Management Evolution Essay Example for Free

Management Evolution Essay The evolution of management can be traced back to the start of the Industrial Revolution. â€Å"Management and leadership abilities were not thought of as learnable skills but derived from one’s heredity. There did not exist the need for a theory of management: leaders were born, not made. † (Montana Charnov, 2008, p. 14). This belief ignored the need for a written theory of management and focused on the practice itself. As industrialization increased and spread, problems related to the factory system began to appear. Large numbers of workers were needed to keep up with the rapid economic expansion. Many of these workers were immigrant, unskilled, and non-English speaking. Managers did not know how to train these employees. This led to a scientific study of management and to what is today known as management theory. Classical School of Management The first management theory, Scientific Management, arose because of a need to increase worker efficiency and productivity. Emphasis of this approach was placed on the best way to get the most work accomplished. Focus was on examining the work process and developing the skills of the workforce. The classical school owes its origins to several contributors; including Frederick Taylor, Frank and Lillian Gilbreth, Henry Gantt, and Mary Parker Follet. Frederick Taylor is often referred to as the â€Å"father of scientific management†. He believed that organizations should study and gain an understanding of work and develop precise procedures to complete it. â€Å"Taylor believed that economic prosperity could only be achieved by maximal worker productivity, which in turn, would be the product of making workers more efficient† (Montana Charnov, 2008, p. 5). By analyzing every job through scientific observations, he felt there was only one best way of doing a job. He believed managers should study each job and determine the minimum necessary steps needed to complete it. Individuals step would be analyzed to determine the most efficient way of performing it. Managers would then total the time of each individual task to determine the optimum amount of time necessary to complete the entire task. Workers would then follow the precise instructions of management. If tasks were not completed in the optimal amount of given, workers were removed from the job. He believed this system gave managers power over workers. Workers could no longer resist management demands. Managers possessed the knowledge and workers performed their detailed steps. Frank and Lillian Gilbreth were a husband and wife team that studied job motions. â€Å"The Gilbreths are considered pioneers in making use of motion studies to improve worker efficiency† (Montana Charnov, 2008, p. 16). Frank analyzed worker actions to determine the best possible method of performing a given job. When he understood all the motions, he would seek to improve the efficiency of each action and reduce the number of motions required to accomplish the job–a process called job simplification† (Montana Charnov, 2008, p. 16). Managers would then select, train, and develop workers with devised procedures. Lillian extended this theory into the home in an effort to determine the ideal way to complete household tasks. Henry Gantt developed the Gantt chart; a work scheduling chart that measures planned and completed work along throughout each stage of completion. The Gantt chart is a powerful planning and evaluation tool used by managers. He believed inefficiency was a result of management unrealistic production standards. According to Gantt, â€Å"work standards should be determined by scientific observation and measurement, and only then may realistic work standards be set† (Montana Charnov, 2008, p. 17). Gantt also believed that workers should be rewarded for good work through a bonus system. He felt that workers would be more productive and achieve higher levels of production if there was an incentive. To motivate workers to go beyond the daily production quotas, he pioneered the use of a production bonus (Montana Charnov, 2008, p. 18). Gantt also focused on the importance of quality leadership and management skills and their relationship to building effective industrial organizations. Mary Parker Follet is often referred to as the â€Å"mother of conflict resolution†. â€Å"Her research and writings pointed to a collaborative approach to problem solving that advocated compromise† (Montana Charnov, 2008, p. 17). Follet focused on the importance of establishing and developing common goals within the workplace. She believed workers should be allowed to participate in the decision making process. She believed workers could and would comply and follow management’s logical requests without being given too many orders; workers should not be micromanaged. â€Å"The classical approach to management theory had asserted that the key to worker efficiency and organizational productivity was efficient job design, use of appropriate incentives, and effective managerial functioning† (Montana Charnov, 2008, p. 23). This approach emphasized the work elements and eliminated the human dimensions. Behavioral School of Management The behavioral approach stresses that effective management will come from an understanding of the worker† (Montana Charnov, 2008, p. 23). Emphasis of this approach is based on the belief that every human being has social and physiological needs which affect performance and motivation. Focus was on improving the self-esteem and self-confidence of the workforce. Contributors to the behavioral school include Elton Mayo, Chester Barnard, and Douglas McGregor. Elton Mayo was the founder of the human relations movement. â€Å"Mayo concluded that factors other than the physical aspects of work had the power of improving production. These factors related to the interrelationships between workers and individual psychology† (Montana Charnov, 2008, p. 25). Mayo believed that if workers were treated with respect and their needs were being met, they would be more productive and their work would be more efficient; therefore both the employee and management would benefit. Mayo is known for his work conducted at the Western Electric Company in Chicago; known as the Hawthorne Experiments. He was able to prove that the relationship that employees