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Frederick W. Taylor
Frederick W. Taylor is said to be the father of Scientific Method. It includes the four principles of Scientific Management. He would study the most efficient way to perform a task by observing a variety of workers. (Jones & George, 2014) -
Mary Parker Follett
Mary Parker Follett was considered the mother of Scientific Management. She argued that employees should have a say how jobs are completed since they are completing them. She suggested that managers should allow employees to make inputs. (Jones & George, 2014) -
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Management Timeline
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The Gilberth's
Frank and Lillian Gilberth refined Taylor's analysis of work movements as they wanted the employees to work more efficiencly so they could save time and effort for the organizations. They filmed workers to see if they were working efficiently or not. (Jones & George, 2014) -
Andrew Carnegie
Carnegie's new approach to management found every possible way to reduce costs. He increased workdays from 10 hours to 12 hours six days a week. He paid employees the lowest wage possible even with increasing skills. He also paid no attention to the safety of his mills. (Jones & George, 2014) -
Henri Fayol
Henri Fayol created the 14 principles of management. He founded these principles while being the CEO of Comambault Mining. He believed these were essential to increasing the efficiency of the management process. Today, we still use these principles. (Jones & George, 2014) -
Max Weber
Max Weber developed the princple of bureaucracy. He wanted to make Germany the world's power. He had five princples of Administrative Management. Principle five brings up Standard Operating Procedures, which explains a certain way to perform a task. (Jones & George, 2014) -
Taylor
Taylor's four principles were starting to be nationally used. He thought workers should benefit from better performance. They would gain better wages and increase efficiency. (Jones & George, 2014) -
Alfred P. Sloan
Alfred P. Sloan becomes president of General Motors and creates a decentralized bureaucracy. He wanted to make GM the leading car ande truck manufacturers in the world. Division leaders became responsible for meeting revenue and profit expections. (Tanz, 2003) -
Hawthorne Effect
The Hawthorne Effect is the finding that a manager's behavior or leadership approach can affect a workers' level of performance. From this emerged the human relations movement which was the behaviorally training of subordinates to help coorperation and increase their productivity. (Jones & George, 2014) -
Mayo/Roethlisberger
Elton Mayo and E.J. Roethisberger discovered that workers in a group had deliberately adopted a norm of output restriction to protect their jobs. Any workers who violated these norms were subjected to sanctions by other members. (Jones & George, 2014) -
Packard/Hewlett
David Packard and Bill Hewlett developed "Management by Wandering Around." It basically tells manager to leave their office to walk around and talk to their employees. (Tanz, 2003) -
Sociotechnical Systems
This system theory was developed by Eric Trist. It considers both social and technical aspects when designing jobs. The four main systems are environmental subsytems, social subsytems, technical subsystems, and organizational subsystems. (Big Dog and Little Dog, 2011) -
Edward Deming
Edward Deming is known for his 14 points to serve as management guidelines. They are more fertile sils for a more efficient workplace, higher profits, and increased produciity. (Sky Mark, 2014) -
Frederick Herzberg
Frederick Herzberg developed the Hygiene Theory. It basically states that certain factors cause workers to be uncomfortable. For a worker to be happy these factors cannot cause discomfort. He also stated that you must moviate employess by rewards. (Sky Mark, 2014) -
Douglas McGregor
Douglas McGregor introduced Theory X and Y in his book. Theory X is negative assumptions about workers and assumes they need to be watch closely by a manger. Theory Y is postivie assumptions about worker and assumes that failure is not an option with any work. (The Economist , 2008) -
Open System
An open system is a system that takes resources from the external environment and converts them into goods and services. It was developed by Daniel Kratz, Robert Kahn, and James Thompson. (Jones & George, 2014) -
Contingency Theory
The contingency theory is an organizational structures and control syste managers choose depend on characteristics of the external environment. It was developed by Tom Burns and G.M. Stalker in Britian and Paul Lawerence and Jay Lorsch in the United States. (Jones & George, 2014) -
Management Grid
Robert Blake and Jane Mouton made a management grid where the horizontal axis is the "concern for task" and the vertical axis is the "concern for people." The notion for two dimensions can describe a managerial behavior. (Big Dog and Little Dog, 2011) -
Robert Greenleaf
Robert Greenleaf creates servant leadership which is the main role of a leader isn't to single-handley achieve higher goals. Their job is to keep employess happy. (Tanz, 2003) -
Performance Technology
Tom Gilbert made a behavorial enginering model which became the bible of performance technology. Accomplishments specification is the only logical way to define performance requirements. (Big Dog and Little Dog, 2011) -
Peters/Waterman
Tom Peters and Robert Waterman identified 62 organizations that they considered to be the best performing organizations in the U.S. They managed based on three sets of related principles. (Jones & George, 2014) -
Learning Organization
Peter Senge describes the organization as an organism with the capacity to enhance its capabilities and shape its own future. Any organization that understand itself as a complex will succeed. (Big Dog and Little Dog, 2011) -
Ethics
Aaron Fererstein spent millions to keep his employees on payroll after a fire to the company. While the new building was being built he claimed that employees are assets and not expenses. (Big Dog and Little Dog, 2011) -
Daniel Pink
Daniel Pink publishes Free Agent Nation which argues workers do not need to work for companies for employment. (Tanz, 2003)
