Management

Management (or managing) is the administration of an organization,

whether it is a business, a not-for-profit organization, or government
body. Management includes the activities of setting the strategy of an
organization and coordinating the efforts of its employees (or of
volunteers) to accomplish its objectives through the application of
available resources, such as financial, natural, technological, and human
resources. The term "management" may also refer to those people who
manage an organization - individually: managers.

Social scientists study management as an academic discipline,

investigating areas such as social organization and organizational
leadership.[1] Some people study management at colleges or
universities; major degrees in management include the Bachelor of
Commerce (B.Com.) Bachelor of Business Administration (BBA.) An organization chart for the
Master of Business Administration (MBA.) Master in Management United States Coast Guard
(MScM or MIM) and, for the public sector, the Master of Public shows the hierarchy of
Administration (MPA) degree. Individuals who aim to become managerial roles in that
management specialists or experts, management researchers, or organization.
professors may complete the Doctor of Management (DM), the Doctor
of Business Administration (DBA), or the PhD in Business
Administration or Management. There has recently been a movement for evidence-based management.

Larger organizations generally have three levels of managers,[2] which are typically organized in a
hierarchical, pyramid structure:

Senior managers, such as members of a board of directors and a chief executive officer (CEO)
or a president of an organization. They set the strategic goals of the organization and make
decisions on how the overall organization will operate. Senior managers are generally
executive-level professionals, and provide direction to middle management, who directly or
indirectly report to them.
Middle managers - examples of these would include branch managers, regional managers,
department managers and section managers, who provide direction to front-line managers.
Middle managers communicate the strategic goals of senior management to the front-line
managers.
Lower managers, such as supervisors and front-line team leaders, oversee the work of regular
employees (or volunteers, in some voluntary organizations) and provide direction on their
work.

In smaller organizations, a manager may have a much wider scope and may perform several roles or even all
of the roles commonly observed in a large organization.

Contents
Definitions
Theoretical scope
Nature of work
History
Etymology
Early writing
19th century
20th century
21st century
Topics
Basics
Basic roles
Skills
Implementation of policies and strategies
Policies and strategies in the planning process
Levels
Top
Middle
Lower
Training
Requirement
Undergraduate
Graduate
Good practices
Evidence-based management
See also
References
External links

Definitions
Views on the definition and scope of management include:

Henri Fayol (1841-1925) stated: "to manage is to forecast and to plan, to organise, to
command, to co-ordinate and to control."[3]
Fredmund Malik (1944- ) defines management as "the transformation of resources into
utility".[4]
Management is included as one of the factors of production – along with machines, materials
and money.
Ghislain Deslandes defines management as "a vulnerable force, under pressure to achieve
results and endowed with the triple power of constraint, imitation and imagination, operating on
subjective, interpersonal, institutional and environmental levels".[5]
Peter Drucker (1909–2005) saw the basic task of management as twofold: marketing and
innovation. Nevertheless, innovation is also linked to marketing (product innovation is a central
strategic marketing issue). Peter Drucker identifies marketing as a key essence for business
success, but management and marketing are generally understood as two different branches
of business administration knowledge.
Theoretical scope

Management involves identifying the mission, objective, procedures, rules and manipulation[6] of the human
capital of an enterprise to contribute to the success of the enterprise. This implies effective communication:
an enterprise environment (as opposed to a physical or mechanical mechanism) implies human motivation
and implies some sort of successful progress or system outcome. As such, management is not the
manipulation of a mechanism (machine or automated program), not the herding of animals, and can occur
either in a legal or in an illegal enterprise or environment. From an individual's perspective, management
does not need to be seen solely from an enterprise point of view, because management is an essential
function in improving one's life and relationships. Management is therefore everywhere and it has a wider
range of application. Based on this, management must have humans. Communication and a positive
endeavor are two main aspects of it either through enterprise or through independent pursuit. Plans,
measurements, motivational psychological tools, goals, and economic measures (profit, etc.) may or may not
be necessary components for there to be management. At first, one views management functionally, such as
measuring quantity, adjusting plans, meeting goals. This applies even in situations where planning does not
take place. From this perspective, Henri Fayol (1841–1925)[7] considers management to consist of five
functions:

1. planning (forecasting)
2. organizing
3. commanding
4. coordinating
5. controlling

In another way of thinking, Mary Parker Follett (1868–1933), allegedly defined management as "the art of
getting things done through people".[8] She described management as philosophy.[9]

Critics, however, find this definition useful but far too narrow. The phrase "management is what managers
do" occurs widely,[10] suggesting the difficulty of defining management without circularity, the shifting
nature of definitions and the connection of managerial practices with the existence of a managerial cadre or
of a class.

