2. 5000 BC Sumerians Record
keeping2000 BC Egyptians Plan,
organize,
control,
written
requests1800 BC Hammurabi Controls and
written
documentatio
n
600 BC Nebuchadnezza
r
Wage
incentives,
production
3. Management Ideas and
Practice Throughout History
500 BC Sun Tzu Strategy
400 BC Xenophon Management
as a separate
art
400 BC Cyrus Human
Relations and
Motion Study
175 Cato Job
description
284 Diocletian Delegation of
authority
6. • A historical perspective on management provides
a context or environment in which to interpret
current opportunities and problems.
• Studying management history is a way to
achieve strategic thinking, see the big picture,
and improve conceptual skills.
• The first step is to explain the social, political,
and economic forces that have influenced
organizations and the practice of management.
8. Social Forces
Social forces refer to those aspects of a culture that
guide and influence relationships among people.
These forces shape the social contract, the
unwritten, common rules and perceptions about
relationships among people and between
employees and management.
What do
people
value?
What do
people
need?
What are the
standards of
behavior among
people?
9. Political
Forces
Political forces refer to the influence of political and
legal institutions on people and organizations.
Political forces include basic assumptions underlying
the political system such as the desirability of self-
government, property rights, contract rights, and
justice.
People are demanding empowerment, participation,
and responsibility in all areas of their lives.
10. Economic
Forces
Economic forces pertain to the availability, production,
and distribution of resources in a society;
organizations require resources to achieve their
objectives.
The new emerging economy is based largely on
ideas, information, and knowledge; supply chains
have been revolutionized by digital technology.
12. Classical
Perspective
The classical perspective emerged during the
nineteenth and twentieth centuries that emphasized
a rational, scientific approach to the study of
management.
Scientific Management
Bureaucratic Organization
Administrative Principle
A subfield of the classical perspective that
emphasized scientific changes in
management to improve labor productivity.
A systematic approach developed in Europe
that looked at the organization as a whole.
It focused on the total organization rather
than the individual worker, delineating the
management functions of planning,
organizing, commanding, coordinating, and
controlling.
13. Scientific
Management
A subfield of the classical perspective that
emphasized scientific changes in
management to improve labor productivity.
Frederick W. Taylor (1856-1915) –Father of scientific
management He suggested decisions based
on rules of thumb and tradition
be replaced with precise work
procedures developed after
careful study of the situation.
Taylor worked out an incentive
system that paid each man
$1.85 instead of $1.15 a day
for meeting the new standard;
productivity shot up.
One of his many contributions to modern management
is the common practice of giving employees rest breaks
throughout the day.
14. 1. Develop a science for each element of a man’s work, which
replaces the old rule-of-thumb method.
2. Scientifically select and then train, teach, and develop the
workman.
3. Cooperate with the men to insure all work is done in
accordance with the principles of the science.
4. There is almost equal division of the work and the
responsibility between management and workmen.
15. Scientific
Management
Frank B and Lillian M. Gilberth
pioneered time and motion study,
which stressed efficiency and the best
way to do a job.
Frank and Lillian Gilberth were prolific researchers and often
used their family as guinea pigs. Their work is the subject of
Cheaper by the Dozen, written by their son and daughter.
Time Study. Timing how long it takes
good workers to complete each part
of their jobs.
Motion Study. Breaking each task
into its separate motions and then
eliminating those that are
unnecessary or repetitive.
16. Scientific
Management
Scientific management develops standards for a job,
selects workers with appropriate abilities, trains workers,
supports workers and eliminates interruptions, and
provides wage incentives.
Scientific management is important today, specifically the
idea of arranging work based on careful analysis of tasks
for maximum productivity.
17. Bureaucratic Organization A systematic approach
developed in Europe that
looked at the organization as a
whole.
Max Weber (1864-1920) introduced
management on an impersonal,
rational basis through defined
authority and responsibility, formal
recordkeeping, and separation of
management and ownership.
The exercise of control on the
basis of knowledge, expertise,
or experience.
18. Bureaucratic Organization
Weber’s organization was the bureaucracy: division of
labor, hierarchy, rules and procedures, written decisions,
promotion based on technical qualifications, separation of
ownership and management.