have with management directly affects productivity. He concluded that management needed to be more directly involved with employees. Chester Barnard developed the acceptance theory of management, which focuses managerial authority. He believed that employees themselves determined if managerial order is legitimate and acceptable. He felt that in order for employees to accept that managers have legitimate authority to act, they must first understand the communication they receive from management. Employees must also feel that the communication that is received is consistent with the organization’s purpose. Bernard believed that managers needed to share a common purpose and express a willingness to cooperate with the employees. â€Å"Douglas McGregor, in distinguishing between the pessimistic Theory X view of employees and the optimistic Theory Y, had a dramatic impact on management theory and practice† (Montana Charnov, 2008, p. 27). Theory X which characterized the views of Taylor is based on the assumption that the average human being dislikes work and that because of this dislike they must be threatened and controlled before they will work. Theory X also assumes that the average person desires security and prefers being directed. Average people dislike responsibility and have little ambition. Theory Y which characterized the views of Mayo is based on the assumption that if a job is satisfying and the working conditions are good, then the worker will be committed to the organization. Theory Y also assumes that if the average worker is committed, then they will not only accept, but seek responsibility. McGregor believed that managers should operate with the belief that workers will contribute more to an organization if they feel valued and are treated responsibly. The behavioral approach to management theory focused on the workforce and their needs; the human element of the organization. This approach emphasized work as a group activity and aimed at increasing work productivity through collaboration. Production Operations Management (POM) Approach The Production Operation Management Approach to management was developed in response to increasingly difficult operational problems and a rapidly changing environment. The concepts of the POM Approach were based on the belief that the scientific method was the solution to problem solving. Herbert Simon was a major contributor to the POM Approach. â€Å"Herbert Simon is best known for his research in decision-making and information processing but also made contributions to cognitive psychology, computer science, public administration, philosophy of science, and artificial intelligence† (Montana Charnov, 2008, p. 29). Simon coined the term satisficing which was based on the belief that executives rarely had access to perfect information. They were more apt to accept data acquired early in a search and seek solutions or accept choices that are deemed good enough for their purposes. He believed that seeking the maximal solution or result expended resources. â€Å"Production operations management stresses a systems approach that views the total operating system and analyzes a problem within that system. The problem is seen to exist as it relates to the total system, and any proposed solution is evaluated as it relates to the same system† (Montana Charnov, 2008, p. 30). The POM approach focused more on production and less on the human factor. Contingency Approach The contingency approach to management is the most recent school of thought about management. It combines the ideas of the other three approaches and states that there is no one universal set of management principles or one best way by which to manage an organization. This approach is based on the belief that to effective, planning, organizing, leading and controlling must be contingent on the circumstances in which an organization operates. Different problems require different solutions. â€Å"This approach arose out of the observation that the three earlier approaches to management–the classical, the behavioral, and productions operations research–did not always lead to an acceptable solution† (Montana Charnov, 2008, p. 1). The contingency approach applies to all areas of management, not just organizing and leading. This approach takes into consideration both the internal and external environments of the organization. Conclusion â€Å"The foundations of the various approaches to schools of management theory are found in a variety of disciplines, inclu ding economics, psychology, sociology, mathematics, philosophy, and industrial engineering. But management theory, even though it makes use of other scholarly areas and the observations of the practicing manager, has emerged as a separate area of study since the 1940’s† (Montana Charnov, 2008, p. 4). The thoughts and ideas of the classical school have been analyzed and developed over the years; however the basic concepts are still in practice today. Relation to Work Environment I believe that the contingency approach to management is the most effective. The classical, the behavioral, and productions operations research approaches all are based on a universal approach, one best way, of management that applies the same techniques to every organization. As a manager I have come to realize that not all people and every situation should be handled identically. I believe managerial decisions and actions are contingent upon a given situation. Managerial styles and techniques must vary according to the circumstances of the situation. To be effective, managers must determine which factors are relevant in what situation. I believe the most important aspect of the contingency theory is that it accounts for the human factor. As the Dining Services Director at Miles Community College, I am required to make daily decisions concerning both my department and the organization as a whole. I believe that to be an effective manager it is necessary to evaluate each and every situation to come up with the appropriate decisions and actions. I understand that each and every situation is unique and requires a situational analysis. I also believe that every decision I make affects the organization therefore my decisions are based on the goals and values of the organization as a whole. I believe that the contingency theory best fits my management style.

