management past to present. behavioural management theorists elton mayoabraham maslowdouglas...
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ManagementPast to Present
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BEHAVIOURAL MANAGEMENT THEORISTS
Elton Mayo
Abraham Maslow
Douglas McGregor
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The focus is moving away from Scientific Management &
productivity
The HUMAN SIDEPeople want to be social
& self-fulfilled!
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HUMAN RELATIONS THEORIES
Elton MayoHAWTHORNE STUDIES
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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!
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#1 Illumination Study: Changed factory lighting level
Expectation:
BETTER LIGHT = BETTER PERFORMANCE
Conclusion:
interfering psychological factors
Result:
turned attention to human relations
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#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
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#2 Assembly Room Study: Result:
No direct relationship between changes in physical working conditions & output
PRODUCTIVITY INCREASED!
Conclusion:
The positive “SOCIAL SETTING” increased productivity
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GROUPATMOSPHERE
PARTICIPATIVESUPERVISION
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#3 Wiring Room Study: Study focused on the “work group”
Result:
Groups can have a
POSITIVE or NEGATIVE
influence on
INDIVIDUAL PRODUCTIVITY
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IMPO
RTAN
CE!
Shifts management’s attention away from
scientific management toward social & human
concerns as keys to productivity.
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Haw
thor
ne E
ffect
By showing employees that you are concerned about
them will usually motivate them to do a
better job
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HUMAN RELATIONS THEORIES
Douglas McGregorTHEORY X & THEORY Y
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XTHEORY DISLIKE WORK
LACK AMBITION
IRRESPONSIBLE
RESIST CHANGE
WANT TO BE “LEAD”
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YTHEORY
WILLING TO WORK
CAPABLE OF SELF-CONTROL
ACCEPT RESPONSIBILITY
IMAGINATIVE
CREATIVE
SELF-DIRECTED
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HUMAN RELATIONS THEORIES
Abraham MaslowPYRAMID OF NEEDS
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Self-Actualization
Esteem
Belonging / Social
Safety Needs
Biological & Physiological
MASLOW’S PYRAMID OF NEEDS
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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
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NEEDS
DEFICIT PRINCIPLE
PROGRESSION PRINCIPLE
3 KEY TERMS TO UNDERSTAND:
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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.
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DEFICIT PRINCIPLE says…
a satisfied need is no longer a motivator for
behaviour
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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.
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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!
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HUMAN RELATIONS THEORIES
Chris ArgyrisTHEORY OF ADULT PERSONALITY
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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
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What he concluded: Some classical management theories are inconsistent with the mature adult personality
Simplified tasks Inhibits
self-actualization
Taylor’s Scientific
Management
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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
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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