History or Human Relations

  • Robert Owen

    Robert Owen
    He figured out that treating workers better would increase productivity in the early 19th century. Robert reformed the workplace by not employing children and keeping his factory clean and sober. He made the slogan “Eight hours labour, eight hours recreation, eight hours rest” when pushing for limiting work days to eight hours
  • The Philosophy of Manufacturers - Andrew Ure

    The Philosophy of Manufacturers - Andrew Ure
    He published a book called “The Philosophy of Manufacturers” in 1835. It suggested that workers should get medical help, hot tea, good ventilation, and sick leave. He and Robert thought differently than most other bosses because most bosses imposed inhumane working conditions to their workers.
  • Knights of Labor

    Knights of Labor
    The Knights of Labor were founded in 1869 because human relations were a major issue in the early to mid 1800’s. The main reasons for founding the labor union was because of the bad working conditions and unfair treatment in workplaces. Unfortunately, most members quit in 1886 and the last members left in 1949.
  • Scientific Management

    Scientific Management
    Also called Taylorism, is the theory of management that analyzes and synthesizes workflow. Its development began with Frederick Winslow Taylor in the 1880s and 1890s within the manufacturing industries. The main objective was improving labor productivity. It was the earliest attempt to apply science to management.
  • Henri Fayo

    Henri Fayo
    Mining engineer that created the theory of business administration called Fayolism. He proposed that there are six functions of management and fourteen principles of management. He also wrote several mining articles on the heating of coal and the formation of coal beds. Fayol became managing director in 1888, when the mine company employed over 10,000 people,
  • Classical School of Manageme

    Classical School of Manageme
    This was developed during the Industrial Revolution in 1898 when many work related problems began to appear. Managers were unsure how to train employees or deal with dissatisfaction in their product. As a result they started testing to find the best way to do something, creating the classical school of management.
  • Frederick Taylor

    Frederick Taylor
    He and others created the movement called scientific management in the early 20th century. He is often criticized people some thought that he cared more about the production that the workers but, he is important to human relations because he proved how important humans are to the performance of organizations. His best known victory was the invention of the optimum shovel for steel mills.
  • Mary Parker Follett

    Mary Parker Follett
    Mary was known for her lectures and writings on human relations in the early 20th century. This is unique because she was part of the upper class and didn’t have a work-related background. She said that workers should be involved in decisions about them, the workplace is always changing, and that managers need to have positive relationships with workers.
  • Frank & Lillian Gilbreth

    Frank & Lillian Gilbreth
    Frank noticed 20th century while watching workers that no two workers did the same step in the same process. Using this knowledge, he improved brick-laying and increased productivity by telling the workers which way worked the fastest. Lillian also wanted to find the best ways to do work, but focused mainly on housework and more specifically, for the handicapped.
  • Optimum shovel - “One Best Way”

    Optimum shovel - “One Best Way”
    This was created by Fredrick Taylor in the early 20th century. He noticed that workers at a steel mill were using the same shovel for many different tasks that didn’t really make sense. He proposed that they get several shovels, each with the right size and weight to allow for maximum work.
  • Elton Mayo

    Elton Mayo
    His most important change he implemented was how the management looked at it’s workers by valuing them more than they were previously. Elton discovered that workers performed better when someone was paying attention to them. He also discovered information organization, which is the relationships that form naturally in a workplace in 1915.
  • Hawthorne Studies or Hawthorne effect

    Hawthorne Studies or Hawthorne effect
    The Hawthorne effect, studied by Elton Mayo in the 1920s, was to study the effects of physical factors on workers and their productivity. For example, They used the lights in the western Electric assembly plant to see if production would increase or decrease. In the end, they found out two things. First, workers were performing better when someone was paying attention to them. Second was the informal organization between the workers.
  • Group Dynamics

    Group Dynamics
    Group Dynamics is a system of behaviors and psychological processes occurring within a social group, or between social groups. The study of group dynamics can be useful in understanding decision-making behavior, tracking the spread of diseases in society, creating effective therapy techniques, and following the emergence and popularity of new ideas and technologies. Group dynamics are at the core of understanding racism, sexism, and other forms of social prejudice and discrimination. These appli
  • Max Weber - bureaucratic organizations approach

