1. Management Chapter MH-1 Management History Module Fourteenth Edition
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2. Learning Objectives
MH1.1 Describe some early management examples. MH1.2 Explain the various theories in the classical approach. MH1.3 Discuss the development and uses of the behavioral approach. MH1.4 Describe the quantitative approach. MH1.5 Explain various theories in the contemporary approach.
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3. Early Management
The Egyptian pyramids and the Great Wall of China are proof that projects of tremendous scope, employing tens of thousands of people, were completed in ancient times.
Who told each worker what to do? Who ensured there would be enough stones at the site to keep workers busy? The answer is managers. Someone had to plan what was to be done, organize people and materials to do it, make sure those workers got the work done, and impose some controls to ensure that everything was done as planned.
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4. Early Management Who told each worker what to do?
Who ensured there would be enough stones at the site to keep workers busy?
Someone had to plan what was to be done.
Controls must be imposed to ensure that everything was done as planned.
The answer is managers (management)
Who told each worker what to do? Who ensured there would be enough stones at the site to keep workers busy? The answer is managers. Someone had to plan what was to be done, organize people and materials to do it, make sure those workers got the work done, and impose some controls to ensure that everything was done as planned.
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5. Early Management
Great Wall of China is a good example of projects of tremendous scope and magnitude that employed tens of thousands of people.
How it was possible for these projects to be completed? The answer is management.
Who told each worker what to do? Who ensured there would be enough stones at the site to keep workers busy? The answer is managers. Someone had to plan what was to be done, organize people and materials to do it, make sure those workers got the work done, and impose some controls to ensure that everything was done as planned.
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6. Early Management
Other examples of early management practices can be seen at the Arsenal of Venice. For instance, assembly lines, accounting systems, and personnel functions are just a few of the processes and activities in organizations at that time that are also common to today’s organizations.
Who told each worker what to do? Who ensured there would be enough stones at the site to keep workers busy? The answer is managers. Someone had to plan what was to be done, organize people and materials to do it, make sure those workers got the work done, and impose some controls to ensure that everything was done as planned.
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7. Job Specialization
In 1776 Adam Smith published “The Wealth of Nations”
division of labor (job specialization): the breakdown of jobs into narrow and repetitive tasks
Smith concluded that division of labor increased productivity by increasing each worker’s skill and dexterity, saving time lost in changing tasks and creating labor-saving inventions and machinery.
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8. Historical Background Of Management
C. Adam Smith, (1776) author of the classical economics doctrine, The Wealth of Nations, argued about the economic advantages that division of labor (the breakdown of jobs into narrow, repetitive tasks) would bring to organizations and society.
D. The Industrial Revolution (late 18th century) can be thought of as possibly the most important pre-twentieth-century influence on management. The introduction of machine powers, combined with the division of labor, made large, efficient factories possible. Planning, organizing, leading, and controlling became necessary.
E. The development of management theories has been characterized by differing beliefs about what managers do and how they should do it.
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9. Development of Major Management Theories
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Development of Major Management Theories
Exhibit 2.1

10. Classical Approach
Classical approach: first studies of management, which emphasized rationality and making organizations and workers as efficient as possible.
Two major theories comprise the classical approach: scientific management and general administrative theory.
The first studies of management, often called the classical approach, emphasized rationality and making organizations and workers as efficient as possible. Two major theories comprise the classical approach: scientific management and general administrative theory. The two most important contributors to scientific management theory were Frederick W. Taylor and the husband–wife team of Frank and Lillian Gilbreth. The two most important contributors to general administrative theory were Henri Fayol and Max Weber. Let’s take a look at each of these important figures in management history.
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11. Classical Approach Classical approach:
The two most important contributors to scientific management theory were Frederick W. Taylor and the husband– wife team of Frank and Lillian Gilbreth.
The two most important contributors to general administrative theory were Henri Fayol and Max Weber.
The first studies of management, often called the classical approach, emphasized rationality and making organizations and workers as efficient as possible. Two major theories comprise the classical approach: scientific management and general administrative theory. The two most important contributors to scientific management theory were Frederick W. Taylor and the husband–wife team of Frank and Lillian Gilbreth. The two most important contributors to general administrative theory were Henri Fayol and Max Weber. Let’s take a look at each of these important figures in management history.
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12. Scientific Management
Scientific management: an approach that involves using the scientific method to find the “one best way” for a job to be done.
If you had to pinpoint when modern management theory was born, 1911 might be a good choice. That was when Frederick Winslow Taylor’s Principles of Scientific Management was published. Its contents were widely embraced by managers around the world. Taylor’s book described the theory of scientific management—the use of scientific methods to define the “one best way” for a job to be done.
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13. Scientific Management
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Scientific Management
Fredrick Winslow Taylor
The “father” of scientific management
Published Principles of Scientific Management (1911)
The theory of scientific management
Using scientific methods to define the “one best way” for a job to be done:
Putting the right person on the job with the correct tools and equipment.
Having a standardized method of doing the job.
Providing an economic incentive to the worker.