Virginia Woolfs Orlando and the Relationship between Virginia and Vita

Virginia Woolf's Orlando and the Relationship between Virginia and Vita It has been said the novel Orlando is the longest love-letter ever written; a celebration of the bond between women. The relationship between Virginia Woolf and Vita Sackville-West is well documented and known to have been intimate. That Virginia was passionate and giddy about her relationship with Vita is also known and displayed in Orlando. But Orlando also offers a rare intimate glimpse into the mind of Virginia Woolf. An unselfconscious work, it reveals her mind, talent at play. Orlando offers rich insights into her mind while keeping the rich prose that embodies her other great works. The novel demonstrates several of Virginia's obsessions, the focus here on gender and sexuality. While presumptuous to assume an author's life directly through her work, Virginia herself writes about this inevitable link in Orlando: "In short, every secret of a writer's soul, every experience of his life, every quality of his mind is written large in his works, yet we require critics to explain the one and biographers to expound the other" (Orlando 209). A good author usually writes what she knows; considering the background of this novel, the reader may draw parallels between Virginia's life, her relationship with Vita and the writing of Orlando. Who is Orlando? The common interpretation is Orlando is Vita. The book is dedicated to her and pictures of Vita are interspersed throughout the book. Vita herself was said to tell Virginia that she fell in love with herself after reading the novel. Vita's mother was more acetic: "You have written some beautiful phrases in Orlando but probably you do not realise how cruel you have been. And the person who inspired the book ... ...nergy of her relationship with Vita is apparent in the novel. She was to wrestle her demons in other books (To the Lighthouse as an example) in Orlando she celebrated. But in Virginia's hands, even satire has its serious moments. "I am writing Orlando half in mock style very clear and plain, so that people will understand every word. But the balance between truth and fantasy must be careful" (Dairy 117). And now years later, critics are still trying to view in-between the truth and fiction and the enigma of Virginia Woolf. Works Cited Bond, Alma Halbert, Phd. Who Killed Virginia Woolf - a Psychobiography. Human Sciences Press, Inc.:New York, NY 1989. Lee, Hermione. Virginia Woolf. Alfred A. Knopf, Inc.:New York, NY 1996. Woolf, Virginia. A Writer's Diary. The Hogarth Press:London 1953 Woolf, Virginia. Orlando. Harcourt Brace & Company:New York 1956.

