Management History Essay

Managers prat impression at past busial methods in order to make decisions that result best suit themselves and help their organisations, as well as give their organisation a competitive prefer (Boddy D. , 2005). In this essay I leave be arguing against the overture that knowledge of focal height history is irrelevant to innovational confide. To show that centering history is important for modern managers, I am going to reason and focus on a number of historical steering techniques and theories and how they can be useful. I depart talk about how these management techniques and theories atomic number 18 relevant with modern management. The first-class honours degree nuzzle I will look at is the absolute undertake. Too elaborate on this conjecture I will split it in to two areas the scientific management hypothesis and the administrative principals. Firstly I will discuss the scientific get down where I will talk about Frederick Winslow Taylor and his possib ility on the richness of workers being controled and the importance of the selection process (Bartol & Martin, 1994).The next weapon is the administrative approach involving theorist Henri Fayol and how his theories have been well respected and dumbfound a life-size part of modern management instantly. To finish forth my command I will be lecture about the behavioral side of management by relating to Abraham Maslows hierarchy of enquires. Through impression into these methods I hope to cut into the reader a good taking into custody as to why I guess historical management has had a big impact on modern management today and will continue to do so in the future. The first discussion will be based around the classical approach, an approach to management that is go throughn as a way of managers making decisions based around economic concern. in that location are three main areas within the classical approach, these being scientific management, administrative principles and bureaucratic organisation.However, throughout my origin I will be foc victimisation only on two of these approaches, thus being the scientific approach and the administrative principals. The two main theorists who are heavily source to in these consist of Frederick Winslow Taylor, whom was the founder of scientific management and Henri Fayol whom has had a big influence on the administrative principals. I will also raise bloody shame Parker Follet whom has also had a big impact on the administrative principals. (Schermerhorn, Davidson, Poole, Simon, Woods, & Chau, 2011). I have chosen to focus only on these two areas of classical management as they are well related to my argument that historical management is relevant to modern management. Thefirst approach I will be discussing is the classical approach, where we will first be talking about scientific management. The man behind the scientific management possible action is known as Frederick Winslow Taylor. Taylors main cont ributions to management popular opinion and practice have come through his idea of the scientific management theory and approach.In 1911, Frederick Winslow Taylor published his work, the principles of scientific management. These principles described how applying the scientific method to the management of workers could greatly improve productivity through the analysis and synthesis of workflows. It is a theory of management that analyzes and synthesizes workflows, improving work productivity (Schermerhorn, Davidson, Poole, Simon, Woods, & Chau, 2011). To back my argument that management history is important for modern managers we attain heat content crossover come into the picture. The ideas of Taylor were continued through well-known car manufacturer Henry Ford who went on to replace his workers with machinery, oecumenically when it came to doing things such as glum lifting (Daft, 2005).scientific management has four guiding action principles, these being to school a science for every job that includes rules of motion, standardize work processes and grant work conditions. Also to carefully select workers with the right abilities for the job, to carefully train them and give them proper incentives to cooperate with the job science (Schermerhorn, Davidson, Poole, Simon, Woods, & Chau, 2011). Frank Gilbreth whom worked as a brick marker put Taylors ideas into place and created a method that allowed the number of movements to lay a brick reduce from 18 to 2 therefore going on to increase the rate from 120-350 bricks (Hatch & Cunliffe, 2006). Taylors work is still being use in modern day and his concepts are well thought of, his ideas are understandably seen at the roots of management today. Scientific management has proven to be a very beneficial way for companies to develop and improve their approach towards business (Helms & Cengage, 2006).The next part of the classical approach I will be talking about is the administrative principals. The administrati ve principals approach to management came about from a man named Henri Fayol. Most management textbooks published today acknowledge Fayol to be the father of the administrative theory (Daft, 2005). Fayol was a French mining engineer, whom gradually worked his way up the ranks until he was manager of up to 10000 employees for over 30 years. The administrative principles mingled issues such as