Bus 201 chapter 2 presentation 129632628242500000

McGraw-Hill/Irwin Copyright © 2009 by The McGraw-Hill Companies, Inc. All rights reserved.

Chapter Two

The Evolution of Management Thought

2-2

The Evolution of Management Theory

The driving force behind the evolution of management theory is to search for better ways to utilize organizational resources.

Advances in management thought occur as managers and researchers find better ways to perform the principal management tasks: planning, organizing, leading and controlling organizational resources.

2-3


The evolution of modern management began in the closing decades of the 19th century, after the industrial revolution had swept through Europe and America.

Many major economic, technical and cultural changes were taking place at this time.

There has been a shift from small-scale crafts production to large-scale mechanized manufacturing. Managers began to search for new techniques to manage their organizations.

2-4


Figure 2.1

2-5

Job Specialization and the Division of Labor

Adam Smith (18th century economist)≈In a study of factories that manufactured pins,

he observed two different ways of production:

- Craft-style—each worker did all steps. - Production—each worker specialized in one step.

2-6

Job Specialization and the Division of Labor

Job Specialization ≈process by which a division of labor occurs as

different workers specialize in specific tasks over time

2-7

F.W. Taylor and Scientific Management

Scientific Management≈The systematic study of the relationships

between people and tasks for the purpose of redesigning the work process to increase efficiency.

2-8

F.W. Taylor and Scientific Management

1) Study the way workers perform their tasks, gather all the informal job knowledge that workers possess and experiment with ways of improving how tasks are performed:

Time-and-motion study2) Codify the new methods of performing tasks into written rules

and standard operating procedures3) Carefully select workers who possess skills and abilities that

match the needs of the task, and train them to perform the task according to the established rules and procedures

4) Establish a fair or acceptable level of performance for a task, and then develop a pay system that provides a reward for performance above the acceptable level

2-9

Problems with Scientific Management

Managers frequently implemented only the increased output side of Taylor’s plan.≈Workers did not share in the increased output.

Specialized jobs became very boring, dull.≈Workers ended up distrusting the Scientific Management method.

Scientific Management brought many workers more hardship than gain and a distrust of managers who did not seem to care about workers’ well-being.

2-10

The Gilbreths

Followers of Taylor: Frank & Lillian GILBRETH (1878-1972) They continued with time and motion studies.

Ø Break up and analyze every individual action necessary to perform a particular task into each of its component actions

Ø Find better ways to perform each component action

Ø Reorganize each of the component actions so that the action as a whole could be performed more efficiently-at less cost in time and effort

2-11

Administrative Management Theory

Administrative Management≈The study of how to

create an organizational structure that leads to high efficiency and effectiveness.

2-12

Administrative Management Theory

Max Weber≈Developed the principles of bureaucracy as a

formal system of organization and administration designed to ensure efficiency and effectiveness.

2-13

Weber’s Principles of Bureaucracy

Figure 2.2

2-14


1) A manager’s formal authority derives from the position he holds in the organization.

2) People should occupy positions because of their performance, not because of their social standing or personal contacts.

3) The extent of each position’s formal authority and task responsibilities and it’s relationship to other positions should be clearly specified.

4) Authority can be exercised effectively when positions are arranged hierarchically, so employees know whom to report to and who reports to them.

5) Managers must create a well-defined system of rules, standard operating procedures, and norms so they can effectively control behavior .

2-15


Bureaucracy: A formal system of organization and administration designed to ensure efficiency and effectiveness.

Authority: The power to hold people accountable for their actions and to make decisions concerning the use of organizational resources.

2-16

Rules, SOPs and Norms

Rules ≈formal written instructions that specify actions to be taken

under different circumstances to achieve specific goals Standard Operating Procedures (SOPs)

≈specific sets of written instructions about how to perform a certain aspect of a task

Norms ≈unwritten, informal codes of conduct that prescribe how

people should act in particular situations

2-17

Fayol’s Principles of Management

Fayol had identified 14 principles that he thought were essential to increase efficiency and effectiveness:

Division of Labor≈ Allows for job specialization. However; jobs can have too much

specialization leading to poor quality and worker dissatisfaction. Authority and Responsibility

≈ Managers have the right to give orders and the power to exhort subordinates for obedience.

Unity of Command≈ Employees should only have one boss

Line of Authority≈ A clear chain of command from top to bottom of the firm.

Centralization≈ Authority should not be concentrated at the top of the chain of command.

2-18


Unity of direction≈There should be a single plan to guide the managers and the workers.

Equity≈All organizational members are entitled to be treated with justice and

respect. Order

≈The arrangement of employees where they will be of the most value to the organization and to provide career opportunities.

Initiative≈Managers should allow employees to be innovative and creative.

Discipline≈Obedient, applied, respectful employees are necessary for the

organization to function.