One habit of thought regards management as equivalent to "business administration" and thus excludes
management in places outside commerce, as for example in charities and in the public sector. More broadly,
every organization must "manage" its work, people, processes, technology, etc. to maximize effectiveness.
Nonetheless, many people refer to university departments that teach management as "business schools".
Some such institutions (such as the Harvard Business School) use that name, while others (such as the Yale
School of Management) employ the broader term "management".

English-speakers may also use the term "management" or "the management" as a collective word describing
the managers of an organization, for example of a corporation.[11] Historically this use of the term often
contrasted with the term "labor" – referring to those being managed.[12]

But in the present era the concept of management is identified in the wide areas and its frontiers have been
pushed to a broader range. Apart from profitable organizations even non-profitable organizations (NGOs)
apply management concepts. The concept and its uses are not constrained. Management on the whole is the
process of planning, organizing, coordinating, leading[13] and controlling.

Nature of work
In profitable organizations, management's primary function is the satisfaction of a range of stakeholders.
This typically involves making a profit (for the shareholders), creating valued products at a reasonable cost
(for customers), and providing great employment opportunities for employees. In nonprofit management,
add the importance of keeping the faith of donors. In most models of management and governance,
shareholders vote for the board of directors, and the board then hires senior management. Some
organizations have experimented with other methods (such as employee-voting models) of selecting or
reviewing managers, but this is rare.

History
Some see management as a late-modern (in the sense of late modernity) conceptualization.[14] On those
terms it cannot have a pre-modern history – only harbingers (such as stewards). Others, however, detect
management-like thought among ancient Sumerian traders and the builders of the pyramids of ancient
Egypt. Slave-owners through the centuries faced the problems of exploiting/motivating a dependent but
sometimes unenthusiastic or recalcitrant workforce, but many pre-industrial enterprises, given their small
scale, did not feel compelled to face the issues of management systematically. However, innovations such as
the spread of Hindu numerals (5th to 15th centuries) and the codification of double-entry book-keeping
(1494) provided tools for management assessment, planning and control.

An organisation is more stable if members have the right to express their differences and solve
their conflicts within it.
While one person can begin an organisation, "it is lasting when it is left in the care of many and
when many desire to maintain it".
A weak manager can follow a strong one, but not another weak one, and maintain authority.
A manager seeking to change an established organization "should retain at least a shadow of
the ancient customs".

With the changing workplaces of industrial revolutions in the 18th and 19th centuries, military theory and
practice contributed approaches to managing the newly-popular factories.[15]

Given the scale of most commercial operations and the lack of mechanized record-keeping and recording
before the industrial revolution, it made sense for most owners of enterprises in those times to carry out
management functions by and for themselves. But with growing size and complexity of organizations, a
distinction between owners (individuals, industrial dynasties or groups of shareholders) and day-to-day
managers (independent specialists in planning and control) gradually became more common.

Etymology

The English verb "manage" comes from the Italian maneggiare (to handle, especially tools or a horse),
which derives from the two Latin words manus (hand) and agere (to act). The French word for
housekeeping, ménagerie, derived from ménager ("to keep house"; compare ménage for "household"), also
encompasses taking care of domestic animals. Ménagerie is the French translation of Xenophon's famous
book Oeconomicus[16] (Greek: Οἰκονομικός) on household matters and husbandry. The French word
mesnagement (or ménagement) influenced the semantic development of the English word management in
the 17th and 18th centuries.[17]

Early writing
Management (according to some definitions) has existed for millennia, and several writers have produced
background works that have contributed to modern management theories.[18] Some theorists have cited
ancient military texts as providing lessons for civilian managers. For example, Chinese general Sun Tzu in
his 6th-century BC work The Art of War recommends (when re-phrased in modern terminology) being
aware of and acting on strengths and weaknesses of both a manager's organization and a foe's.[18] The
writings of influential Chinese Legalist philosopher Shen Buhai may be considered to embody a rare
premodern example of abstract theory of administration.[19]

Various ancient and medieval civilizations produced "mirrors for princes" books, which aimed to advise new
monarchs on how to govern. Plato described job specialization in 350 BC, and Alfarabi listed several
leadership traits in AD 900.[20] Other examples include the Indian Arthashastra by Chanakya (written
around 300 BC), and The Prince by Italian author Niccolò Machiavelli (c. 1515).[21]

Written in 1776 by Adam Smith, a Scottish moral philosopher, The Wealth of Nations discussed efficient
organization of work through division of labour.[21] Smith described how changes in processes could boost
productivity in the manufacture of pins. While individuals could produce 200 pins per day, Smith analyzed
the steps involved in manufacture and, with 10 specialists, enabled production of 48,000 pins per day.[21]