departmentalization, span of control, exceptions to routine, and hierarchy. An example of the administrative principals being utilize in modern management can be seen through study fast victuals franchise McDonalds. The efficient production of their fast provender is crucial towards customer satisfaction and organisation success therefore Fayols principles come in use for this systematic type of organisational structure.Here we see another part of historical management being used in a very boffo franchise within the modern era. Mary Parker Follet was also a contributor to administrative pr inciples. Follet believed that growth and success would come from the direct interaction between members of the organisational groups achieving common goals and objectives. She also displayed a general understanding of groups and showed commitment to human co-operation, creating ideas that are still relevant today (Schermerhorn, Davidson, Poole, Simon, Woods, & Chau, 2011). The next part of my argument belongs to that of Maslows hierarchy of needs. Abraham Maslow has identified 5 important needs that individuals should aim to require in order to positively influence their contribution within the workplace. Maslows theory is often represented as a pyramid, with the larger, lower levels representing the essential needs, and the upper levels representing the need for self-actualization.The first need starts from the bottom of the table, this being psychological. Psychological needs are our basal needs, needs such as food and water. Safety needs are next, expressing an emphasis on the need for security and protection. Self-belongingness is the next need and go under the category of social needs and feeling as though you are a part of nighthing, a community, or group of some type. This is then followed by self-esteem needs which will mean you are given respect and recognition for your work, leaves the employee with a sense of competency. The last need of all and the highest need in Maslows theory is self-actualisation. This need looks at employees achieving self-fulfilments and goals, on the completion of accredited tasks employees allow themselves to grow in presumption by using their abilities to their full extent (Davidson, Griffin, Simon, & Woods, 2009).Maslow believes that the only reason that tribe would not move well in direction of self-actualization is because of hindrances placed in their way. These days we are beginning to see Maslows theory in many businesses as a way of motivating employees. Managers are using Maslowstheory within the work place to help give their employees motivation and something to work towards and achieve, it is a tool managers use to help point employees in the right direction (Davidson, Griffin, Simon, & Woods, 2009). A prime example of this is volunteers working for non for profit organisations. With the fact that there is no m unityy involved in volunteer works it is important for these volunteers to have the Maslows theory approach merged into their business setting as well as a part of their work ethic. This is vital in order to feel as though they are reaping rewards from the hard work they are putting in, as in volunteer work, money is non-existent.Managers also now tend to exchange and mix up the way they are motivating employees by giving different rewards and motivation stimuli in order to keep volunteers and employees happy to preventative with the organisation (Hatch & Cunliffe, 2006). As I have stated, it is clear too see that the two types of classical approaches discussed both have an impact on modern management. With Frederick Winslow Taylor and his theory of scientific management we can see that an important opinion is to obtain maximum wealth for both the employee and the employer. The example of Frank Gilbreth and his techniques used with bricklaying help us understand that positive outcomes come from Taylors theory and we are able too see that his theory has not gone un find and is infact a part of modern management. The same goes with the next part to classical management, this being the administrative principals. We again see administrative principles being employ to modern management.Our example based around this theory being major fast food franchise McDonalds. The efficient production of their fast food is crucial towards customer satisfaction and organisation success. McDonalds is one of the largest franchises in the adult male today and will continue to be for years to come, and it is worthy proofread showing the administrative principals involv ement within such a successful franchise within modern management. The last theory I discussed was that thought by Abraham Maslow and his hierarchy of needs. This theory is a vital part of ones mind and can help achieve a certain degree of self-belief within an employee as well as a manager or employer. It is a useful tool for managers to keep employees motivated and feel as though they are achieving. Throughout this essay I believe I have been able to support my argument as to why I believe that historical management is relevant to modern management.ReferencesBartol, K. M., & Martin, D. C. (1994). focussing. boodle McGraw-Hill series in management.Blake, A, M. (2010) One hundred years after The principles of Scientific Management. 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