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Development of Management Thoughts
Introduction
Management thought delves into the principles and practices of leading and coordinating
human efforts towards achieving organizational goals
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By
studying how management thought has evolved, you can build a strong foundation for
success in today's dynamic business landscape
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From the construction of pyramids to complex irrigation systems, early
societies employed principles of task allocation, resource management, and communication
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Industrial Revolution: With the rise of factories came a need for more structured
approaches to manage growing workforces and complex production processes
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The historical development of management thought can be traced back to ancient
civilizations such as Egypt, Mesopotamia, and China, where large-scale construction projects
like pyramids and the Great Wall required organized labor and efficient management
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In ancient Greece and Rome, philosophers such as Xenophon and Marcus Aurelius explored
concepts of leadership and organization, emphasizing the importance of authority and the
division of labor
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The Renaissance and Enlightenment periods saw the rise of mercantilism and the early
modern corporation, which introduced concepts such as accounting, double-entry
bookkeeping, and other business practices that would shape the future of management
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Rapid industrialization and the shift from craft
production to factory-based mass production created the need for more systematic and
efficient management practices
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Key developments during this period included the establishment of formal organizational
structures, standardization of work processes, and the rise of managerial roles
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As industrialization continued to spread, management became a distinct field of study,
leading to the emergence of classical management theories in the late 19th and early 20th
centuries
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Classical Management Theories:
Classical management theories, emerging in the late 19th and early 20th centuries, aimed to
improve organizational efficiency through systematic approaches
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Let's delve deeper into the three key contributors:
1

Scientific Management (Frederick Taylor):

Frederick Winslow Taylor, often hailed as the "Father of Scientific Management,"
revolutionized industrial practices in the late 19th and early 20th centuries
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But what exactly did Scientific Management entail? Let's dissect its
principles, impact, and the criticisms it faced
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Through time and motion studies, he aimed to identify
the most efficient way to perform each step
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Imagine a bricklayer – Taylor might analyze the
most efficient way to pick up a brick, carry it, and place it in the wall
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This meant creating best practices and procedures for
performing tasks consistently
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Differential Pay: A key motivator in Taylor's system was linking worker pay directly
to their output
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This aimed to incentivize efficiency and discourage slacking
off
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Here are some key outcomes:
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Increased Productivity: By streamlining work processes and eliminating
inefficiencies, Scientific Management led to dramatic increases in output
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Management Focus on Efficiency: Taylor's methods shifted the focus of
management from simply overseeing workers to actively analyzing and optimizing
workflows
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Rise of Industrial Engineering: Scientific Management paved the way for the field
of industrial engineering, which focuses on designing efficient production systems
and processes
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Workers
became cogs in a machine, leading to worker alienation and dissatisfaction
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Workers became more
prone to fatigue, injuries, and burnout
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It struggled to address the more complex and creative
aspects of work found in other sectors
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It highlighted the importance of analyzing work processes and
introduced the concept of differential pay as a motivator
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Modern management practices strive for a
balance between efficiency and worker well-being, building upon the foundation laid by
Taylor while recognizing the importance of a motivated and engaged workforce
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This structure, known as Bureaucratic Management,
emphasized clear hierarchies, formalized rules, and a meritocratic approach
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The Bedrock of Bureaucracy:
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Hierarchy of Authority: Weber envisioned a pyramid-like structure with welldefined levels of authority and responsibility
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Imagine an organization chart,
with the CEO at the top and supervisors and employees positioned beneath them
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These written guidelines ensured consistency in
decision-making and prevented favoritism
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Equity: Employees should be treated fairly and with respect, fostering a positive
work environment
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Stability of Personnel: High employee turnover can disrupt operations
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Initiative: Encouraging employees to take initiative and ownership of their work can
lead to increased creativity and problem-solving
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Impact of Fayol's Principles:
These principles provided a comprehensive framework for managers, outlining essential
leadership functions beyond just giving orders
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Holistic Approach: Fayol emphasized the importance of a well-rounded leadership
style, encompassing planning, organizing, motivating, and controlling all aspects of
the organization
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Criticisms and Considerations:
While valuable, Fayol's principles also have limitations:

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Oversimplification: Management is a complex process not easily captured in just 14
principles
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Limited Empirical Evidence: Fayol's ideas were primarily based on his own
experiences and observations
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Henri Fayol's Administrative Management principles represent a significant contribution to
management thought
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While some limitations exist,
understanding Fayol's principles remains valuable for modern managers seeking to improve
their leadership skills and organizational efficiency
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This movement challenged the dehumanizing aspects of
Classical Management Theories, particularly Scientific Management, by emphasizing the
importance of employee well-being, motivation, and social factors in the workplace
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Hawthorne Studies (1924-1933): Conducted by Elton Mayo and his team at the
Hawthorne Works of Western Electric, these pioneering studies aimed to investigate
the relationship between illumination levels and worker productivity
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The researchers discovered that
social interactions, group dynamics, and informal leadership had a far greater impact
on worker motivation and productivity than physical working conditions alone
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These disciplines highlighted the
importance of social needs, recognition, and a sense of belonging in motivating
employees
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It advocated for improved working conditions,
employee benefits, and opportunities for growth and development

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