The manager did not depend on personality for successfully
giving orders but on the legal power invested in the
managerial position.
19. 1. Qualification-based hiring
2. Merit-based promotion.
3. Chain of command.
4. Division of labor.
5. Impartial application of rules and
procedures.
6. Recorded in writing.
7. Managers separate from owners.
20. Administrativ
e Principle
It focused on the total organization
rather than the individual worker,
delineating the management functions
of planning, organizing, commanding,
coordinating, and controlling.
Administrative Management: Henri
Fayol1. Division of work.
2. Authority &
Responsibility
3. Discipline
4. Unity of command
5. Unity of direction.
6. Subordination of
individual interests
7. Centralization
8. Scalar Chain
9. Order
10. Equity
11. Stability of Tenure of
personnel
12. Initiative
21. Humanistic
Perspective
“Efficiency alone is not enough to
produce organizational success.
Success also depends on treating
workers well.”
It
emphasizes: Importance of understanding human
behavior.
Needs and attitudes in the workplace
Social interactions and group processes
22. Known today as the “Mother of
Scientific Management”.
Her many contributions to modern
management include the ideas of
negotiation , conflict resolution, and
power sharing.
Dealing with
Conflict
Dominatio
n
Compromi
se
Integratio
n
23. Managers can gain cooperation
by:
Securing essential services
from individuals.
Unifying people by clearly
formulating an organization’s
purpose and objectives.
Providing a system of effective
communication.
24. Humanistic
Perspective
Human Relations
Movement
It emphasized satisfaction of employees’
basic needs as the key to increased worker
productivity.
Human Resources
Perspective
It suggests jobs should be designated to
meet
higher-level needs by allowing workers to
use their full potential.
Behavioral Science
Approach
It applies social science in organizational
context, drawing from economics,
psychology, sociology, and other
disciplines.
25. Human Relations
Movement
The human relations school considers that truly effective
control comes from within the individual worker rather than
from strict, authoritarian control.
Early interpretations agreed that human relations not
money caused increased output. Workers performed better
when managers treated them positively.
New data showed that money mattered, but productivity
increased because of increased feelings of importance and
group pride felt when selected for the project.
Researchers realized that the researcher could influence
the outcome of an experiment by being too involved with
research subjects---the Hawthorn effect.
26. Human Resources
Perspective
The human resources perspective combines prescriptions for
design of job tasks with theories of motivation.
Abraham Maslow (1906-1970), a
psychologist, suggested a hierarchy of
needs because he observed that
problems usually stemmed an inability
to satisfy needs.
This hierarchy started with physiological
needs and progressed to safety,
belongingness, esteem, and self-
actualization.
27. Douglas McGregor
(1906-1964)
Human Resources
Perspective
developed the Theory X and Theory Y
about
workers.Classical management perspective was
based on Theory X and assumed
workers:
Dislike work and prefer to be directed
Must be coerced to work
Want to avoid responsibility and have
little ambition
28. Do not inherently dislike work
Will achieve objectives to which he/she is committed
Will accept and seek responsibility
Have intellect that could be applied to organizational goals
Intellectual potential of the average worker is only partially
used
McGregor proposed Theory Y as a more realistic
view of workers and assumed workers:
29. Behavioral Science
Approach
The behavioral sciences approach applies social science in
organizational context, drawing from economics,
psychology, sociology, and other disciplines.
One set of management techniques based in the
behavioral sciences approach is Organizational
Development (OD).
Other concepts that grew of out the behavioral sciences
approach include matrix organizations, self –managed
teams, and ideas about corporate culture.
30. Management Science
Perspective
The management science perspective emerged after World
War II. and applied math, statistics, and other quantitative
techniques to managerial problems.
Operations research consists of mathematical model building
and other applications of quantitative techniques to managerial
problems.Operations management refers to the field of management
that specializes in the physical production of goods and
services using quantitative techniques to solve manufacturing
problems.
Information Technology (IT) is the most recent sub-field of
the management science perspective, often reflected in
management information systems.
31. IT has evolved to include intranets and extranets, plus
software programs that help managers estimate costs, plan
and track production, manager projects, and allocate
resources.
Most organizations have IT departments of information
technology specialists to help them apply management
science techniques to complex organizational problems.