14. Taylor’s Five Principles of Management
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Taylor’s Five Principles of Management
Develop a science for each element of an individual’s work (strict guideline)., which will replace the old rule-of-thumb method (general guideline). Standardization.
Scientifically select and then train, teach, and develop the worker.
Heartily/good cooperate with the workers so as to ensure that all work is done in accordance with the principles of the science that has been developed.
Divide work and responsibility almost equally between management and workers.
Management takes over all work for which it is better fitted than the workers (previously all responsibility of work were thrown on the workers).
Exhibit 2.2

15. Scientific Management
Frank and Lillian Gilbreth were inspired by Taylor’s work and went on to study and develop their own methods of scientific management.
a. Frank Gilbreth is probably best known for his experiments in reducing the number of motions in bricklaying.
b. The Gilbreths were among the first to use motion picture films to study hand and body motions in order to eliminate the wasteful ones.
c. They also devised a classification scheme to label 17 basic hand motions called therbligs.
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16. Scientific Management (cont’d)
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Scientific Management (cont’d)
Frank and Lillian Gilbreth
Focused on increasing worker productivity through the reduction of wasted motion
Developed the microchronometer to time worker motions and optimize performance.

17. Scientific Management (cont’d)
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Scientific Management (cont’d)
How Do Today’s Managers Use Scientific Management?
Use time and motion studies to increase productivity
Hire the best qualified employees
Design incentive systems based on output
Training programs designed to improve skills.