    Max Weber - bureaucratic organizations approach
    He believed that career advancement should be judged by a group of people, not just one individual. He believed in the classical form of management. Most of his ideas were inspired from the Industrial Revolution. He also noticed the problems caused when bosses used favoritism in 1927
  • Wagner Act

    Wagner Act
    Three-member National Labor Relations Board (NLRB) with the power to protect the rights of most workers to form unions. It also lets workers engage in collective bargaining for better terms and conditions at work and take collective actions including strikes if necessary. Wagner's Bill passed the Senate in May 1935, cleared the House in June, and was signed into law by President Roosevelt on July 5, 1935. A new national labor policy was born.
  • Carl Rogers

    Carl Rogers
    Carl R. Rogers is known as the father of Client-Centered therapy in 1940-1950. Throughout his career he dedicated himself to Humanistic psychology and is well known for his theory on personality development. He began developing his Humanistic concept while working with abused children. starting in the late 1950s.
  • Eric Berne

    Eric Berne
    Eric was a Canadian Psychiatrist best known as the creator of Transactional analysis and the author of game people play starting in the late 1950s. Game people play: psychology of human relationships a bestselling 1964 book. Since its publication it has sold more than five million copies
  • Transactional Analysis

    Transactional Analysis
    Transactional Analysis is an integrative approach to the theory of psychology and psychotherapy. it is described as integrative because it has elements of psychoanalytic, humanist and cognitive approaches. Transactional Analysis was first developed by Canadian-born Us psychiatrist Eric Berne, starting in the late 1950s.
  • W. Edwards Deming

    W. Edwards Deming
    William Edwards Deming was an American engineer, statistician, professor, Author, lecturer, and management consultant. He is best known for his work in Japan after WWII, particularly his work with the leaders of Japanese industry which began in August 1950 at the Hakone convention Center in Tokyo with a now seminal speech on what he called Statistical Product Quality Administration, which many in Japan credit with being the inspiration for what has become known as the Japanese post-war economic
  • Douglas McGregor

    Douglas McGregor
    He was a management professor at the MIT sloan school of management and president of the Antioch college. Mcgregor wrote a book the Human side of enterprise in 1960 when identified an approach of creating environment within which employees are motivated via authoritative, direction and control or integration and self-control, which he called Theory X and Theory Y.
  • Theory X and Theory Y

    Theory X and Theory Y
    Douglas McGregor in his book, "The Human Side of Enterprise" published in 1960 has examined theories on behavior of individuals at work, and he has formulated two models which he calls Theory X and Theory Y.
    McGregor had identified Theory X and Theory Y differently for the basic characteristics of what these theories represent. Theory X assumptions are that individuals dislike their careers. Theory X people have to be supervised. As for Theory Y assumptions are that individuals like their car
  • Conflict Management

    Conflict Management
    Conflict management is the process of limiting the negative aspects of conflict while increasing the positive outcomes, including effectiveness or performance in organizational setting. properly managed conflict can improve group outcomes. No supervisors spend more the 25% of their time on conflict management, and managers spend more than 18% of their time on relation employee conflicts. this has doubled since the 1980s.
  • Total Quality Management (TQM)

    Total Quality Management (TQM)
    Total quality management consists of organization-wide efforts to install and make permanent a climate in which an organization continuously improves its ability to deliver high-quality products and services to customers. While there is no widely agreed-upon approach, TQM efforts typically draw heavily on the previously developed tools and techniques of quality control. TQM enjoyed widespread attention during the late 1980s and early 1990s before being overshadowed.
  • ROWE - Results Only Work Environment-last

    ROWE - Results Only Work Environment-last
    A human resource management strategy co-created by Jody Thompson and Cali Ressler wherein employees are paid for results rather than the number of hours worked.Cali and Jody, who originally proposed the strategy at Best Buy., have since started a consulting group called CultureRx.ROWE tries to give managers the tools to define goals which can be clearly met or unmet by the results of individual contributors working for that manager. This focus on met or unmet results allows significant freedom