Origin and development of the management science
| Origin and development of the management science |
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It is assumed that the beginning of the scientific management should be dated to the beginning of the twentieth century. Origin and development of the science of organization and management started with seminal publication of F.W. Taylor The principles of scientific management in 1914.
Years 1900-1930 - the scientific organization of work - Classical School
Representatives: FW Taylor, A. Smith, Ch. Babbage, H. Le Chatelier, Ch. Bedaux, F.B. Gilbreth, H. Fayol, K. Adamiecki, Z. Rytel, H.L. Gantt, H. Emerson, E. Hauswald, M. Weber.
Characteristics: the division of labour, observation and measurement, ordering process, solving practical problems of management, the creation of the scientific basis for management.
Achievements:
- Organizational cycle (LeChatelier), selection of goal, examination of conditions necessary to achieve the goal, the preparation of conditions and measures, the realization of a preconceived plan, control of the results),
- Measuring of work - Bedaux (economics of movements, classification of movements, allocation of tasks for small parts, time measurement, standardizing of work, job evaluation, remuneration),
- Fayol - management rules (division of labour, authority, discipline, unity of leadership, consistency, the subordination of personal interests to the public interest, remuneration, centralization,...).
Years 1930-1940 - Scientific organization - human relationships school
Representatives: E. Mayo, T. Bata, M.P. Follet, D.M. McGregor, R. Likert, K. Lewin.
Achievements:
- 1922 - Hawthorne Experiments - the influence of the atmosphere in the work performance of employees
- T. Bata - autonomous units - cooperation between business units based on the principles of free market
- 1930-1940 Mc Gregor - Theory Y Theory X (Theory X - man is inherently lazy and have an innate aversion to work. He has no ambition and is avoiding responsibility. Managers should use system of coercion, control and meticulous managing people, Theory Y - people mistreated at work, become such as are described by the theory of X. The nature of man is just as capable of work and commitment, as to have fun and relax. Under the right conditions, they want to be co-responsible for achieving the objectives of the organization)
Years 1940-1960 - School of operational research - World War II and Cold war
Representatives: P.M. Blackett, L.W. Kantorowicz, F.L. Hitchcock, G.B. Dantzig, R. Gomorrah, H.W. Kuhn, A.W. Tucker, R.E. Bellman
Achievements:
- reducing all kinds of management problems to quantitative aspects,
- use of mathematics - models, simulations, to optimize the managerial decision problem,
- transport network methods (PERT, CPM).
Years 1950-1960 - School of social systems
Representatives: Ch.I.Barnard, H.A.Simon, J.G.March, P. Selznick, A.W.Gouldner, A.Etzioni
Achievements: the principle of effective communication, decision-making phases (identification, design, selection, evaluation), rational system model, situational school. Theories of leadership. Balance in organization. Organizational ties...
Years 1950-1960 - Neoclassical school
Representatives: P.Drucker, A.Sloan, V.Pareto, H. Simon, AD Chandler
Achievements: a synthesis of the contribution of science to management, focused on practical problems, management by objectives, motivation by participation, cost centers, profit maximization, 20-80 principle, neoclassical concept of motivation (working conditions, employee participation in determining the tasks clearly defined goal and interesting work, an objective measurement of performance, the implementation of measures to stimulate the initiative, to promote proportional to the achieved results, the sanctions in case of failure, tolerance for failure)
Years 1960-1970 - The system's school
Representatives: L. von Bertalanffy, K.E. Boulding, R.A. Jonson, S. Beer, J.W Forrester, G. Nadler
Achievements: an attempt to synthesize the achievements of the earlier schools, the goals of the system, input and output streams, the ideal system, the system as a set of interdependent parts, the structure of the system as a set of non-accidental relationship between each parts in a coherent whole.
Years 1970-1980 - Situational approach
Representatives: R.J. Mockler, V.H. Voroom, P.R. Lawrence, J.W. Lorach, M. Crozier and E. Friedberg
Achievements: the establishment of relative management principles relating to the practical problems of a specific organization in a specific time and place, relativism and pragmatism, the emphasis on structural studies (multivariate analysis) and analysis of the interaction with the environment of organization
Examples of Origin and development of the management science
- F. W. Taylor's publication of The Principles of Scientific Management in 1914 is considered the beginning of the scientific management movement. This publication was the first to apply scientific methods to the management of workers in order to increase productivity.