Capstone Paper

An accomplished leader is a strong communicator, motivator and problem solver. Building teams, motivating employees, measuring client needs and managing conflicts are some of the critical tasks of a leader. The definition of leadership is â€Å"the ability to inspire confidence and support among the people who are needed to achieve organizational goals† (Durbin, 2). This is the primary goal of a good leader however I believe the leader needs to have a certain number of characteristics or traits in order to provide this to his/her employees. Loud have to say that the most important traits of a good leader are a passion for the work and the people, self-confidence and trustworthiness. I think that it is crucial for a great leader to be passionate bout the work that they do as well as the team that they are leading. Within my current role as a Senior Business Support Coordinator, we're required to take on a leadership role on an almost daily basis. One particular instance that re call of which I had to take on a complete leadership role was during a snow storm. I was one of the only seniors or management that was actually able to make it into the office.With the few of us that were actually able to make it into the office, took control and distributed all of the cases that needed to be handled that day. I made sure we had appropriate phone overage and triages all incoming work that was received. On this day with short staffing we were able to handle all of the cases that were due for that day and we had not late reports to our home office or the FDA. The association amongst effective performance evaluations and employee morale is very close. Actually, one of the core reasons to evaluate employees is to encourage them.As a leader, this is an opportunity to reinforce things an employee does well and provide correction and planning for areas that need improvement. It is important to understand that performance evaluations re definitely a necessary evil, however the process chosen to evaluate one's employees needs to be considered very carefully. Problem Statement The issues with performance evaluations are not within the systems themselves but in how they are administered. It is hard for an employee to deal with a negative performance evaluation in general.However, it is even harder to deal with a performance evaluation that one would consider average when the employee may feel that their work performance level is really much higher. Research Design This capstone paper will consist of taking a anonymous poll within my apartment of my co-workers in regards to how they feel about how the process of performance evaluations are handled with our organization. How these performance evaluations and promotions affect their work performance and feeling about the company. Results of Study Within my company we have a system in which we used called the UP system.This system has all of our goals that are cascaded down from out managers. Within the pro duct safety department the majority of all our goals are group goals so it is extremely hard to stand out individually. It allows for a â€Å"loafer to receive the same rewards because the other's pick up the slack and still hey look good in return. In December and January of each year the employee lists their progress, weight goals, lists any accomplishments, year- end self-appraisal on UP/LDAP (Individual Development Plan) and we submit them to our manager.The manager and employee then discuss to ensure everything is clear and accurate. The manager then obtains feedback and input on the employee's performance and behavior from others and participates in calibration. Calibration is a system of checks and balances that ensures the employee's performance is rated as fairly, objectively and equitably as possible. The next step to the UP process is to have the manager draft UP year-end appraisal considering employee's self-appraisal, input and managers own observations. Here is where the issue in my opinion comes into play.It is understandable that feedback is necessary in order for managers to make an accurate assessment of the employee's performance and behavior. When the managers meet to discuss ratings they are allowed to provide input on each employee even if they do not directly work with that employee. How is it possible to make an assessment on an employee's performance or behavior if a manager is not directly working with them at any time? I believe the feedback should come directly from those that work directly with the employee so that a true assessment and feedback Can be given.We are also required to attach to our UP system is a form that is called an DIP or Individual development plan. The purpose of this form is to set long term goals for your career path and your manager is supposed to help you GU did. After all this has been performed at the end of the year and an assessment has been performed a rating is applied to the employee.

High School Enrollment System - 1734 Words

MEIN BUSINESS HIGH SCHOOL ENROLLMENT SYSTEM [pic] An Undergraduate Thesis Presented to the Faculty of Computer Science Department MEIN College Inc., Zamboanga City In Partial Fulfillment Of the Requirement for the Course in Bachelor of Science in Computer Science (BSCS) JULIET A. BUCO BSCS IV S.Y. 2010 – 2011 CHAPTER I INTRODUCTION I.1 Background of the Study This project looks at an Enrollment System for a high school. It stores details of students, year, and section. It may also be use as local assessment of the MEIN Business H.S. for their fees. The enrollment is designed for use by staff and other authorized user in the high school office to enable them to easily produce information required by the different people in the†¦show more content†¦Since the students are manually filling-up the official documents the school, data Redundancy has a great possibility in causing further complexity in the enrolment process. An added problem was that when the students were getting their subjects and schedule for the semester, the students had to refer to the bulletin boards for the available subjects, schedule, and slots. Since the said information was posted, it would only mean that the updates were not monitored effectively. To keep the students updated at all times, the availability of the subjects and slots should be monitored. If a subject only has 5 slots available and there are still a number of students who would be enrolling that subject, students should be informed of someone has availed the slots already so that there wouldn’t be any wasted time just by falling in line again just to look for another available slot. I.3 Assumption and Hypothesis This study is sought to answer the following questions and assumptions, to wit: âž ¢ What are the advantages of using an automated enrollment system? âž ¢ What are the important Components that should be used in completing this project? âž ¢ What are the tools that will be used to able for the proponent to complete this study? To aid the researcher on the study, the following hypothesis is formulated, to wit: The advantages that the proposed automated Enrollment system are: †¢ Cost savingsShow MoreRelatedEnrollment System High School4455 Words   |  18 Pagesan important role in our society, most especially in school premise. Most school uses computer to help their students deal in our modern technology. But as the population of the students continue to grow, many school face difficulties in handling their enrolment in a manual process. And one of the solutions in this problem is to make their manual enrollment into a computerized system. 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