19th century

Classical economists such as Adam Smith (1723–1790) and John Stuart Mill (1806–1873) provided a
theoretical background to resource allocation, production (economics), and pricing issues. About the same
time, innovators like Eli Whitney (1765–1825), James Watt (1736–1819), and Matthew Boulton (1728–
1809) developed elements of technical production such as standardization, quality-control procedures, cost-
accounting, interchangeability of parts, and work-planning. Many of these aspects of management existed in
the pre-1861 slave-based sector of the US economy. That environment saw 4 million people, as the
contemporary usages had it, "managed" in profitable quasi-mass production.

Salaried managers as an identifiable group first became prominent in the late 19th century.[22]

20th century

By about 1900 one finds managers trying to place their theories on what they regarded as a thoroughly
scientific basis (see scientism for perceived limitations of this belief). Examples include Henry R. Towne's
Science of management in the 1890s, Frederick Winslow Taylor's The Principles of Scientific Management
(1911), Lillian Gilbreth's Psychology of Management (1914),[23] Frank and Lillian Gilbreth's Applied motion
study (1917), and Henry L. Gantt's charts (1910s). J. Duncan wrote the first college management-textbook in
1911. In 1912 Yoichi Ueno introduced Taylorism to Japan and became the first management consultant of
the "Japanese-management style". His son Ichiro Ueno pioneered Japanese quality assurance.

The first comprehensive theories of management appeared around 1920. The Harvard Business School
offered the first Master of Business Administration degree (MBA) in 1921. People like Henri Fayol (1841–
1925) and Alexander Church (1866–1936) described the various branches of management and their inter-
relationships. In the early-20th century, people like Ordway Tead (1891–1973), Walter Scott (1869–1955)
and J. Mooney applied the principles of psychology to management. Other writers, such as Elton Mayo
(1880–1949), Mary Parker Follett (1868–1933), Chester Barnard (1886–1961), Max Weber (1864–1920),
who saw what he called the "administrator" as bureaucrat,[24] Rensis Likert (1903–1981), and Chris Argyris
(born 1923) approached the phenomenon of management from a sociological perspective.
Peter Drucker (1909–2005) wrote one of the earliest books on applied management: Concept of the
Corporation (published in 1946). It resulted from Alfred Sloan (chairman of General Motors until 1956)
commissioning a study of the organisation. Drucker went on to write 39 books, many in the same vein.

H. Dodge, Ronald Fisher (1890–1962), and Thornton C. Fry introduced statistical techniques into
management-studies. In the 1940s, Patrick Blackett worked in the development of the applied-mathematics
science of operations research, initially for military operations. Operations research, sometimes known as
"management science" (but distinct from Taylor's scientific management), attempts to take a scientific
approach to solving decision-problems, and can apply directly to multiple management problems,
particularly in the areas of logistics and operations.

Some of the more recent developments include the Theory of Constraints, management by objectives,
reengineering, Six Sigma, the Viable system model, and various information-technology-driven theories
such as agile software development, as well as group-management theories such as Cog's Ladder.

As the general recognition of managers as a class solidified during the 20th century and gave perceived
practitioners of the art/science of management a certain amount of prestige, so the way opened for
popularised systems of management ideas to peddle their wares. In this context many management fads may
have had more to do with pop psychology than with scientific theories of management.

Business management includes the following branches:

1. financial management
2. human resource management
3. Management cybernetics
4. information technology management (responsible for management information systems)
5. marketing management
6. operations management and production management
7. strategic management

21st century

In the 21st century observers find it increasingly difficult to subdivide management into functional
categories in this way. More and more processes simultaneously involve several categories. Instead, one
tends to think in terms of the various processes, tasks, and objects subject to management.

Branches of management theory also exist relating to nonprofits and to government: such as public
administration, public management, and educational management. Further, management programs related to
civil-society organizations have also spawned programs in nonprofit management and social
entrepreneurship.

Note that many of the assumptions made by management have come under attack from business-ethics
viewpoints, critical management studies, and anti-corporate activism.

As one consequence, workplace democracy (sometimes referred to as Workers' self-management) has

become both more common and more advocated, in some places distributing all management functions
among workers, each of whom takes on a portion of the work. However, these models predate any current
political issue, and may occur more naturally than does a command hierarchy. All management embraces to
some degree a democratic principle—in that in the long term, the majority of workers must support
management. Otherwise, they leave to find other work or go on strike. Despite the move toward workplace
democracy, command-and-control organization structures remain commonplace as de facto organization
structures. Indeed, the entrenched nature of command-and-control is evident in the way that recent layoffs
have been conducted with management ranks affected far less than employees at the lower levels. In some
cases, management has even rewarded itself with bonuses after laying off lower-level workers.[25]

According to leadership-academic Manfred F.R. Kets de Vries, a contemporary senior-management team

will almost inevitably have some personality disorders.[26]

Topics

Basics

According to Fayol, management operates through five basic functions: planning, organizing, coordinating,
commanding, and controlling.

