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Group 1 EVOLUTION OF MANAGEMENT THOUGHT - Final
Group 1 EVOLUTION OF MANAGEMENT THOUGHT - Final
MANAGEMENT AS SCIENCE
(1) Management by definition involves getting things done through people. Compared to
the other inputs, ‘people’, who constitute the human resources of any organization are
unique in respect of their aspirations, attitudes, perceptions and the like.
(2) The behavior of the human beings cannot be accurately predicted, so no readymade and
standard solution could be prescribed.
(3) Management is more concerned with future which is complex and unpredictable.
MANAGEMENT AS AN ART
(1) Art refers to the ‘know-how’ the ways of doing things to accomplish a desired result.
(2) The focus is on the skill with which the activities are performed.
(3) As the saying goes ‘practice makes a man perfect’, constant practice of the knowledge
contributes for the formation and sharpening of the skills.
(4) Therefore, what is required is the right blend of the theory and practice.
(4) Existence of an ethical code to regulate the behavior of the members of the profession.
“Management is the art of getting things done through others and with
formally organized groups.” (Harold Knootz)
“ Management is the art of getting things done through people.” (Mary Parker
Follett)
“Management is the art of knowing what you want to do and then seeing that
they do it in the best and the cheapest manner.” (F.W Taylor)
The practice of management is as old as human civilization. Thousands of year back also, the
management was in existence as planning, organising, staffing, directing and controlling was
done to achieve a goal. The ancient civilization of Egypt (the great Pyramids), Greece
(leadership and war tactics of Alexander), the Great Wall of China, the Qutub Minar, and the
Taj Mahal are marvellous results of good management practices. The origin of management as
a discipline was developed in the late 19th century. Overtime, the management thinkers have
attempted to find ways to organise and classify the voluminous information about management
that has been collected and disseminated.
The management gurus have given five approaches to the management, they are as follows:
Classical Approach
Behavioral Approach
Quantitative Approach
Systems Approach
Contingency Approach
CLASSICAL APPROACH
The oldest formal study of management thought is described as the classical approach. It
generally puts emphasis on rationality, and making organizations and workers as efficient as
possible. There are three areas of study that can be grouped under this approach. They are
scientific management, administrative management and bureaucratic management.
1. Scientific Management
It focuses on individual worker’s productivity and increased pay through the application of
scientific methods. Its goal was providing workers the tools necessary for maximizing their
efficiency and output. This was also criticized for creating an “assembly-line” atmosphere,
where employees do only menial jobs. This is the reason for which it is said that it is useful for
such businesses which is based on repetitive tasks, such as a factory. The major contributor to
this management principle was Frederick Winslow Taylor – the Father of Scientific
Management (1856-1915).
2. Administrative Management
It focuses more on what managers do and what constitutes good management practices in the
entire organization. This theory generally emphasises upon a formalized administrative
structure (clear lines of authority from the top to down), a clear vision of labour, and delegation
of power and authority to the administrators relevant to their areas of responsibilities. The most
prominent individual who contributed to this theory was Henri Fayol (1880-1949). Henri Fayol
identified 5 functions that managers perform- planning, organising, commanding,
coordinating, and controlling. He developed 14 principles of management:
2) Authority- Managers must be able to give orders and authority gives them this right.
3) Discipline- Employees must obey and respect the rules that govern the organization.
4) Unity of command- Every employee should receive orders from only one superior.
5) Unity of direction- The organization should have a single plan of action to guide
managers and workers.
11) Order- People and materials should be in right place at the right time.
13) Initiative- Employees who are allowed to originate and carry out plans will exert high
levels of effort.
14) Espirit de corps- Promoting team spirit will build harmony and unity within the
organization.
3. Bureaucratic Management
The most prominent individual who contributed to this theory was Max Weber. He gave the
theory of authority structures and relations based on ideal type of organization (bureaucracy).
His major focus was rational legal authority system.
1) Division of Labour- Jobs broken down into simple, routine and well defined tasks.
