Management mba

The History of Management

  • Scientific Management

    Scientific Management
    In 1909, Fredrick Taylor published The Principles of Scientific Management. His ideas were very important because he allowed for higher productivity along with simplifying jobs. He was able to create the idea of advancing workers and improving their skills. This movement created better teamwork and allowed for the first time for a manager to be on the same level as the employess
  • Gilbreth

    Gilbreth
    They modified Taylor's idea of work movements and made many contributions to time-and-motion study. They eventually focused on the study of fatigue in the work place. (Jones & George, 2014, p.42-43)
  • Carnegie

    Carnegie
    Andrew Carnegie made a name of himself by consistently looking for ways to use his resources to lower the costs. He also looked to improve profitibility to better improve the work force. (Jones & George, 2014, p. 43-44)
  • Henry Ford (Fordism)

    Henry Ford (Fordism)
    Henry ford realized the amount of worker stress that was occuring in the average work place so he decided that it would be significant to reduce the work day from nine hours to eight hours. He also proposed the idea of doubling the workers wage. This improves worker morale as they are being provided with incentives. (Jones & George, 2014, p. 41-42)
  • Mary Parker Follet

    Mary Parker Follet
    Follet proposed the idea that if the workers were provided with the knowledge to suceed that workers should be in charge of the work place. This leads to managers acting as coaches and facilitators. They are no longer acting as monitors and supervisors. (Jones & George, 2014, p. 51)
  • Fayol's Principles

    Fayol's Principles
    Henri Fayol established the 14 principles of management that increased efficiency in the management process. These principles have been narrowed down but are still used today. (Jones & George, 2014, p. 46-50)
  • Bureaucracy

    Bureaucracy
    In 1920, a formal system for organization and administration that is designed to ensure efficiency and effectiveness in the work place was established known as the bureaucracy. (Jones & George, 2014, p. 45-46)
  • The Hawthorne Studies

    The Hawthorne Studies
    The Hawthorne Effect is the study that a manager's behavior or leadership in the work place can effect the workers level of performance as well as there worker morale. (Jones & George, 2014, p. 51-52)
  • The Human Relations Movement

    The Human Relations Movement
    The human relations movement is an approach to management that portrays the idea that supervisors in the work place should have behavioral training to understand proper management behaviors that allow for their cooperation as well as increase the productivity. (Jones & George, 2014, p. 52)
  • The Fair Labor Standards Act

    The Fair Labor Standards Act
    The Fair Labor Standards Act applied to industries whose combined employment was represented by 1/5 of the labor force. In these certain industries, they established a mnimum wage which at the time was 25 cents. They banned child labor and set the maximum work week to 44 hours. (Grossman, para. 1)
  • Theory X

    Theory X
    Theory X is an established set of negative assumptions that a managers task is to supervise workers more closely and control the behaviors in the work place. (Jones & George, 2014, p.53-54)
  • Theory Y

    Theory Y
    Unlike the Theory X, the Theory Y is a positive set of assumptions about workers that leads to the idea that it is the managers responsibility to create a work setting that encourages a commitment to the organizations goals and allows for the workers to be imaginative along with having their own self-direction. (Jones & George, 2014, p. 54-55)
  • Contingency Theory

    Contingency Theory
    The Contingency Theory is the formal idea that organizational structures and control managers make decisions based on characteristics of other environments than the organization operates. (Jones & George, 2014, p. 57-58)
  • Organizational Environment Theory

    Organizational Environment Theory
    The Organizational Environment Theory is the set of forces and conditions that operate beyond the organization but still affect a manager's ability to aquire and use the resources efficiently. (Jones & George, 2014, p. 56-57)
  • Equal Pay Act

    Equal Pay Act
    The Equal Pay Act was established so that it was illegal to pay different wages to men or women if they were doing the same work and amount of work in the same work place. (U.S. Equal Employment Opportunity Commission, 2014)
  • Title VII of the Civil Rights Act

    Title VII of the Civil Rights Act was established to prohibit discrimination during employment decisions. They were not allowed to make critical decisions on employing someone due to their race, religion, sex, or national origin. The employment decisions they are not allowed to perform are hiring, firing, wage, promotion and specific working conditions (Jones & George, 2014, p. 137)
  • Age Discrimination in Employment Act

    Age Discrimination in Employment Act
    The Age Discrimination Act prhobited discrimination against workers over the age of 40. It also restricts mandatory retirement so that they cannot force workers to retire to avoid paying them benefits and salary. (Jones & George, 2014, p. 137)
  • Occupational Safety and Health Act

    Occupational Safety and Health Act
    The Occupational Safety and Health Act was created to assure safe and healthy working conditions for the men and women in the work force by establishing and enforcing standards. They also provided training, education and assistance. (United States Department of Labor, 2014)
  • The Employee Retirement Income Security Act

    The Employee Retirement Income Security Act
    The Employee Retirement Income Security Act is a federal law that sets the standards for pension plans in a private industry. This law does not require an employer to set up a pension plan. The only people required to set up a pension plan are the ones that must meet certain minimum standards. (United States Department of Labor, 2014)
  • The Pregnancy Discrimination Act 1978

    The Pregnancy Discrimination Act 1978
    The Pregnancy Discrimination Act 1978 prohibits discrimination against women in all employment decisions on the basis of child birth, pregancy, and or other medical emergencies. (Jones & George, 2014, p. 137)
  • The immigration Act

    The immigration Act
    The Immigration Act increased the standards on legal immigration to the United States. They revised all grounds including exclusion and deportation along with protection status of immigrants. They revised and extended the Visa Waiver Pilot Program and revised naturlazation authority and the requirements they had to meet and follow. (U.S. Citizenship and Immigration Services, 2014)
  • The Glass Ceiling Act

    The Glass Ceiling Act
    The Glass celing Act refers to the invisible barriers that prevent minorities and women from being promoted to top corportate positions. (Jones & George, 2014, p. 136)
  • The Family and Medical Leave Act

    The Family and Medical Leave Act
    The Family and Medical Leave Act requires that employers must provide up to 12 weeks of unpaid leave for medical and family related reasons. This could include the acts of a sick child or severe illness of a family member to having birth or a family member giving birth and other related reasons. (Jones & George, 2014, p. 137)