Planning: Deciding what needs to happen in the future and generating plans for action
(deciding in advance).
Organizing (or staffing): Making sure the human and nonhuman resources are put into
place.[27]
Commanding (or leading): Determining what must be done in a situation and getting people to
do it.
Coordinating: Creating a structure through which an organization's goals can be
accomplished.
Controlling: Checking progress against plans.

Basic roles
Interpersonal: roles that involve coordination and interaction with employees

Figurehead, leader

Informational: roles that involve handling, sharing, and analyzing information

Nerve centre, disseminator

Decision: roles that require decision-making

Entrepreneur, negotiator, allocator

Skills

Management skills include:

political: used to build a power base and to establish connections

conceptual: used to analyze complex situations
interpersonal: used to communicate, motivate, mentor and delegate
diagnostic: ability to visualize appropriate responses to a situation
leadership: ability to lead and to provide guidance to a specific group
cross-cultural leadership: ability to understand the effects of culture on leadership style
 technical: expertise in one's particular functional area.
behavioral: perception towards others.

Implementation of policies and strategies

All policies and strategies must be discussed with all managerial personnel and staff.
Managers must understand where and how they can implement their policies and strategies.
A plan of action must be devised for each department.
Policies and strategies must be reviewed regularly.
Contingency plans must be devised in case the environment changes.
Top-level managers should carry out regular progress assessments.
The business requires team spirit and a good environment.
The missions, objectives, strengths and weaknesses of each department must be analyzed to
determine their roles in achieving the business's mission.
The forecasting method develops a reliable picture of the business' future environment.
A planning unit must be created to ensure that all plans are consistent and that policies and
strategies are aimed at achieving the same mission and objectives.

Policies and strategies in the planning process

They give mid and lower-level managers a good idea of the future plans for each department
in an organization.
A framework is created whereby plans and decisions are made.
Mid and lower-level management may add their own plans to the business's strategies.

Levels
Most organizations have three management levels: first-level, middle-level, and top-level managers. First-
line managers are the lowest level of management and manage the work of nonmanagerial individuals who
are directly involved with the production or creation of the organization's products. First-line managers are
often called supervisors, but may also be called line managers, office managers, or even foremen. Middle
managers include all levels of management between the first-line level and the top level of the organization.
These managers manage the work of first-line managers and may have titles such as department head,
project leader, plant manager, or division manager. Top managers are responsible for making organization-
wide decisions and establishing the plans and goals that affect the entire organization. These individuals
typically have titles such as executive vice president, president, managing director, chief operating officer,
chief executive officer, or chairman of the board.

These managers are classified in a hierarchy of authority, and perform different tasks. In many
organizations, the number of managers in every level resembles a pyramid. Each level is explained below in
specifications of their different responsibilities and likely job titles.

Top

The top or senior layer of management consists of the board of directors (including non-executive directors,
executive directors and independent directors), president, vice-president, CEOs and other members of the C-
level executives. Different organizations have various members in their C-suite, which may include a chief
financial officer, chief technology officer, and so on. They are responsible for controlling and overseeing the
operations of the entire organization. They set a "tone at the top" and develop strategic plans, company
policies, and make decisions on the overall direction of the organization. In addition, top-level managers
play a significant role in the mobilization of outside resources. Senior managers are accountable to the
shareholders, the general public and to public bodies that oversee corporations and similar organizations.
Some members of the senior management may serve as the public face of the organization, and they may
make speeches to introduce new strategies or appear in marketing.

The board of directors is typically primarily composed of non-executives who owe a fiduciary duty to
shareholders and are not closely involved in the day-to-day activities of the organization, although this
varies depending on the type (e.g., public versus private), size and culture of the organization. These
directors are theoretically liable for breaches of that duty and typically insured under directors and officers
liability insurance. Fortune 500 directors are estimated to spend 4.4 hours per week on board duties, and
median compensation was $212,512 in 2010. The board sets corporate strategy, makes major decisions such
as major acquisitions,[28] and hires, evaluates, and fires the top-level manager (chief executive officer or
CEO). The CEO typically hires other positions. However, board involvement in the hiring of other positions
such as the chief financial officer (CFO) has increased.[29] In 2013, a survey of over 160 CEOs and directors
of public and private companies found that the top weaknesses of CEOs were "mentoring skills" and "board
engagement", and 10% of companies never evaluated the CEO.[30] The board may also have certain
employees (e.g., internal auditors) report to them or directly hire independent contractors; for example, the
board (through the audit committee) typically selects the auditor.