18. General Administrative Theory
General administrative theory: an approach to management that focuses on describing what managers do and what constitutes good management practice.
Fayol wrote during the same time period as Taylor. While Taylor was concerned with first-line managers and the scientific method, Fayol’s attention was directed at the activities of all managers. He wrote from his personal experience as the managing director of a large French coal-mining firm.
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19. General Administrative Theory
Fayol tried to follow Taylor.
While Taylor was concerned with first- line managers and the scientific method.
Fayol’s attention was directed at the activities of all managers. He wrote from his personal experience as the managing director of a large French coal-mining firm.
Fayol wrote during the same time period as Taylor. While Taylor was concerned with first-line managers and the scientific method, Fayol’s attention was directed at the activities of all managers. He wrote from his personal experience as the managing director of a large French coal-mining firm.
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20. General Administrative Theorists
This group of writers focused on the entire organization.
Henri Fayol
Believed that the practice of management was distinct from other organizational functions
Developed fourteen principles of management that applied to all organizational situations
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21. Henri Fayol
Principles of management: fundamental rules of management that could be applied in all organizational situations and taught in schools
Henri Fayol described the practice of management as something distinct from accounting, finance, production, distribution, and other typical business functions. His belief that management was an activity common to all business endeavors, government, and even the home, led him to develop 14 principles of management—fundamental rules of management that could be applied to all organizational situations and taught in schools. These principles are shown in Exhibit MH-3.
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22. Exhibit MH-3: Fayol’s 14 Principles of Management (1 of 2)
1. Division of work. Specialization increases output by making employees more efficient.
2. Authority. Managers must be able to give orders, and authority gives them this right.
3. Discipline. Employees must obey and respect the rules that govern the organization.
4. Unity of command. Every employee should receive orders from only one superior.
5. Unity of direction. The organization should have a single plan of action to guide managers and workers.
6. Subordination of individual interests to the general interest. The interests of any one employee or group of employees should not take precedence over the interests of the organization as a whole.
7. Remuneration. Workers must be paid a fair wage for their services.
Source: Based on Henri Fayol’s 1916 Principles of Management, “Administration Industrielle et Générale,” translated by C. Storrs, General and Industrial Management (London: Sir Isaac Pitman & Sons, London, 1949).
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23. Exhibit MH-3: Fayol’s 14 Principles of Management (2 of 2)
8. Centralization. This term refers to the degree to which subordinates are involved in decision making.
9. Scalar chain. The line of authority from top management to the lowest ranks is the scalar chain.
10. Order. People and materials should be in the right place at the right time.
11. Equity. Managers should be kind and fair to their subordinates.
12. Stability of tenure of personnel. Management should provide orderly personnel planning and ensure that replacements are available to fill vacancies.
13. Initiative. Employees allowed to originate and carry out plans will exert high levels of effort.
14. Esprit de corps. Promoting team spirit will build harmony and unity within the organization.
Source: Based on Henri Fayol’s 1916 Principles of Management, “Administration Industrielle et Générale,” translated by C. Storrs, General and Industrial Management (London: Sir Isaac Pitman & Sons, London, 1949).
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24. Max Weber
Developed a theory of authority based on an ideal type of organization (bureaucracy)
Emphasized rationality, predictability, impersonality, technical competence, and authoritarianism
Bureaucracy: a form of organization characterized by division of labor, a clearly defined hierarchy, detailed rules and regulations, and impersonal relationships
Max Weber (pronounced VAY-ber) was a German sociologist who studied organizations. Writing in the early 1900s, he developed a theory of authority structures and relations based on an ideal type of organization he called a bureaucracy—a form of organization characterized by division of labor, a clearly defined hierarchy, detailed rules and regulations, and impersonal relationships (see Exhibit MH-4).
Weber recognized that this “ideal bureaucracy” didn’t exist in reality. Instead, he intended it as a basis for theorizing about how work could be done in large groups. His theory became the structural design for many of today’s large organizations.
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25. Exhibit MH-4 Characteristics of Weber’s Bureaucracy
Source: Based on Essays in Sociology by Max Weber, translated, edited, and introduced by H. H. Gerth and C. Wright Mills (NewYork: Oxford University Press, 1946).
Exhibit MH-4 shows Weber’s ideal bureaucracy.
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26. Quantitative Approach to Management
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Quantitative Approach to Management
Quantitative Approach
Also called operations research or management science
Evolved from mathematical and statistical methods developed to solve WWII military logistics and quality control problems
Focuses on improving managerial decision making by applying:
Statistics, optimization models, information models, and computer simulations

27. People are the most important asset of an organization.
Behavioral Approach
Organizational behavior (OB): the study of the actions of people at work.
People are the most important asset of an organization.
The field of study that researches the actions (behavior) of people at work is called organizational behavior (OB). Much of what managers do today when managing people—motivating, leading, building trust, working with a team, managing conflict, and so forth—has come out of OB research.
Although a number of individuals in the early twentieth century recognized the importance of people to an organization’s success, four stand out as early advocates of the OB approach: Robert Owen, Hugo Munsterberg, Mary Parker Follett, and Chester Barnard. Their contributions were varied and distinct, yet all believed that people were the most important asset of the organization and should be managed accordingly.
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28. Exhibit MH-5 Early OB Advocates
Although a number of individuals in the early twentieth century recognized the importance of people to an organization’s success, four stand out as early advocates of the OB approach: Robert Owen, Hugo Munsterberg, Mary Parker Follett, and Chester Barnard. Their contributions were varied and distinct, yet all believed that people were the most important asset of the organization and should be managed accordingly. Their ideas provided the foundation for such management practices as employee selection procedures, motivation programs, and work teams. Exhibit MH-5 summarizes each individual’s most important ideas.
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Exhibit MH- 5 summarizes each individual’s most important ideas.

