1. Pre Historic Era
• The practice of management has existed since
the earliest time.
Mesopotamia, Greece, and Rome
• Management practice in business, government
and the church remained quite stable through
the centuries until the mid 18th century.

2. Industrial Revolution
• Substitution of machine power for man power.
• Mass production
• Improved transportation and communication
system.
• Centralization of production activities.
• Establishment of new employer employee
relationships.

3. Problems
• Short supply of skilled labor.
• Losses, Wastage
• Corruption
• Favourism
• Nepotism,
• Laziness
• Difficult to maintain efficiency and
effectiveness

4. SCIENCETIFIC MANAGEMENT THEORY
• Focuses on worker and machine relationships.
• increasing the efficiency of production processes.
• concerned with creating jobs that economize on
time, human energy, and other productive
resources.

5. Contributors.
• F.W.Taylor (father of scientific management)
• Frank and Lillian Gilbreth
• Henry L. Gantt

6. FREDERICK TAYLOR (1856-1915)
• He was finding more efficient methods and procedures
for coordination and controlling work.
• Principles of Scientific Management in which he
proposed work methods designed to increase worker
productivity.
• Taylor broke the job down into its smallest constituent
movements, timing each one with a stopwatch. The
job was redesigned with a reduced number of motions
as well as effort and the risk of error

7. Four basic principles for increasing
efficiency.
1. The development of a true science for each
persons work.
2. The scientific selection, training, and
development of workers
3. Intimate friendly cooperation with the
workers to ensure work is carried out in a
prescribed way.
4. The division of work and responsibility
between mgt. and the workers.

8. He believed that
• There is a best machine for each work.
• It is a best working method by which the workers should undertake
• All work process should be analyzed into separate tasks by scientific
method.
• Each job was broken into component parts, each part timed and part
rearranged into most efficient method of working.
• Then it was possible to find the one best method to perform each
task.
• Employees can be motivated by highest possible wages through
working in the most efficient and productive way.
• Emphasis on fair day work.(differential rate systems).
• He was a believer in the rational economic needs component of
motivation.

9. Criticism
• Emphasis on optimizing the level of worker
productivity.
• Workers require little skills. So they were found boring
and monotonous.
• Workers retained unfriendly.
• Workers were regarded as machines and from a
engineering point of view.
• One best method is not always the best method for
every worker.
• Reduction of some physical movements is not always
beneficial and some wasteful movements are essential
to maintaing the overall rhythm of the work.

10. Criticism cont.
• Operation managers gave a dangerous high
level of power.
• Workers were regarded as rational economic
being motivated only by monitory incentives.
• They were viewed as isolated individuals
handled almost in the same way as machines.
• He did not so much concern complexity of
individuals and human behavior, importance
of individuals own feelings, group working.

11. FRANK (1868-1924) AND LILLIAN
GILBERTH (1878-1972)
• Fatigue and motion studies to finding the
ways of promoting the individual workers
welfare.
• Using motions cameras found the most
economical motions and then upgrade
performance and reduce fatigue.
• Raise worker moral

12. HENRY L GANTT (1861-1919)
• Reconsider the Taylors incentive system
• Worker who finished the day’s assignment
would win a 50% bonus.
• Supervisor would earn a bonus for each
worker who reach the daily standard, and
extra bonus if all the workers reached it.
• Workers progress was rated publicly.
• Recorded and displayed in charts.

13. CLASSICAL ORGANIZATION THEORY
• Scientific mgt. deals with the job of the individual
workers classical organizational theory focuses on
managing the total organization as a whole.
Primary Contributors.
• Henry Fayol
• Max Webber.
• Chester I Bernard.

14. HENRI FAYOL (1841--1925),
• Father of Modern Management, a French industrialist
who developed a framework for studying
management.
• Wrote the book General and Industrial Management.
1. Technical – producing and manufacturing
2. Commercial – buying and selling
3. Financial – acquiring using capital
4. Security – protecting employees and property
5. Accounting – recording transactions
6. Management
•

15. Fourteen Principles
• Division of labour
The more people specialize the more efficiently they can perform their
work.
• Authority
Managers have the right and the authority to give orders to get things
done.
• Discipline
Members of an organization need to respect the rules and regulations
that governed by the organization.
• Unity of commands
Each employee should receive instructions from only one supervisor.
• Unity of direction
Operations with similar objectives should be directed by one manager
using one plan.
• Subordination of individual interests to common goal.
Individual interests should not be placed before the organizational
goals.

