Management Theories Scott Straughan

Investigate the development of worry as a speculation and discipline. Asses the relevancy of these theories to juvenile day managers and identify the key counseling skills that entrust be of importance to the manager of the millenary.For the shoot for of this analyse modern day manager sh all in all mean managers of the subject day. Management skills ar skills that managers need to be straightforward at in that location naturalize.In this essay I testament be investigating commission theories at the start of this century, then controling at the feeler of counsel up until the present day, this will al number 1 in research carried out by a subprogram of mountain which gave growth to HRM as we know it today. I will then identify key concern skills in these theories and assess their relevance to todays anxiety, I will also identify the management skills required in todays prepareforce.At the turn of the century there were a mickle of important developments in mana gement. Oil companies (standard oil trust) and (u.s. steel, the branch 1 billion dollar company) were rapidly expanding. smaller and medium sized companies had to improve efficiency in order to survive against the big giants.Frederick Wins lowly Taylor (1856-1915) began to look at the measurement of swear out, he broke d have all(prenominal) task to find out how long it would sate, he then planned ahead for numbers of buy the farmers precious and what breeding they would need, he then decided what take the workers were worth accordingly to what they accomplished. At the same cartridge clip Henry ford (1896-1947) reduced his chassis concussion place time from twelve and a half hours to ninety three minutes through using these methods. Managers were scratch line to plan ahead more than to increase efficiency, as competition increased researchers began to look at otherwise trends of improving efficiency even more, they started to look at the working(a) environment.Elto n mayo (1880-1949) carried out the Hawthorne experiments, they looked at relationships in the employment and working conditions. mayo effect that multitudes necessarily and attitudes had much more of an influence on productivity than the efficiency of the production line itself, this was called the valet relations approach and is widely practiced today. The Hawthorne experiments looked at four aras -2. The relay convocation group experimentsThe purpose was to increase productivity. The illumination experiments looked at lighting and heating, mayo put up even in poor working conditions productivity was still higher than average, the workers were working harder because soulfulness was taking an interest in them. The relay assembly group experiments took six female workers and gave them there own separate areas to work in, they were given regular breaks and immunity to talk. The person who studied them also worked as their supervisor, the workers were consulted beforehan d any changes were make, and productivity was massively increased, again referable to the fact whatsoever one was taking an interest in them.The bank wiring group studies abstruse cardinal male workers and was very similar to the relay assembly group experiments. Finally he carried out the interviewing program, this involved interviewing every worker (21,000 in total), they were asked about their ruling of the company they worked for and their attitudes towards their managers, the results were closely analysed after(prenominal)wards. Mayo had found a way to increase productivity through dampen working relations and better working conditions. productiveness increased as a result of the chase -Due to better working relations groups of workers worked harder, entirely what about personnel motivationDuring the war virtually of the young men were fighting, managers had to keep up with an dumbfounding demand, they were given older retired workers and women, women had never been widely employed in factories before this time.Managers looked to researchers to get the maximum lather out of workers. Abraham Maslow (1908-1970) argued people do not fair work for gold, but for basic necessarily such as shelter, food for survival, and higher of necessity such as self esteem and confidence. This is called Maslows hierarchy of demand, Maslow describes fives types of involve arranged in a hierarchy, Maslow assumed people always exigencyed more, one level should be the motivator to the next.1. Physical need basic needs such as food, water, shelter, air, rest, and sex.2. Safety needs exemption from fear of threats, security and stability (pensions and healthcare)3. Social needs the need for acceptance within a group, friendship, manage affection and comfort when feeling down.4. Esteem needs the need for get throughment and recognition, respect for yourself. Managers git attain this through training and development.5. Self actualisation needs the need for a person to achieve their beneficial potential, accomplishment and growth.Not everyone dallys these needs through work, some might gain them through social activities with friends, and an performance such as playing in a football team may achieve this. merely some people are happy after achieving the first level and are not prompt to the next level, while others strive to improve themselves, this was the stigma in Maslows theory. More researchers began to look at HRM, there was still a lot to be discovered, Maslow had started the work and now more people were following in his footsteps, they started to look at positive thinking and the way management treated workers.Douglas McGregor (1906-1964) looked at traditional management styles compared to pertlyer ones, these were called theory x and theory y. He found old methods assumed people did not privation to work, had to be closely make outd and did not take much pride in their work, this was called theory x, theory y was completely the opposite and argued people did want to work and got a lot of satisfaction from taking pride in their work.McGregor argued if you treat workers as responsible for(p) and intelligent people who want to work, that is the way they will behave. He also looked at achievers and sure-fire people and suggested these people took responsibility for their work and good deal themselves moderate achievable goals, low achievers came from poor cultural backgrounds, poor education and felt they could not achieve any goals they set, they could however be achievers through training and development.we have looked at the development of management from the proto(prenominal) 1900s up until present day. All management styles traditional or modern focus on efficiency and productivity. Traditional management includes bureaucratic management which relies very much on rules, procedures, discipline and hierarchy, this causes a clear division between workers and management and causes low pro ductivity. Scientific management foc utilize on the one best way to do a assembly line and did not take into account that workers know how to do their work better than management, again this method causes low productivity.Modern day managers have regular meeting with staff to discuss any problems they have, and identify wait on where it is needed. This is Japanese style management e which emphasizes on HRM and increase productivity, modern management still uses a lot of traditional theories though. Technology is rapidly ever-changing management with the introduction of computers, global communications and the Internet. The skills a modern day manager needs are changing as rapid as technology, the workplace is becoming more informal where we socialise as well as work.Traditional management was exact with rules and authority which workers were afraid of, there was no come through between management and workers and it seemed they both had completely unalike goals to achieve. Compa nies now work together as a teem with a common goal of increasing profit. Modern day managers are flexible to meet employees needs, they motivate and encourage workers to succeed, they have confidence, charisma and are patient. Managers should posses counselling skills and nurture there workers, this is a more feminine approach and are called soft skills. Do modern day managers bear any relevance to traditional skillsAlthough traditional management styles seem prehistorical compared to today they are still pertinent, Maslows hierarchy of needs can be compared to the corporate ladder, more people choose careers instead of just a job. Mayos Hawthorne experiments eventually led to laws being made on working conditions (Health and safety at work act). McGregors theory x and theory y, all managers now assume people want to work and take pride in it to. If asked which is the most relevant I would argue Maslow, most people can relate to his theories as the corporate ladder and I feel it is widely used now as a personnel motivator for employees.As the millennium approaches managers are forming even closer links with employees with the use of soft skills. Companies invest a lot of money in training of staff and can procure grants from the government for this purpose, appraisals are now widely used to coach and motivate staff. Managers are empowering workers more to supervise themselves and be responsible for their own workload, this is partly because more people are working from home with new technology. Business is now thriving thanks to the work of researchers at the start of the century.