Humans Relations Timeline by Virgil

  • Robert Owen Early 1771-1858

    Robert Owen Early 1771-1858
    Thought that if you treated workers better than productivity and,thus, profits. He introduced many reforms for the time such as stopping employing young children in his factory. He also encouraged his workforce to not get into drinking and bad activities. He simply did basic thing’s that would be thought of as common sense and said let’s do it.
  • Andrew Ure 1778-1857

     Andrew Ure 1778-1857
    He published a book called the Philosophy of Manufactures. This guy had the audacity to suggest that workers should have ventilation, medical help, and sick leave. Many workers around his time in both the United States and Europe were forced to face inhuman working conditions.
  • Henri Fayol 1841-1929

    Henri Fayol 1841-1929
    He started by writing articles in 1870 on coal mining. He then went on to help develop the principles of management. These were fourteen principles each important to work. There were divison of work labor, authority, discipline, unity of command, unity of direction, subordination of the individuals interest to general interest, remuneration, centralization, scalar chain, order, equity, stability, initiative, and team spirit or know as esprit de corps.
  • Frederick Taylor 1856-1915

    Frederick Taylor 1856-1915
    He helped to begin a movement called scientific management. He showed just how important the human element was in the performance of any organization. Although he is usually criticized now days for caring more about productivity than people. His big ideas were managers to carefully select and train workers for specific tasks. Managers should also try to motivate the workers. He also created the optimum shovel which helped workers work all day.
  • Max Weber 1864-1920

    Max Weber 1864-1920
    A sociologist in Germany saw human relation problems caused by favoritism, nepotism(playing favorites with family members), and some unfair practices. In his time in Europe most companies were managed like extended families. Most of the employees were only loyal to one person instead of what’s best for business. His big idea was the bureaucratic organizations approach, a system that was meant to be impersonal and logical. This is known to some as bureaucracy and to others now a day’s as an atroc
  • Frank & Lillian Gilbreth 1868-1924 and 1878-1972-

    Frank & Lillian Gilbreth 1868-1924 and 1878-1972-
    These two were a married couple who studied bricklayers. Frank’s big observation was on 18 motions of the workers and he was able to reduce that down to 5. This managed to increase productivity. Lillian was one of the first women in America to receive a Ph.D. in psychology and also helped get child labor laws passed. Later in her life she became known as The First Lady of Management.
  • Mary Parker Follett 1868-1933

    Mary Parker Follett 1868-1933
    She was known for her lectures and writings on what we would now call human relation issues. Even though she was an upper class woman with littler work background she was influential. She was known for her 3 concepts. First was that workers should be allowed to be involved in the decisions. The second was that the work place was constantly changing. The third one was that all managers should maintain good relationships with the workers. Happer workers would then increase productivity and keep em
  • Knights of Labor 1869

    Knights of Labor 1869
    This was an organization much like the labor unions that came later. The founders of this group denounced working conditions and some unfair treatment in the workplace. If working conditions or otherwise human relations had been better then it never would have been started.
  • Elton Mayo 1880-1940

    Elton Mayo 1880-1940
    A social psychologist from Harvard University. For five years beginning from 1927-1932, he studied the Hawthorne Experiment. They made two important discoveries. First Mayo showed that the workers performances were increasing because someone was paying attention to them. The second was that the relationships that had formed naturally in the workplace what he called the informal organization. If a worker was not motivated then the expectations of the other workers would remain high and make up f
  • Group Dynamics 1889

    This is a system of behaviors and psychological process between groups of people. It helps to understand decision making behavior, tracking a disease, and to create effective therapy sessions. It also helps to understand racism, sexism, and other prejudices.
  • Optimum shovel 1889

    Optimum shovel 1889
    “One Best Way” Created by Taylor this was a shovel that was the perfect design for coal. This lessened the load and helped workers work all day long. This is really what Frederick Winslow Taylor is most well known for.
  • Period: to

    Classical School of Management

    A belief by management that physical and economical beliefs are important, but not social and job satisfaction. It thought that only large amounts of success and greatest business decision. This left out human needs and more for business.
  • W. Edwards Deming-1900-1993

    W. Edwards Deming-1900-1993
    William was an American engineer, statistician, professor, author, lecturer, and management consultant. He is best known for his work in Japan after the second world war. He gave a speech in Tokyo in 1950 in which he explained four big points. That the problems facing manufacturers can be solved through cooperation, despite differences. Marketing is not "sales," but the science of knowing what people who buy your product repeatedly think of that product and whether they will buy it again, and wh
  • Carl Rogers- 1902-1987

    Carl Rogers- 1902-1987
    One of the founders of psychotherapy research. Created his own unique approach to understanding personality and human relationships. His theory was very important covering 19 propositions.
  • Douglas McGregor 1906-1964-

    Douglas McGregor 1906-1964-
    In 1960 a psychologist named Douglas McGregor wrote The Human Side of Enterprise, which some consider to be the most important book ever written for human relations. He introduced the concepts of Theory X and Theory Y. This brought about discussion and helped to really influence human relations and had an impact on workers.
  • Eric Berne- 1910-1970-

    Eric Berne- 1910-1970-
    Is a psychologist that studies behaviors and why people behave certain ways. In 1964 Bernes published his book the games people play and introduced transactional analysis to the world which made him very popular.
  • Period: to

    Scientific Management

    This is a system based upon scientific and engineering principles. They wanted to increase efficiency and get the most work out of the employees. Many important people within human relations were in scientific management such as Frederick Winslow Taylor, Frank, Lillian Gilbreth, and even the people in the hawthorne study.
  • Total Quality Management (TQM)-

    Total Quality Management (TQM)-
    An approach that tries to improve quality and performance that will satisfy the customers expectations. After the first world war quality inspection became more common in factories this led to statistical quality control a theory that was added to by Dr. W. Edwards Deming which is based on sampling.
  • Wagner Act 1935-

    Wagner Act 1935-
    This gave unions and union members more rights than they had enjoyed before. Businesses were now forced to negotiate contracts with union representatives. Although this gave some improvements to workers, it did not change the attitude that their bosses had of firing who was difficult and hiring who was not.
  • Transactional Analysis-1940

    Transactional Analysis-1940
    TA describes how people are structured psychologically. It’s best known model is the ego state (parent adult child) which explains how people function and express their personality in their behavior.
  • Theory X and Theory Y 1960-

    Theory X and Theory Y 1960-
    These two theories are held by different types of managers, based on their ways of looking at workers. Theory X managers seen workers as lacking ambition, disliking work, and wanting security for themselves more than anything. Theory Y managers, on the other hand, seen workers as happy to be at work, ready to assume responsibility, and overall quite creative. Both theories started discussions and had an influence on human relations since their creation.
  • Conflict Management-1964

    Conflict Management-1964
    Limiting the negative aspects of the conflict but also adding the positive part of the conflicts. The five styles of conflict management are competing compromising, collaborating, avoiding and accommodating.
  • ROWE - Results Only Work Environment-

    ROWE - Results Only Work Environment-
    Results Only Work Environment- A strategy co created by Jody Thompson and Cali Ressler where employees are paid for results instead of the hours they worked.