4) Formal Rules and Regulations- System of written rules and standard operating
procedures.
6) Career orientation- Managers are career professionals, not owners of units they
manage.
The behavioural approach of management thought was developed, in part, because of the
perceived weaknesses in the assumptions of the classical approach. The classical approach
emphasized efficiency, process and principles but some of the people felt that this emphasis
disregarded important aspects of organizational life, particularly related to human behavior.
Hence, this approach focused upon trying to understand the factors that affect human behavior
(work related satisfaction and good working conditions) at a workplace.
One of the most prominent contributor to this theory was Elton Mayo who gave Hawthorne
Studies (study of employee productivity under different working conditions).
HAWTHRONE STUDIES
Hawthrone experiment came to the conclusion that the productivity of the employees
does not depend only on the physical conditions of work and money wages paid to
them.
But it depends more on the satisfaction of the employees in their work situation.
Thus, he concluded that work arrangements to meet the objective requirement must
satisfy the employee’s subjective requirement (at the same time), at his work place.
1. Illumination Experiment
3. Interviewing Programme
Illumination Experiment: This experiment was basically conducted to see if there is any
relationship between the output (productivity) and illumination. It was seen that when intensity
of light was increased, the output also increased. And after that even when the intensity of light
was gradually brought down to normal level, then also the output was increasing. Hence, it was
concluded that there was no relationship between output of workers and illumination in the
factory. Thus, there must be another factor which affected the productivity.
Interviewing Programme: The objective of this programme was to make a systematic study
of the employees’ attitudes which would reveal the exact meaning of what, their “working
situation” has for them. In this, the researchers interviewed a large number of workers with
respect to their opinions on work, work conditions and supervision. Initially those questions
were asked in the interview which was considered to be important by the managers and
researchers i.e. direct approach. By this direct approach, the researchers observed that the
answers of the workmen were guarded. Therefore, these approach was replaced by the indirect
technique in which the interviewer only listened to what workmen had to say rather than putting
forward the questions. The findings confirmed the importance of social factors at work in the
total/overall work environment.
Bank Wiring Test Room Experiment: This experiment was conducted by Roethlisberger and
Dickson with a view to develop a new method of observation and get more exact information
about social groups within a company and also to find out the causes which restrict output. It
was conducted to study a group of 14 workers under conditions which were as close as normal
conditions. After the experiment, the production records of the group were compared to their
earlier production records. It was observed that the group evolved its own norms of production
for each individual workers, which was lower than those which was set by the management.
Because of which the workers produce only that much, defeating the incentive system. Those
workers who tried to produce more than the group norms were isolated, harassed or punished
by the group. The conclusion/findings of the study are as follows:
2) Economic incentives are not the only method to motivate, rather the employee can be
motivated by psychological and social wants because his behaviour is also influenced
by feelings, emotions and attitudes.
4) We must rely more on informal group effort as group psychology plays an important
role in any organization.
The key to higher productivity lies in employee morale, high morale results to higher output.
CONTINGENCY APPROACH
The systems approach focuses on understanding the organization as an open system that
transforms inputs into outputs. The systems approach began to have a strong impact on
management thought in the 1960s as a way of thinking about managing techniques that would
allow managers to relate different specialties and parts of the company to one another, as well
as to external environmental factors. The systems approach focuses on the organization as a
whole, its interaction with the environment, and its need to achieve equilibrium.
• Decisions and actions in one organisational area affects other areas, for ex. If the
purchasing department does not acquire right quantity and quality of inputs then the
production department won’t be able to perform its function.
It says that the organisations are not self-contained. They are dependent on environment for
inputs and as outlets of their output
QUANTITATIVE APPROACH
• This contrasts with a qualitative approach, which uses a more social methodology, like
interviewing people.
• The quantitative approach focuses on the results from a large number of people, instead
of focusing on individuals.
E.g.:- Reverse Pyramid Story, Quantitative Approach, LPP Work Scheduling, Six Sigma.