Management school Theory contribution Strengths Weaknesses F.W Taylor Scientific theory He was an American inventor and engineer and he applied his engineering and scientific knowledge to management to produce scientific theory. There are two books of his theory: shop management (1903) and principles of scientific management (1911) Ref: - http://en.wikipedia.org /wiki/Frederick_Winsl ow_Taylor He was a mechanical engineer and worked in steel company in USA. This theory is mainly for the organizational and management work. Main focus of his theory is to increase production level by training employees in one best way o doing job. This theory is for production planning, production control, process design, quality control and cost accounting. …show more content…
Do you care about the goals of the organization that you work for or do you focus more on getting a regular paycheck to bring home? Douglas McGregor studied these questions and proposed two different views of employee motivation in his 1960 book The Human Side of Enterprise. These views are known as Theory X and Theory Y. According to his view there are two different views of human being. One is negative and other is positive. He divides the employees according to theory x and theory y. Theory x employees who always tries to avoid work and doesn’t like to take risk. They always want less responsibility and need direction to do work and they can be motivated by money promotion and job security. These employees will cooperate when they feel their basic need for income and security is met. Theory x is also known as authoritarian management' style. Theory y employees, who like to work, they always try to do new work. They are self motivated and self directed. They always seek for responsibility. These employees are self motivated and they always want to work for the organization. These employees get more motivated when they get more authority and even manager asked about their suggestion in decision making process. Theory y is also known as participative management' …show more content…
Some of the employee has the knowledge and skills to influence other employees. This is informal power. The person who has that power other employee will try being their friend or trying to get knowledge from that person. For example, in countdown the employees who is experienced but he is not on any position he has power to influence to other employees. By his knowledge about all the work and even more about work. He knows about day filling and how to use RF gun and about night filling also. The other employee who wants to know about day filling and how to use RF gun he will ask that employee who has all the knowledge not directly to the
Structuralism: Founded by Wilhelm Wundt in germany and mainly identified with Edward B. Titchener. Structuralism was made to analyze the adult mind from birth to death. It was made to study human behavior and culture. The main tool of structuralist psychology was introspection.
Managers possess total authority and impose their will on employees. 2. Paternalistic Leadership: The leader works by acting as a father figure by taking care of their subordinates. In this style of leadership the leader supplies complete concern for his followers or workers. In return he receives the complete trust and loyalty of his people.
Employees may feel obligated to follow the prescribed channels of communication, even when it is not the most efficient or effective method. Informal conversations, collaborations, and personal connections often play a significant role in how work gets done, but these informal channels are not captured on the chart. Power struggles and politics: Organizational charts may not reflect the true power dynamics within an organization. Individuals or groups may possess informal power, influence, or decision-making authority that is not explicitly represented in the formal hierarchy. This can lead to power struggles, internal politics, and conflicts as individuals vie for control or try to bypass the formal channels to achieve their goals.
In this instance, however, it is a management technique that contributes to the implementation of other theories such as social-constructivism and cognitivism, discussed further
INTRODUCTION Adapted from the course module notes, there are two categories of theories and techniques in job design to motivate employees: 1. Content theories by Maslow, McClelland, Herzberg and Alderfer. 2. Process theories such as Job Rotation, Job Enlargement and Enrichment; Herzberg’s Two-Factor Theory, The Hackman and Oldham Model and Empowerment.
Some early theories of motivation are, Hierarchy of Needs Theory, Theory X & Y, Two-Factor Theory and McClelland’s Theory of Needs. They are applicable in different ways, as listed below. >Hierarchy of Needs Theory Maslow - within every human being there are 5 needs (from low to high): Physiological, Safety, Social, Esteem, Self-Actualization (drive to become, highest on hierarchy). >Theory X and Y McGregor - X = employees dislike work; Y = employees enjoy work.
Therefore, management is important and very much needed. The Authoritarian, Democratic, and Laissez management style are all different and all effective depending on the situation. If one style or approach is not successful when resolving and issue, another style is available to eliminate a hostile situation from
Larry Ellison shows a few forms interpersonal power from reading this case. The first interpersonal power that is noticeable is expert power. According to Paul Merchant, “Expert power is derived from possessing knowledge or expertise in a particular area. Such people are highly valued by organizations for their problem solving skills.” Most people who have expert power are seen as indispensable.
Taylorism and Fordism were business theories formed by Frederick Taylor and Henry Ford during the early twentieth century respectively. Taylorism, sometimes referred to as scientific management (Ed Clark, 2010), is a “form of job design which stresses short, repetitive work cycles; detailed, prescribed task sequences; a separation of task conception from task execution; and motivation based on economic rewards.” Fordism, a derivative of Taylorism, adopts scientific management principles. It is defined as the “unification of high-volume, high-speed production of a limited range of products using mass production, assembly line technology and unskilled, assembly-line operatives, aimed at a mass consumer market” (Ed Clark, 2010). Both theories
Nursing school has by far been one of the most challenging experiences in my life. It makes you re-think the way that you typically interact with others, communicate with them, and work with them. It teaches you to become a team player, while also prepares you to become a leader, someone who influences a group of people to achieve a goal. Nursing school has also tested me mentally, physically, and emotionally. However, I am very grateful for the experiences, especially in the clinical area.
Max Weber embellished the scientific management theory with his bureaucratic management theory largely focused on dividing organizations into hierarchies, establishing strong lines of authority and control. Weber suggests that organizations develop standard
Howard is a leader has a democratic style which involves their employees in decision making, always encourages employee's participation in deciding work methods and goals. It means, employees at different department are allows to have a say in what is improper
Authority-Compliance Management – High Results/Low People The leaders pay more attention towards the achievement of results and low concern over employee relationship. This style also called as “Authoritarian” or "Produce or Perish” leadership. McKee and Carlson (1999) elaborated that this style is commonly used in the cased of crises management specially in organizations that are in the edged of real or perceived failure. 4.
Scientific management (also known as TAYLORISM) is an approach that was created in order to increase the productivity of workers and to ensure that there was no hostility between the workers and the management. It included a set of principles that were drawn up as a conclusive result of systematic study of the work in industries. The father of the ‘human relations’ approach is Elton Mayo (1880-1949). He is famous for his well-known “Hawthorne Studies”.
He developed a universal theory of management rather than Taylors ‘one best way’ approach to doing