Helpful skills of top management vary by the type of organization but typically include[31] a broad
understanding of competition, world economies, and politics. In addition, the CEO is responsible for
implementing and determining (within the board's framework) the broad policies of the organization.
Executive management accomplishes the day-to-day details, including: instructions for preparation of
department budgets, procedures, schedules; appointment of middle level executives such as department
managers; coordination of departments; media and governmental relations; and shareholder communication.

Middle

Consist of general managers, branch managers and department managers. They are accountable to the top
management for their department's function. They devote more time to organizational and directional
functions. Their roles can be emphasized as executing organizational plans in conformance with the
company's policies and the objectives of the top management, they define and discuss information and
policies from top management to lower management, and most importantly they inspire and provide
guidance to lower level managers towards better performance.

Middle management is the midway management of a categorized organization, being secondary to the senior
management but above the deepest levels of operational members. An operational manager may be well-
thought-out by middle management, or may be categorized as non-management operate, liable to the policy
of the specific organization. Efficiency of the middle level is vital in any organization, since they bridge the
gap between top level and bottom level staffs.

Their functions include:

Design and implement effective group and inter-group work and information systems.
Define and monitor group-level performance indicators.
Diagnose and resolve problems within and among work groups.
Design and implement reward systems that support cooperative behavior. They also make
decision and share ideas with top managers.
Lower

Lower managers include supervisors, section leaders, forepersons and team leaders. They focus on
controlling and directing regular employees. They are usually responsible for assigning employees' tasks,
guiding and supervising employees on day-to-day activities, ensuring the quality and quantity of production
and/or service, making recommendations and suggestions to employees on their work, and channeling
employee concerns that they cannot resolve to mid-level managers or other administrators. First-level or
"front line" managers also act as role models for their employees. In some types of work, front line
managers may also do some of the same tasks that employees do, at least some of the time. For example, in
some restaurants, the front line managers will also serve customers during a very busy period of the day.

Front-line managers typically provide:

Training for new employees

Basic supervision
Motivation
Performance feedback and guidance

Some front-line managers may also provide career planning for employees who aim to rise within the
organization.

Training
Colleges and universities around the world offer bachelor's degrees, graduate degrees, diplomas and
certificates in management, generally within their colleges of business, business schools or faculty of
management but also in other related departments. In the 2010s, there has been an increase in online
management education and training in the form of electronic educational technology ( also called e-
learning). Online education has increased the accessibility of management training to people who do not live
near a college or university, or who cannot afford to travel to a city where such training is available.

Requirement

While some professions require academic credentials in order to work in the profession (e.g., law, medicine,
engineering, which require, respectively the Bachelor of Law, Doctor of Medicine and Bachelor of
Engineering degrees), management and administration positions do not necessarily require the completion
of academic degrees. Some well-known senior executives in the US who did not complete a degree include
Steve Jobs, Bill Gates and Mark Zuckerberg. However, many managers and executives have completed
some type of business or management training, such as a Bachelor of Commerce or a Master of Business
Administration degree. Some major organizations, including companies, not-for-profit organizations and
governments, require applicants to managerial or executive positions to hold at minimum bachelor's degree
in a field related to administration or management, or in the case of business jobs, a Bachelor of Commerce
or a similar degree.

Undergraduate
See Business education#Undergraduate education.

At the undergraduate level, the most common business program are the Bachelor of Business Administration
(BBA) and Bachelor of Commerce (B.Com.). These typically comprise a four-year program designed to
give students an overview of the role of managers in planning and directing within an organization. Course
topics include accounting, financial management, statistics, marketing, strategy, and other related areas.

There are many other undergraduate degrees that include the study of management, such as Bachelor of Arts
degrees with a major in business administration or management and Bachelor of Public Administration
(B.P.A), a degree designed for individuals aiming to work as bureaucrats in the government jobs. Many
colleges and universities also offer certificates and diplomas in business administration or management,
which typically require one to two years of full-time study.

Note that to manage technological areas, one often needs an undergraduate degree in a STEM-area.

Graduate
See Business education#Postgraduate education.

At the graduate level students aiming at careers as managers or executives may choose to specialize in major
subareas of management or business administration such as entrepreneurship, human resources,
international business, organizational behavior, organizational theory, strategic management,[32] accounting,
corporate finance, entertainment, global management, healthcare management, investment management,
sustainability and real estate.

