.
  • Equity Theory

    Equity Theory
    A theory of motivation that concentrates on peoples perceptions of the fairness at work, that is that everyone should be treated with the same amount of respect and dignity as the next. Jones, G. R. (2014). Contemporary management. (8th ed., p. 416). New York: McGraw-Hill/Irwin.
  • Theory X

    Theory X
    Theory X is a set of negative assumptions about workers that sys a managers task is to supervise closely and control their behavior. Jones, G. R. (2014). Contemporary management. (8th ed., p. 53-54). New York: McGraw-Hill/Irwin.
  • Theory Y

    Theory Y
    Theory Y is a set of positive assumptions about workers that says a manager's task is to create a work place that encourages commitment to organizational goals and provides opportunities for workers to be imagnative and exercise initiative and self-direction. Jones, G. R. (2014). Contemporary management. (8th ed., p. 54-55). New York: McGraw-Hill/Irwin.
  • Equal Pay Act

    Equal Pay Act
    The Equal pay Act is meant to make sure that men and women are paid equally in the workforce. That is men and women doing the same job should earn the same salaray or income. Although this is meant to prevent the unequal pay of men and women, it still happens. Jones, G. R. (2014). Contemporary management. (8th ed., p. 137). New York: McGraw-Hill/Irwin.
  • Title VII of the Civil Rights Act

    Title VII of the Civil Rights Act
    Title VII of the Civil Rights Act prevents employers from discriminating during the hiring process on the basis of race, religion, sex, color, or national origin. Jones, G. R. (2014). Contemporary management. (8th ed., p. 137). New York: McGraw-Hill/Irwin.
  • Age Discrimination in Employment Act

    Age Discrimination in Employment Act
    The Age Discrimination in Employment Act is meant to prevent employers from making hiring decision based on their age, if they are over 40. It also restricts manadatory retirement, so men and women can choose when they want to stop working. Jones, G. R. (2014). Contemporary management. (8th ed., p. 137). New York: McGraw-Hill/Irwin.
  • ERG Theory

    ERG Theory
    Alderfer's ERG Theory collapsed the five categories of needs into three universal categories. Those categories are existence, relatedness, and growth. Alderfer disagreed with Maslow by saying that the needs at more than one level can be motivational at the same time. Jones, G. R. (2014). Contemporary management. (8th ed., p. 414). New York: McGraw-Hill/Irwin.
  • Ethics in business

    Ethics in business
    Ethics became a big part of business in the early 1970s in America. By the mid-80s there were over 500 classes being taught about ethics in colleges across the country. When making a decision you must use ethics through your decision making process. There are three concepts to ponder while dealing with an ethical situation. 1. Legality 2. Fairness 3. Effectiveness. Business ethics. (February, 2014 05). Retrieved from http://en.wikipedia.org/wiki/Business_ethics
  • Pregnancy Discrimination Act

    Pregnancy Discrimination Act
    The Pregnancy Dricrimination Act is meant to prevent employers from discrimination against potential employees that may be pregnant or have other medical issues. Jones, G. R. (2014). Contemporary management. (8th ed., p. 137). New York: McGraw-Hill/Irwin.
  • The Five Forces Model

    The Five Forces Model
    The Five Forces Model helps managers focus on the most important competitive forces and potential threats in the external model. The five forces are the level of rivalry among organizations in an industry, the potential for entry into an industry, the power of large suppliers, the power of large customers, the threat of substitute products. Jones, G. R. (2014). Contemporary management. (8th ed., p. 240). New York: McGraw-Hill/Irwin.
  • Americans with Disabilities Act

    Americans with Disabilities Act
    The Americans with Disabilities Ave is meant to require employers to provide reasonable accomodation for employees or potential employees with disabilities to enable them to perform their jobs. Jones, G. R. (2014). Contemporary management. (8th ed., p. 137). New York: McGraw-Hill/Irwin.
  • Civil Rights Act

    Civil Rights Act
    The Civil Rights Act is meant to prevent employers from discrimination and it also allows the courts to award puniative damanges and back pay for cases of intention discrimination. Jones, G. R. (2014). Contemporary management. (8th ed., p. 137). New York: McGraw-Hill/Irwin.
  • Family and Medical Leave Act

    Family and Medical Leave Act
    The Family and Medical Leave Act requires employers to provide 12 weeks of unpaid leave for medical and family reasons. It also grants fathers to take paternity leave when he has a new child. Jones, G. R. (2014). Contemporary management. (8th ed., p. 137). New York: McGraw-Hill/Irwin.