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F.W. Taylor and The Scientific Management Theory
Best known for defining the techniques of scientific management Taylor came up with 4 principles of management to make production more efficient. -
Authority Redefined through Bureaucracy
The Theory of Bureaucracy was established at the turn of the century by Max Weber. This was during the heart of the industrial revolution creating newer styles of managment. Through identifying the practice of authority Weber with this theory helped to turn Germany into becoming a major world power. The theory of Bureaucracy was based off of 5 principles that established what authority was and how it affected workers and production. -
Andrew Carnegie and Steel
Though not a specific date, by early 1900 Andrew Carnegie by streamlining production with new developements brought the price of steel to $12 a ton from $135 a ton. Even though the price was so low the venture was still highly profitable. By using low cost as a opportunity Carnegie effectively put all other steel producers out of business. This success was put under some scrutiny, Carnegie lengthened work days from 10 to 12 hours and 6 days a week and his workers were some of the lowest paid. -
Gilbreths Redefine Efficient Task
Although I could not find an exact date, during the early 1900s the Gilbreths focused their efforts on finding ways of performing working tasks in more efficient manner. They did this by (1) watching and recording an action and breaking it down into it's most basic steps. (2) finding better ways of performing the base component action. (3) Rearranging the actions into a more efficient action as to make it less costly in time and effort. -
The Work of Mary Parker Follett
Known for her writing that seemed to somewhat contrast F.W. Taylors theories. While he made the point that management should make the decisions about how a job should be done. She made the argument that those working in the field doing the jobs should be allowed to participate in analysis, in a way being an expert. She pushed towards the humanistic element of management and noted it's importance. -
Lawrence Textiles Strike
This is a very important moment Between Labor Unions and the American Government. Most strikes to this point would yield little to no response, but this was a different type of strike lasting nearly 3 months and required the use of the National Guard to help settle unrest in Massachusetts. It was a real insight to working conditions and the huge affect Unions would play in the future. -
Henry Ford and Fordism
After working on perfecting the assembly line Ford Revoltionizes manuftactoring. Facing unbelievebly high turnover rate, however, Ford focuses on Employees and what can be done to keep them in their positions he moves the work day from 9 to 8 hours and increases pay to 5.00 a day. Much attention was given to workers almost too much. Managers would excercise rights that today would seem unacceptable in the work place and would eventually lead to more changes in the history of management. -
Fayol's 14 Principles of Management
In 1916 Fayol wrote an article with his concept of his management including his 14 principles of management. This came out around the same time as F.W. Taylor and his Principles of Scientific Management. These are the groundwork for research in management in the future and are still referenced today by many different researchers. -
Hawthorne Effect
Research began in order to see how enviromental factors of different working conditions helped or took away from effiency and how these different factors also affected worker behavior. It was one of the very first of it's kind in the study of worker behavior. Many discoveries were made one of which was how workers related to the management above them. (Cited in Word Document) -
Unions and the New Deal
Although the formation of unions had been around for nearly 100 years Unions seemed to be gaining strength and in a important time in American history were being given rights to -
Maslow's Heirarchy of Needs
Abraham Maslow reshaped worker needs in 1945 with the introduction of this theory, Which is still used today. It pertains to 5 different needs that all people need.
1) Physiological- Physical needs of food, water, shelter
2) Safety- Protection both mental and physical
3) Social- Need for belonging
4) Esteem- self- respect needs
5) Self actualization- self fulfillment, self potential. -
Weber and Fayol Translated
Weber and Fayol's works were finally translated in the late 1940s. This would lead to the Behavioral Management Theory. Althought their work was years later. Their work actually was the groundwork to something very important in Behavorial Management. Many others would reference them now and in the future as well. -
AFL- CIO
The formation of the largest combined union forces came into affect in 1955. Unions were now much larger and much more organized, this being the group that oversaw much of the union activity in the United States. -
X and Y
Theory X and Y were developed by Douglas McGregor in the 1960s were used to identify differences in mangement styles. Theory X, in basics, being that management assumes employees are inherently lazy and can and will avoid work inherently. Theory Y assumes that workers have ambition and are not bad workers, but need the right factors or motivation to work properly. (Cited in Word Document) -
Open-Systems View
Open systems was a theory developed in the 1960s that helped to determine orientations of businesses in regard to how open they are to their external enviroment and turn that into goods and services. A closed system on the other hand is self contained and is not affected by it's external forces. -
Contigency Theory
Created in the 1960s by Tom and G.M. Stalker in Britain and Paul Lawrence and Jay Lorsch in the US. The basic idea is that there is no one best way to organize. Making the assumption, also, that the characteristics of the external enviroment makes changes and affect how different organizations form and organize. Changes how leadership is changed and developed in certain situations. (Cited in Word Document) -
Equal Pay Act
This requred men and women to be paid equally if they are perfoming equal work. This was just the beginning of many legislations that would shape how managers would have to work with employees. -
Title VII of Civil Rights Act of 1964
Title VII applied protection to people from employment discrimination. The bases included race and color, nationality, sex and religion. This applied to employers with 15 or more employees and ranged from goverment entities to privately owned businesses. -
Equal Employment Opportunities Act of 1972
This Act was used to expand the protections of Title VII it gave power to the Equal Employment Opportunity Commission (EEOC) and gave the ability to sue in the United States if these rules were not being upheld. The crackdown would once again lead to careful hiring practices by companies and strict adherence to policies already implemented. -
Pregnancy Discrimination Act
Like legislation before, this act was used to help those who were being discriminated against. Particualarily women who seemed to be under represented in the work force. This allowed women to sue if they were discriminated against due to pregenancy or time needed for childbirth or related medical issues. -
Peters and Waterman's Excellent Companies
In the early 1980s Tom Peters and Robert Waterman identify 62 companies that they considered to be great performing organizations in the US. During their study they found that companies that were successful seemed to follow three sets of management principles. -
TQM Identified
Although around for years, the term "Total Quality Management" was coined by the US Navy in reference to their style of management. -
Americans with Disablities Act.
Yet another act made to protect the rights of employees came into place in 1990s. This act would play off the already in place Title VII from 1964. It gave even more rights to those in need giving those with disabilities the ability to have and equal opportunity at a job. Management once again would adapt to this by following legislature and making sure that those with the best qualifications were hired regardless of any disability both physical or mentally. -
Family and Medical Leave Act
This act required that Employers provide 12 weeks of unpaid leave for medical and family reasons, including paternity and illness of a family member. -
NAFTA
With the European Union busting down it's trade barriers in Europe the US did something in a fairly similiar fashion with the North American Free Trade Agreement. This would be a huge movement into globalization and the need for diveristy practices in management.