A Master of Business Administration (MBA) is the most popular professional degree at the master's level
and can be obtained from many universities in the United States. MBA programs provide further education
in management and leadership for graduate students. Other master's degrees in business and management
include Master of Management (MM) and the Master of Science (M.Sc.) in business administration or
management, which is typically taken by students aiming to become researchers or professors.

There are also specialized master's degrees in administration for individuals aiming at careers outside of
business, such as the Master of Public Administration (MPA) degree (also offered as a Master of Arts in
Public Administration in some universities), for students aiming to become managers or executives in the
public service and the Master of Health Administration, for students aiming to become managers or
executives in the health care and hospital sector.

Management doctorates are the most advanced terminal degrees in the field of business and management.
Most individuals obtaining management doctorates take the programs to obtain the training in research
methods, statistical analysis and writing academic papers that they will need to seek careers as researchers,
senior consultants and/or professors in business administration or management. There are three main types
of management doctorates: the Doctor of Management (D.M.), the Doctor of Business Administration
(D.B.A.), and the Ph.D. in Business Administration or Management. In the 2010s, doctorates in business
administration and management are available with many specializations.

Good practices

While management trends can change so fast, the long term trend in management has been defined by a
market embracing diversity and a rising service industry. Managers are currently being trained to encourage
greater equality for minorities and women in the workplace, by offering increased flexibility in working
hours, better retraining, and innovative (and usually industry-specific) performance markers. Managers
destined for the service sector are being trained to use unique measurement techniques, better worker
support and more charismatic leadership styles.[33] Human resources finds itself increasingly working with
management in a training capacity to help collect management data on the success (or failure) of
management actions with employees.[34]
Evidence-based management

Evidence-based management is an emerging movement to use the current, best evidence in management and
decision-making. It is part of the larger movement towards evidence-based practices. Evidence-based
management entails managerial decisions and organizational practices informed by the best available
evidence.[35] As with other evidence-based practice, this is based on the three principles of: 1) published
peer-reviewed (often in management or social science journals) research evidence that bears on whether and
why a particular management practice works; 2) judgement and experience from contextual management
practice, to understand the organization and interpersonal dynamics in a situation and determine the risks
and benefits of available actions; and 3) the preferences and values of those affected.[36][37]