29. Early OB Advocates Robert Owen Hugo Munsterberg Mary Parker Follett
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Early OB Advocates
Robert Owen
Hugo Munsterberg
Mary Parker Follett
Chester Barnard

30. Hawthorne Studies
Hawthorne studies: a series of studies during the 1920s and 1930s that provided new insights into individual and group behavior
Scholars generally agree that the Hawthorne Studies had a game-changing impact on management beliefs about the role of people in organizations. Elton Mayo conducted the Hawthorne Studies, a series of studies during the 1920s and 1930s that provided new insights into individual and group behavior. The studies concluded that people’s behavior and attitudes are closely related, that group factors significantly affect individual behavior, that group standards establish individual worker output, and that money is less a factor in determining output than group standards, group attitudes, and security. These conclusions led to a new emphasis on the human behavior factor in the management of organizations.
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31. Toward Understanding Organizational Behavior
study of the actions of people at work
early advocates
late 1800s and early 1900s
believed that people were the most important asset of the organization
ideas provided the basis for a variety of human resource management programs
employee selection
employee motivation
Organizational behavior (OB) research has contributed much of what we know about human resources management, motivation, leadership, trust, teamwork, and conflict management.
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32. Organizational Behavior (cont.)
Hawthorne Studies
started in 1924 at Western Electric Company
began with illumination studies
intensity of illumination not related to productivity
Elton Mayo (prof. of Harvard U.)- studies of job design
revealed the importance of social norms as determinants of individual work behavior
changed the dominant view that employees were no different from any other machines
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33. The Hawthorne Studies
The Hawthorne Studies were, the most important contribution to the developing OB field.
1. These were a series of experiments conducted from 1924 to the early 1930s at Western Electric Company’s Hawthorne Works in Cicero, Illinois.
2. The studies were initially devised as a scientific management experiment to assess the impact of changes in various physical environment variables on employee productivity.
3. Other experiments looked at redesigning jobs, making changes in workday and workweek length, introducing rest periods, and introducing individual versus group wage plans.
4. The researchers concluded that social norms or group standards were the key determinants of individual work behavior. (group standards, attitudes, and security).
5. Although not without critics (of procedures, analyses of findings, and the conclusions), the Hawthorne studies did stimulate an interest in human behavior in organizations.
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34. The Hawthorne Studies The conclusions:
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The Hawthorne Studies
The conclusions:
The effect of incentive plans was less than expected.
Social norms, group standards and attitudes more strongly influence individual output and work behavior than do monetary incentives.
Hawthorne effect: Worker productivity rose in response to any management actions that workers interpreted as special attention.

35. Total Quality Management
Total quality management (TQM): a philosophy of management that is driven by continuous improvement and responsiveness to customer needs and expectations
Another area where quantitative techniques are used frequently is in total quality management. A quality revolution swept through both the business and public sectors in the 1980s and 1990s. It was inspired by a small group of quality experts; the most famous was W. Edwards Deming (pictured above) and Joseph M. Juran. The ideas and techniques they advocated in the 1950s had few supporters in the United States but were enthusiastically embraced by Japanese organizations. As Japanese manufacturers began beating U.S. competitors in quality comparisons, however, Western managers soon took a more serious look at Deming’s and Juran’s ideas, which became the basis for today’s quality management programs.
Total quality management, or TQM, is a management philosophy devoted to continual improvement and responding to customer needs and expectations (see Exhibit MH-6). The term customer includes anyone who interacts with the organization’s product or services, internally or externally. It encompasses employees and suppliers as well as the people who purchase the organization’s goods or services.
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36. Exhibit MH-6: What is Quality Management?
Characteristic
1. Intense focus on the customer. The customer includes outsiders who buy the organization’s products or services and internal customers who interact with and serve others in the organization.
2. Concern for continual improvement. Quality management is a commitment to never being satisfied. “Very good” is not good enough. Quality can always be improved.
3. Process focused. Quality management focuses on work processes as the quality of goods and services is continually improved.
4. Improvement in the quality of everything the organization does. This relates to the final product, how the organization handles deliveries, how rapidly it responds to complaints, how politely the phones are answered, and the like.
5. Accurate measurement. Quality management uses statistical techniques to measure every critical variable in the organization’s operations. These are compared against standards to identify problems, trace them to their roots, and eliminate their causes.
6. Empowerment of employees. Quality management involves the people on the line in the improvement process. Teams are widely used in quality management programs as empowerment vehicles for finding and solving problems.
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37. The Systems Approach System Defined
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The Systems Approach
System Defined
During the 1960’s researches began to analyze organizations from a systems perspective based on the physical sciences.
A set of interrelated and interdependent parts arranged in a manner that produces a unified whole.
Basic Types of Systems
Closed systems
Open systems
Dynamically interact to their environments by taking in inputs and transforming them into outputs that are distributed into their environments.