16. • Remuneration
Should be fair to both employees and the organization
• Centralization.
Power and authority should be centralized to the upper level to the possible
extent.
• Scalar Chain.
The chain of authority should extent from top to bottom.
• Order
Human and materials should be placed at the required place at required
time.
• Equity
Managers should be fair and kind to subordinate.
• Stability
Employee stability.
• Initiative
Employees should be given to enough freedom for initiative
• Espirit De Corps
Teamwork, team spirit and sense of unity and togetherness should be
fostered and maintained.

17. BUREAUCRATIC MANAGEMENT -
MAX WEBBER (1864-1920)
• 1. Division of labour
• 2. Authority and responsibility are clearly defined
• 3. Rules and regulations.
• 4. Procedures to deal with various situations.
• 5. Selections are based purely on qualifications.
• 6. Promotions are based on seniority and merits.
• 7. Separation of official work from personal work.
• 8. Extensive record keeping.

18. CHESTER BARNARD (1886-1961)
• He developed the concepts of strategic
planning and the acceptance theory of
authority.
• Three top functions of the executive
(l) establish and maintain an effective
communication system,
(2) hire and retain effective personnel, and
(3) motivate those personnel.

19. Acceptance Theory of Authority
• Managers only have as much authority as
employees allow them to have.
• Barnard believed that each person has a zone
of indifference or a range within each
individual in which he or she would willingly
accept orders without consciously questioning
authority.

20. HUMAN RELATION APPROACH /
(BEHAVIORAL THEORY)
Contributors
• Elton Mayo
• Abraham Maslow
• Douglas McGregor
• Hertzberg

21. ELTON MAYO 1924 AND 1927
• Experiment in illumination.
Varied lighting
• Relay Assembly test room Experiment.
Wage, rest periods, work day and work week,
Refreshments
Hawthorne effect-possibility that workers who receive
special attention will perform better.

22. • Mass Interviewing.
to determine worker attitudes and sentiments
on supervision and general conditions of
work.
found that the work group as a whole
determine the production output of individual
group members by enforcing an informal
norms.

23. • Bank Wiring Room Experiment.
This phase was to determine and analysis of
social organizations at work.
concluded that the work group set their fair
rates for each of its members.
wage incentive plan was less important in
determining individual workers output, than
the group acceptance and security.

24. • After the hawthorn experiments theorists
tried to identify the way to enhance
effectiveness and efficiency by satisfying the
human needs and motivating them for higher
level of efficiency and effectiveness.
• Maslow’s Hierarchy of Needs
• McGregor’s Theory X and theory Y
• Hertzberg’s two factor theory

25. Quantitative Approach
Management Science Approach
• After the World war II
• Approaching management problems through
the use of mathematical techniques

26. SYSTEMS APPROACHES
• To recognize organizations as a;
• Complex, integrated system of inter-related
variables.
• The systems theory looks at the organization
as a whole, examining all relevant
organizational variables simultaneously.

27. CONTINGENCY APPROACH
• Different and changing situations require
managers to use different approaches and
techniques. Because organizations are
different, they face different circumstances
(contingencies) and, thus may require
different ways of managing.

28. TOTAL QUALITY MANANGEMENT
• Total Quality Management (TQM) is an
organization wide strategy that focuses on
achieving or exceeding customer expectations.
• An organizational cultural commitment to
satisfy customers through the use of an
integrated system of tools, techniques and
training.

29. Deming’s 14 Points for Managers
• Create constancy of purpose
• Adopt a new philosophy
• Cease dependence on inspection to achieve
quality.
• End the practice of awarding business on the
basis of price tag.
• Improve constantly and forever the system of
production

30. • Institute training on the job.
• Institute supervision
• Drive out fear
• Break down the barriers between
departments.
• Eliminate slogans, targets for the work force
• Eliminate work standards that prescribe
numerical quotas

31. • Remove barriers to pride of workmanship
• Institute a vigorous program of education and
retraining.
• Put everybody in the company to work to
accomplish the transformation