management past to present. behavioural management theorists elton mayoabraham maslowdouglas...
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ManagementPast to Present
BEHAVIOURAL MANAGEMENT THEORISTS
Elton Mayo
Abraham Maslow
Douglas McGregor
The focus is moving away from Scientific Management &
productivity
The HUMAN SIDEPeople want to be social
& self-fulfilled!
HUMAN RELATIONS THEORIES
Elton MayoHAWTHORNE STUDIES
Who? Elton Mayo
When? During the 1920’s
What did he do? “Hawthorne Studies”
Purpose? Research to study personal productivity…BUT learned something more important!
#1 Illumination Study: Changed factory lighting level
Expectation:
BETTER LIGHT = BETTER PERFORMANCE
Conclusion:
interfering psychological factors
Result:
turned attention to human relations
#2 Assembly Room Study: Chose 6 workers to observe in a
“special” test room
Altered break periods, work-days & work-weeks
Measured the affect of fatigue on their output
Expectation:
FATIGUE = POORER PERFORMANCE
#2 Assembly Room Study: Result:
No direct relationship between changes in physical working conditions & output
PRODUCTIVITY INCREASED!
Conclusion:
The positive “SOCIAL SETTING” increased productivity
GROUPATMOSPHERE
PARTICIPATIVESUPERVISION
#3 Wiring Room Study: Study focused on the “work group”
Result:
Groups can have a
POSITIVE or NEGATIVE
influence on
INDIVIDUAL PRODUCTIVITY
IMPO
RTAN
CE!
Shifts management’s attention away from
scientific management toward social & human
concerns as keys to productivity.
Haw
thor
ne E
ffect
By showing employees that you are concerned about
them will usually motivate them to do a
better job
HUMAN RELATIONS THEORIES
Douglas McGregorTHEORY X & THEORY Y
XTHEORY DISLIKE WORK
LACK AMBITION
IRRESPONSIBLE
RESIST CHANGE
WANT TO BE “LEAD”
YTHEORY
WILLING TO WORK
CAPABLE OF SELF-CONTROL
ACCEPT RESPONSIBILITY
IMAGINATIVE
CREATIVE
SELF-DIRECTED
HUMAN RELATIONS THEORIES
Abraham MaslowPYRAMID OF NEEDS
Self-Actualization
Esteem
Belonging / Social
Safety Needs
Biological & Physiological
MASLOW’S PYRAMID OF NEEDS
Personal Growth & Fulfillment
Achievement, Status,
Responsibility, Reputation
Family, Affection, Relationships
Protection, Security, Order, Law, Stability
Air, Food, Drink, Shelter, Sleep, Warmth
MASLOW’S PYRAMID OF NEEDS
NEEDS
DEFICIT PRINCIPLE
PROGRESSION PRINCIPLE
3 KEY TERMS TO UNDERSTAND:
A NEED is…A physiological or
psychological deficiency a person feels the
compulsion to satisfy.
These NEEDS can affect a person’s work attitude &
behaviour.
DEFICIT PRINCIPLE says…
a satisfied need is no longer a motivator for
behaviour
PROGRESSION PRINCIPLE
says… the needs are ordered in a “hierarchy”. You only move to the next level when the lower level
need has been satisfied.
The Power of the Pyramid
Managers need to create the kind of environment that
allows employees to rise to every occasion.
Difficulty:People’s needs change. Incentives need to be geared towards their
needs.
Difficulty:You may have
employees that have very different needs &
concerns to satisfy.
Implication:If your incentives do
not satisfy your employees’ needs,
they will leave!
HUMAN RELATIONS THEORIES
Chris ArgyrisTHEORY OF ADULT PERSONALITY
Who? Chris Argyris
When? During the 1950-60’s
What did he do? Scholar & business consultant
Purpose? To examine the needs & capabilities of mature adults working in organizationsImmaturity/Maturity Continuum
What he concluded: Some classical management theories are inconsistent with the mature adult personality
Simplified tasks Inhibits
self-actualization
Taylor’s Scientific
Management
What he concluded: Some classical management theories are inconsistent with the mature adult personality
Creates dependent,
passive employees
Higher levels of management
should control & direct people @ lower levels
Weber’s Bureaucracy
What he concluded: Some classical management theories are inconsistent with the mature adult personality
May cause psychological
failure…individuals should define their
own goals
Fayol’s Administrative
Principles Unity of Control assumes success
occurs when 1 person’s work is
planned & directed by 1 manager