38. The Organization as an Open System
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The Organization as an Open System
Exhibit 2.6

39. Implications of the Systems Approach
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Implications of the Systems Approach
Coordination of the organization’s parts is essential for proper functioning of the entire organization.
Decisions and actions taken in one area of the organization will have an effect in other areas of the organization.
Organizations are not self-contained and, therefore, must adapt to changes in their external environment.

40. The Contingency Approach
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The Contingency Approach
Contingency Approach Defined
Also sometimes called the situational approach.
There is no one universally applicable set of management principles (rules) by which to manage organizations.
Organizations are individually different, face different situations (contingency variables), require different ways of managing.

41. Popular Contingency Variables
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Popular Contingency Variables
Organization size
Routineness of task technology
Environmental uncertainty
Individual differences
Exhibit 2.7

42. Exhibit MH-8: Popular Contingency Variables
Organization Size. As size increases, so do the problems of coordination. For in- stance, the type of organization structure appropriate for an organization of 50,000 employees is likely to be inefficient for an organization of 50 employees.
Routineness of Task Technology. To achieve its purpose, an organization uses technology. Routine technologies require organizational structures, leadership styles, and control systems that differ from those required by customized or nonroutine technologies.
Environmental Uncertainty. The degree of uncertainty caused by environmental changes influences the management process. What works best in a stable and predictable environment may be totally inappropriate in a rapidly changing and unpredictable environment.
Individual Differences. Individuals differ in terms of their desire for growth, autonomy, tolerance of ambiguity, and expectations. These and other individual differences are particularly important when managers select motivation techniques, leadership styles, and job designs.
Exhibit MH-8 describes four popular contingency variables. Although the list is by no means comprehensive—more than 100 different variables have been identified—it represents those most widely used and gives you an idea of what we mean by the term contingency variable. The primary value of the contingency approach is that it stresses there are no simplistic or universal rules for managers to follow.
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43. Review Learning Objective MH1.1
Describe some early management examples.
Early examples of management practice include the construction of the Egyptian pyramids and the Great Wall of China.
One important historical event was the publication of Adam Smith’s “Wealth of Nations,” in which he argued the benefits of division of labor (job specialization).
Another was the industrial revolution, where it became more economical to manufacture in factories than at home.
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44. Review Learning Objective MH1.2
Explain the various theories in the classical approach.
Frederick W. Taylor
The Gilbreths
Henri Fayol
Max Weber
Frederick W. Taylor, known as the “father” of scientific management, studied manual work using scientific principles—that is, guidelines for improving production efficiency—to find the one best way to do those jobs. The Gilbreths’ primary contribution was finding efficient hand-and-body motions and designing proper tools and equipment for optimizing work performance. Fayol believed the functions of management were common to all business endeavors but also were distinct from other business functions. Weber described an ideal type of organization he called a bureaucracy—characteristics that many of today’s large organizations still have.
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45. Review Learning Objective MH1.3
Discuss the development and uses of the behavioral approach.
Early advocates of OB
The Hawthorne Studies
Programmed decisions are repetitive decisions that can be handled by a routine approach and are used when the problem being resolved is straightforward, familiar, and easily defined (structured). Nonprogrammed decisions are unique decisions that require a custom-made solution and are used when the problems are new or unusual (unstructured) and for which information is ambiguous or incomplete.
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46. Review Learning Objective MH1.4
Describe the quantitative approach.
The quantitative approach
Total quality management (TQM)
The quantitative approach involves applications of statistics, optimization models, information models, and computer simulations to management activities. Today’s managers use the quantitative approach, especially when making decisions, as they plan and control work activities such as allocating resources, improving quality, scheduling work, or determining optimum inventory levels. Total quality management—a management philosophy devoted to continual improvement and responding to customer needs and expectations—also makes use of quantitative methods to meet its goals.
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47. Review Learning Objective MH1.5
Explain various theories in the contemporary approach.
Systems approach
Contingency approach
The systems approach says that an organization takes in inputs (resources) from the environment and transforms or processes these resources into outputs that are distributed into the environment.
The contingency approach says that organizations are different, face different situations, and require different ways of managing. It helps us understand management because it stresses there are no simplistic or universal rules for managers to follow.
prepared by Prof. Faris Abu Mouamer