2-19


Remuneration of personnel≈An equitable uniform payment system that motivates contributes

to organizational success. Stability of Tenure of Personnel

≈Long-term employment is important for the development of skills that improve the organization’s performance.

Subordination of Individual Interest to the Common Interest≈The interest of the organization takes precedence over that of the

individual employee. Esprit de corps

≈Comradeship, shared enthusiasm foster devotion to the common cause (organization).

2-20

Discussion Question?

Which of the following is the most

important aspect of Fayol’s principles of

management?A. Division of Labor

B. Unity of Command

C. Remuneration of Personnel

D. Esprit de corps

2-21

Behavioral Management Theory

Behavioral Management≈The study of how managers should personally

behave to motivate employees and encourage them to perform at high levels and be committed to the achievement of organizational goals.

2-22

Behavioral Management

Mary Parker Follett≈Concerned that Taylor ignored the human side

of the organization Suggested workers help in analyzing their jobs If workers have relevant knowledge of the task, then

they should control the task, they should participate in the work development process

Unlike Fayol, she believed that power is fluid, it should flow to the person who can best help the organization achieve its goals.

Her approach was very radical for her time.

2-23

The Hawthorne Studies

Studies of how characteristics of the work setting affected worker fatigue and performance at the Hawthorne Works of the Western Electric Company from 1924-1932.

≈Worker productivity was measured at various levels of light illumination.

2-24


Human Relations Implications≈Hawthorne effect — workers’ attitudes toward

their managers affect the level of workers’ performance

2-25


This finding led many researchers to turn their attention to managerial behavior and leadership.

If supervisors could be trained to behave in ways that would elicit cooperative behavior from their subordinates, then productivity could be increased.

From this view emerged the human relations movement.

2-26


Human relations movement ≈advocates that supervisors be behaviorally

trained to manage subordinates in ways that elicit their cooperation and increase their productivity

2-27

Implications of the Hawthorne Studies

Behavior of managers and workers in the work setting is as important in explaining the level of performance as the technical aspects of the task

Demonstrated the importance of understanding how the feelings, thoughts, and behavior of work-group members and managers affect performance

Led to the development of an area of management known as “organizational behavior”:≈ The study of the factors that have an impact on how individuals

and groups respond to and act in organizations.

2-28

Theory X vs. Theory Y

Figure 2.3

2-29

Management Science Theory

Management Science Theory≈Contemporary approach to management that

focuses on the use of rigorous quantitative techniques to help managers make maximum use of organizational resources to produce goods and services.

≈It is like the contemporary extension of scientific management developed by Taylor

2-30


Quantitative management ≈utilizes mathematical techniques, like linear

programming, modeling, simulation and chaos theory

Operations management ≈provides managers a set of techniques they

can use to analyze any aspect of an organization’s production system to increase efficiency

2-31


Total quality management ≈focuses on analyzing an organization’s input,

conversion, and output activities to increase product quality

Management information systems ≈help managers design systems that provide

information that is vital for effective decision making

2-32

Organizational Environment Theory

Organizational Environment ≈The set of forces and conditions that operate

beyond an organization’s boundaries but affect a manager’s ability to acquire and utilize resources

2-33

The Open-Systems View

Open System≈A system that takes resources from its external

environment and transforms them into goods and services that are then sent back to that environment where they are bought by customers.

2-34

The Organization as an Open System

Figure 2.4

2-35

The Open-Systems View

Input stage ≈organization acquires resources such as raw materials,

money, and skilled workers to produce goods and services

Conversion stage ≈inputs are transformed into outputs of finished goods

Output stage ≈finished goods are released to the external

environment

2-36

Closed System

Closed system ≈A self-contained system that is not affected by

changes in its external environment.≈Likely to experience entropy and lose its ability

to control itself Entropy: The tendency of a closed system to lose its

ability to control itself and thus dissolve and disintegrate.

2-37

The Organization as an Open System

Synergy ≈the performance gains that result from the

combined actions of individuals and departments

≈Possible only in an organized system

2-38

Contingency Theory

Contingency Theory≈The idea that the organizational structures and

control systems managers choose are contingent on characteristics of the external environment in which the organization operates.

≈“There is no one best way to organize”

2-39

Contingency Theory

Figure 2.5

2-40

Type of Structure

Mechanistic Structure≈Authority is centralized at the top. ≈Emphasis is on strict discipline and order≈Employees are closely monitored and managed.≈Can be very efficient in a stable environment.

2-41

Type of Structure

Organic Structure≈Authority is decentralized throughout the

organization. ≈Departments are encouraged to take a cross-

departmental or functional perspective≈Works best when environment is unstable and

rapidly changing

2-42

Type of Structure

Nokia’s organic approach to operating:≈Control is much looser and decentralized≈Reliance on shared norms and common

expectations to guide organizational activities is greater

≈Organic structure can react more quickly to a changing environment

≈More expensive due to increasing coordination costs

Business

Bus 201 chapter 2 presentation 129632628242500000