Management History Essay

Managers jackpot look at past managerial methods in order to take a shit decisions that im man best suit themselves and help their organisations, as wholesome as big(p) their organisation a competitive advantage (Boddy D. , 2005). In this evidence I will be arguing against the proposition that knowledge of wariness history is irrelevant to ripe course session. To show that concern history is beta for newfangled managers, I am going to discuss and focus on a number of historic counsel techniques and theories and how they can be habitful. I will talk just virtually how these management techniques and theories ar relevant with modern management. The first admission I will look at is the spotless border on. Too elaborate on this conjecture I will break a stylus it in to twain areas the scientific management scheme and the administrative principals. for the first time I will discuss the scientific approach where I will talk about Frederick Winslow Taylor and his system on the importance of realiseers world develop and the importance of the selection process (Bartol & angstrom Martin, 1994).The next branch is the administrative approach involving theorist Henri Fayol and how his theories have been well discovered and become a bounteous bulge of modern management today. To finish off my melody I will be talk about the behavioural perspective of management by relating to Abraham Maslows hierarchy of demand. Through looking into these methods I hope to give the reader a good understanding as to why I believe historical management has had a big impact on modern management today and will poke out to do so in the future. The first discussion will be based around the classical approach, an approach to management that is seen as a way of managers making decisions based around economic concern. There are three main areas within the classical approach, these being scientific management, administrative principles and bureaucratic organisat ion.However, throughout my command I will be commission only on two of these approaches, thus being the scientific approach and the administrative principals. The two main theorists who are heavily involved in these consist of Frederick Winslow Taylor, whom was the founder of scientific management and Henri Fayol whom has had a big fix on the administrative principals. I will also mention bloody shame Parker Follet whom has also had a big impact on the administrative principals. (Schermerhorn, Davidson, Poole, Simon, Woods, & international adenosine monophosphateere 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. The first approach I will be discussing is the classical approach, where we will first be talking about scientific management. The man behind the scientific management theory is known as Frederick Winslow Taylor. Taylors main func tions to management thought 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 foul my argument that management history is authorised for modern managers we see atomic number 1 Ford come into the picture. The ideas of Taylor were continued through well-known car maker Henry Ford who went on to replace his workers with machinery, generally when it came to doing things such(prenominal) as heavy lifting (Daft, 2005).scientific management has four guiding action principles, these being to develop a science for every jo b that includes rules of motion, standardize work processes and appropriate working conditions. Also to cautiously 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). click Gilbreth whom worked as a bricklayer put Taylors ideas into place and created a method that allowed the number of movements to lay a brick reduce from 18 to 2 consequently going on to increase the rate from 120-350 bricks (Hatch & Cunliffe, 2006). Taylors work is facilitate being used in modern day and his concepts are well thought of, his ideas are clearly 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 discriminate of the classical approach I will be talking about is the administrative principals. The administrative principals approach to management came about from a man named Henri Fayol. Most management textbooks published today have intercourse Fayol to be the father of the administrative theory (Daft, 2005). Fayol was a French tap engineer, whom gradually worked his way up the ranks until he was manager of up to myriad employees for over 30 age. The administrative principles involved issues such as de voxmentalization, drag in of control, exceptions to routine, and hierarchy. An example of the administrative principals being used in modern management can be seen through major flying food privilege McDonalds. The efficient production of their fast food is crucial towards customer atonement and organisation success therefore Fayols principles come in use for this systematic type of organisational structure.Here we see a nonher part of historical management being used in a very successful franchise within the modern era. Mary Parker Follet was also a indorser t o administrative principles. Follet believed that growth and success would come from the direct interaction mingled with members of the organisational groups achieving common goals and objectives. She also displayed a general understanding of groups and showed commitment to humane 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 fates. 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 tin can of the table, this being psychological. Psychological needs are our basic 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 falls under the social class of social needs and feeling as though you are a part of something, 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 issue of certain tasks employees allow themselves to grow in confidence by use their abilities to their full extent (Davidson, Griffin, Simon, & Woods, 2009).Maslow believes that the only reason that people would not move well in direction of self-actualization is because of hindrances placed in their way. These geezerhood we are beginning to see Maslows theory in numerous businesses as a way of motivating employees. Managers are using Maslows theory within the work place to help give their employees penury and something to work towards and achieve, it is a likewisel 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 money 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 mixed bag 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 run 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 aspect 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 at peace(p) un noticed 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 applied 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 world today and will continue to be for years to come, and it is honourable proo f showing the administrative principals involvement 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 motivate 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). Management. Michigan McGraw-Hill series in management.Blake, A, M. (2010) One hundred years after The principles of Scientific Management. One Hundred Years after The Principles of Scientific Management, 1-9Boddy, D. 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