See also
Educational management
Outline of business management

References
1. Waring, S.P., 2016. Taylorism transformed: Scientific management theory since 1945. UNC
Press Books.
2. DuBrin, Andrew J. (2009). Essentials of management (8th ed.). Mason, OH: Thomson
Business & Economics. ISBN 978-0-324-35389-1. OCLC 227205643 (https://www.worldcat.or
g/oclc/227205643).
3. SS Gulshan. Management Principles and Practices by Lallan Prasad and SS Gulshan (https://
books.google.com/books?id=ky4em-N02tAC&pg=PA6). Excel Books India. pp. 6–. ISBN 978-
93-5062-099-1.
4. Ann Viola Ulvin (https://prezi.com/zhtml5qf4el6/management-is-the-transformation-of-resource
s-into-utility/)
5. Deslandes G., (2014), “Management in Xenophon's Philosophy : a Retrospective Analysis”,
38th Annual Research Conference, Philosophy of Management, 2014, July 14–16, Chicago
6. Prabbal Frank attempts to make a subtle distinction between management and manipulation:
Frank, Prabbal (2007). People Manipulation: A Positive Approach (https://books.google.com/b
ooks?id=H9n2vQ7JFVwC) (2 ed.). New Delhi: Sterling Publishers Pvt. Ltd (published 2009).
pp. 3–7. ISBN 978-81-207-4352-6. Retrieved 2015-09-05. "There is a difference between
management and manipulation. The difference is thin [...] If management is handling, then
manipulation is skilful handling. In short, manipulation is skilful management. [...] Manipulation
is in essence leveraged management. [...] It is an alive thing while management is a dead
concept. It requires a proactive approach rather than a reactive approach. [...] People cannot
be managed."
7. Administration industrielle et générale – prévoyance organization – commandment,
coordination – contrôle, Paris : Dunod, 1966
8. Jones, Norman L. (2013-10-02). "Chapter Two: Of Poetry and Politics: The Managerial Culture
of Sixteenth-Century England" (https://books.google.com/books?id=nvDQAQAAQBAJ). In
Kaufman, Peter Iver (ed.). Leadership and Elizabethan Culture. Jepson Studies in Leadership.
Palgrave Macmillan (published 2013). p. 18. ISBN 978-1-137-34029-0. Retrieved 2015-08-29.
"Mary Parker Follett, the 'prophet of management' reputedly defined management as the 'art of
getting things done through people.' [...] Whether or not she said it, Follett describes the
attributes of dynamic management as being coactive rather than coercive."
9. Vocational Business: Training, Developing and Motivating People by Richard Barrett –
Business & Economics – 2003. p. 51.
10. Compare: Holmes, Leonard (2012-11-28). The Dominance of Management: A Participatory
Critique (https://books.google.com/books?id=eWvz_oUFLaMC). Voices in Development
Management. Ashgate Publishing, Ltd. (published 2012). p. 20. ISBN 978-1-4094-8866-8.
Retrieved 2015-08-29. "Lupton's (1983: 17) notion that management is 'what managers do
during their working hours', if valid, could only apply to descriptive conceptualizations of
management, where 'management' is effectively synonymous with 'managing', and where
'managing' refers to an activity, or set of activities carried out by managers."
11. Harper, Douglas. "management" (https://www.etymonline.com/?term=management). Online
Etymology Dictionary. Retrieved 2015-08-29. – "Meaning 'governing body' (originally of a
theater) is from 1739."
12. See for examples Melling, Joseph; McKinlay, Alan, eds. (1996). Management, Labour, and
Industrial Politics in Modern Europe: The Quest for Productivity Growth During the Twentieth
Century (https://books.google.com/books?id=VP2zAAAAIAAJ). Edward Elgar. ISBN 978-1-
85898-016-4. Retrieved 2015-08-29.
13. Compare: Vasconcelos e Sá, Jorge (2012). There is no leadership: only effective
management: Lessons from Lee's Perfect Battle, Xenophon's Cyrus the Great and the practice
of the best managers in the world (https://books.google.com/books?id=rhIpAwAAQBAJ).
Porto: Vida Economica Editorial. p. 19. ISBN 9789727886012. Retrieved 2020-01-22. "[...] to
ask what is leadership about [...] is a false question. The right question is: what is effective
management?"
14. Waring, S.P., 2016, Taylorism transformed: Scientific management theory since 1945. UNC
Press Books.
15. Giddens, Anthony (1981). A Contemporary Critique of Historical Materialism (https://books.goo
gle.com/books?id=MVp0tMD_5f0C). Social and Politic Theory from Polity Press. 1. University
of California Press. p. 125. ISBN 978-0-520-04490-6. Retrieved 2013-12-29. "In the army
barracks, and in the mass co-ordination of men on the battlefield (epitomised by the military
innovations of Prince Maurice of Orange and Nassau in the sixteenth century) are to be found
the prototype of the regimentation of the factory – as both Marx and Weber noted."
16. "Oikonomikos. Oder Xenophon vom Haus-Wesen, aus der Griechischen- in die Teutsche
Sprache übersetzet von Barthold Henrich Brockes, dem jüngern. Mit einer Vorrede S.T. Herrn
Jo. Alb. Fabricii ... Nebst den wenigen Stücken, die aus der Lateinischen Uebersetzung
Ciceronis noch übrig" (https://books.google.com/?id=ITdXAAAAcAAJ&pg=PP21&lpg=PP21&d
q=menagerie+xenophon#v=onepage&q=menagerie%20xenophon&f=false). 1734.
17. "Home : Oxford English Dictionary" (http://www.oed.com/view/Entry/113218?redirectedFrom=
management#eid).