- The Hawthorne experiments of the 1920s and 1930s were a series of studies conducted at the Hawthorne Plant of the Western Electric Company in Cicero, Illinois. These experiments were designed to determine the effects of various conditions in the workplace on the productivity of workers. They showed that motivation and job satisfaction had a greater effect on productivity than the physical conditions in the workplace.
- The Human Relations Movement of the 1930s and 1940s was a response to the scientific management approach. This movement focused on the psychological and social aspects of the workplace and emphasized the importance of cooperation and communication between workers and management.
- In the 1950s, Henri Fayol developed the concept of management functions. He argued that there were five primary functions of management: planning, organizing, commanding, coordinating, and controlling. This became the basis for the administrative management approach.
- In the 1960s and 1970s, the systems approach to management was developed. This approach focused on how organizations could be managed as a system of interrelated components. It also emphasized the importance of understanding how the organization fits into its external environment.
- In the 1980s and 1990s, the total quality management (TQM) movement was developed. This approach focused on ensuring quality in all aspects of the organization, from production to customer service. It also emphasized the importance of continuous improvement and learning.
Advantages of Origin and development of the management science
The origin and development of the management science has provided numerous advantages for the modern business world. These advantages include:
- Improved efficiency – The principles of scientific management have enabled businesses to become more efficient in the way they operate. This has resulted in increased productivity, improved customer satisfaction, and higher profits.
- Increased worker motivation – Scientific management methods have been shown to increase worker motivation, as they are able to see direct results from their efforts. This has resulted in increased morale, improved job satisfaction, and higher rates of retention.
- Greater cost savings – By streamlining processes and reducing waste, businesses can reduce costs and increase profits. This has resulted in increased competitiveness and greater profitability.
- Better decision making – Scientific management provides managers with the tools and data needed to make informed decisions. This has resulted in more effective decision-making, improved customer service, and greater customer satisfaction.
- Improved customer service – By utilizing scientific management methods, businesses can better understand the needs of their customers and provide more effective customer service. This has led to increased customer loyalty, improved customer loyalty, and higher sales.
Limitations of Origin and development of the management science
Originating in the early twentieth century, the science of management has come a long way in its development. However, there are some limitations to its origin and development that need to be considered. These include:
- The lack of consideration of the human element in management. The focus of scientific management was on the processes and tasks, with little regard for the human factors such as motivation and job satisfaction. This has caused problems in some organizations, as employees have not been adequately considered in the management process.
- The lack of flexibility. Scientific management was designed to be a rigid system, with strict rules and procedures that are difficult to adapt or change. This can make it difficult to adjust to new situations or changing technology.
- The lack of emphasis on creativity and innovation. The focus of scientific management is on efficiency, so creativity and innovation are not as emphasized. This can be a problem for organizations that want to remain competitive.
- The focus on the short-term. Scientific management is focused on optimizing processes and tasks in the short-term, but not on long-term planning or strategy. This can lead to a lack of strategic vision and a failure to plan for the future.
- One-sentence introduction: Other approaches related to the origin and development of the science of organization and management include the following:
- Scientific Management: This approach to management was first proposed by Frederick Winslow Taylor in his seminal work The Principles of Scientific Management in 1911. It focused on increasing efficiency by optimizing the use of resources and developing standardized methods of production.
- Human Relations Movement: This movement, which began in the 1930s, focused on improving worker satisfaction and morale in the workplace by understanding their needs and providing a supportive environment. This was in contrast to Taylor's approach, which focused on efficiency and productivity.
- Systems Theory: This approach to management was developed in the 1950s by Ludwig von Bertalanffy. It proposed that organizations should be viewed as systems of interrelated components and processes, and should be managed in a holistic way.
- Contingency Theory: This theory, developed in the 1960s, argued that the most effective management approach depends on the particular situation, and that managers should use their judgment to decide the best approach to use.
- Total Quality Management: This approach to management, which began in the 1980s, focused on continuously improving the quality of products, services, and processes by emphasizing customer satisfaction and focusing on prevention, rather than detection, of defects.
In summary, the origin and development of the science of organization and management has seen a variety of approaches, from scientific management to total quality management, all with the goal of improving efficiency and productivity.
References
- Booth, C., & Rowlinson, M. (2006). Management and organizational history: prospects. Management & Organizational History, 1(1), 5-30.
- Lamond, D. (2005). On the value of management history: Absorbing the past to understand the present and inform the future. Management Decision, 43(10), 1273-1281.
- Wren, D. A. (2005). The history of management thought. John Wiley & Sons.