18. Gomez-Mejia, Luis R.; David B. Balkin; Robert L. Cardy (2008). Management: People,
Performance, Change, 3rd edition. New York: McGraw-Hill. p. 19. ISBN 978-0-07-302743-2.
19. Creel, 1974 pp. 4–5 Shen Pu-hai: A Chinese Political Philosopher of the Fourth Century B.C.
20. Griffin, Ricky W. CUSTOM Management: Principles and Practices, International Edition, 11th
Edition. Cengage Learning UK, 08/2014
21. Gomez-Mejia, Luis R.; David B. Balkin; Robert L. Cardy (2008). Management: People,
Performance, Change (3 ed.). New York: McGraw-Hill. p. 20. ISBN 978-0-07-302743-2.
22. Khurana, Rakesh (2010) [2007]. From Higher Aims to Hired Hands: The Social Transformation
of American Business Schools and the Unfulfilled Promise of Management as a Profession (htt
ps://books.google.com/books?id=v3DfpKEsNREC). Princeton University Press. p. 3.
ISBN 978-1-4008-3086-2. Retrieved 2013-08-24. "When salaried managers first appeared in
the large corporations of the late nineteenth century, it was not obvious who they were, what
they did, or why they should be entrusted with the task of running corporations."
23. Gilbreth, Lillian Moller. The Psychology of Management: The Function of the Mind in
Determining, Teaching and Installing Methods of Least Waste (https://archive.org/details/theps
ychologyofm16256gut) – via Internet Archive.
24. Legge, David; Stanton, Pauline; Smyth, Anne (October 2005). "Learning management (and
managing your own learning)" (https://books.google.com/books?id=yA2SR4DgU5wC). In
Harris, Mary G. (ed.). Managing Health Services: Concepts and Practice. Marrickville, NSW:
Elsevier Australia (published 2006). p. 13. ISBN 978-0-7295-3759-9. Retrieved 2014-07-11.
"The manager as bureaucrat is the guardian of roles, rules and relationships; his or her style of
management relies heavily on working according to the book. In the Weberian tradition
managers are necessary to coordinate the different roles that contribute to the production
process and to mediate communication from head office to the shop floor and back. This style
of management assumes a world view in which bureaucratic role is seen as separate from,
and taking precedence over, other constructions of self (including the obligations of
citizenship), at least for the duration if the working day."
25. Craig, S. (2009, January 29). Merrill Bonus Case Widens as Deal Struggles. Wall Street
Journal. [1] (https://www.wsj.com/articles/SB123318892645426723)
26. Manfred F.R. Kets de Vries: "The Dark Side of Leadership" – Business Strategy Review 14(3),
Autumn p. 26 (2003).
27. Jean-Louis Peaucelle (2015). Henri Fayol, the Manager (https://books.google.com/books?id=d
Lg6CgAAQBAJ&pg=PA55). Routledge. pp. 55–. ISBN 978-1-317-31939-9.
28. Board of Directors: Duties & Liabilities (http://www.gsb.stanford.edu/sites/default/files/documen
ts/03.Board%20Duties.pdf) Archived (https://web.archive.org/web/20140324044348/http://ww
w.gsb.stanford.edu/sites/default/files/documents/03.Board%20Duties.pdf) 2014-03-24 at the
Wayback Machine. Stanford Graduate School of Business.
29. DeMars L. (2006). Heavy Vetting: Boards of directors now want to talk to would-be CFOs —
and vice versa (http://www.cfo.com/article.cfm/7109019). CFO Magazine.
30. 2013 CEO Performance Evaluation Survey (http://www.gsb.stanford.edu/cldr/research/survey
s/performance.html). Stanford Graduate School of Business.
31. Kleiman, Lawrence S. "Management and Executive Development."Reference for
Business:Encyclopedia of Business(2010): n.p. 25 Mar 2011. [2] (http://www.referenceforbusin
ess.com/management/Log-Mar/Management-and-Executive-Development.html).
32. "AOM Placement Presentations" (http://aom.org/Placement/AOM-Placement-Presentations.as
px).
33. "Four Ways to Be A Better Boss" (https://www.randstadusa.com/workforce360/workforce-insig
hts/4-ways-to-be-a-better-boss/229/). www.randstadusa.com. Randstad USA. Retrieved
18 January 2015.
34. "The Role of HR in Uncertain Times" (http://graphics.eiu.com/marketing/pdf/Oracle_HR.pdf)
(PDF). Economist Intelligence Unit. Economist Intelligence Unit. Retrieved 18 January 2015.
35. Pfeffer J, Sutton RI (March 2006). Hard Facts, Dangerous Half-Truths And Total Nonsense:
Profiting From Evidence-Based Management (https://archive.org/details/hardfactsdangero00pf
ef) (first ed.). Boston, Mass: Harvard Business Review Press. ISBN 978-1-59139-862-2.
36. Spring B (July 2007). "Evidence-based practice in clinical psychology: what it is, why it
matters; what you need to know". Journal of Clinical Psychology. 63 (7): 611–31.
CiteSeerX 10.1.1.456.9970 (https://citeseerx.ist.psu.edu/viewdoc/summary?doi=10.1.1.456.99
70). doi:10.1002/jclp.20373 (https://doi.org/10.1002%2Fjclp.20373). PMID 17551934 (https://p
ubmed.ncbi.nlm.nih.gov/17551934).
37. Lilienfeld SO, Ritschel LA, Lynn SJ, Cautin RL, Latzman RD (November 2013). "Why many
clinical psychologists are resistant to evidence-based practice: root causes and constructive
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s://doi.org/10.1016%2Fj.cpr.2012.09.008). PMID 23647856 (https://pubmed.ncbi.nlm.nih.gov/2
3647856).

External links
 Online books (https://tools.wmflabs.org/ftl/cgi-bin/ftl?st=wp&su=Management&library=OLBP),
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