(prepared by Professor Edward G. Wertheim, College of Business Administration,
Northeastern ni!ersity, Boston, "A #$%%&' Table of Contents Taylorism and Scientific Management The Human Relations Movement Theory X and Theory Y Schools of Thought in Organizational Behavior Certainly large numbers of eole have been doing !or" for a long time# $yramids and many other huge monuments and structures !ere built% armies and governments !ere organized% Civilizations sread over vast territories# This too" organization and management# There are some !ritings from anti&uity that suggest that systematic aroaches to management and organization did evolve and !ere transmitted to others# But the rimary influences in organizations and management today stem from more recent events# Some !ould claim that to begin to understand our organizations today !e need to loo" at the $rotestant Reformationa nd the $rotestant 'thic# ( ne! ethic began to evolve% an ethic that shifted the orientation of one)s life from the *ne+t !orld* to this !orld# This ethic is best embodied in &uotes from ,uther -*(ll men ossess a calling in the !orld and the fulfillment of its obligation is a divinely imosed duty*. and Calvin -*/iscilined !or" raises a erson above the calling into !hich he !as born and is the only sign of his election by 0od to salvation*### *The soul is na"ed before 0od !ithout Church or communion1religion is a ersonal matter2 !orldly success and roserity are construed as signs of 0od)s aroval*.# Over time% the $rotestant Reformation rovided an ideological foundation for the modern industrial society by suggesting that !or" is no! a rofound moral obligation% a ath to eternal salvation# The focuse focus is this !orld and materialism% not ne+t !orld# The individual)s obligation is self1discilin%and systematic !or"# 3t should be clear that the factory system !hich began to evolve late in the 45th Century could never have flourished !ithout the ideological underinnings of this rofound shift in hilosohy as e+emlified by the $rotestant 'thic# Scientific Management The 3ndustrial Revolution that started !ith the develoment of steam o!er and the creation of large factories in the late 'ighteenth Century lead to great changes in the roduction of te+tiles and other roducts# The factories that evolved% created tremendous challenges to organization and management that had not been confronted before# Managing these ne! factories and later ne! entities li"e railroads !ith the re&uirement of managing large flo!s of material% eole% and information over large distances created the need for some methods for dealing !ith the ne! management issues# The most imortant of those !ho began to create a science of management !as Frederic Winslow Talor! -456714846.# Taylor !as one of the first to attemt to systematically analyze human behavior at !or"# His model !as the machine !ith its chea% interchangeable arts% each of !hich does one secific function# Taylor attemted to do to comle+ organizations !hat engineers had done to machines and this involved ma"ing individuals into the e&uivalent of machine arts# 9ust as machine arts !ere easily interchangeable% chea% and assive% so too should the human arts be the same in the Machine model of organizations# This involved brea"ing do!n each tas" to its smallest unit and to figure out the one best !ay to do each :ob# Then the engineer% after analyzing the :ob should teach it to the !or"er and ma"e sure the !or"er does only those motions essential to the tas"## Taylor attemted to ma"e a science for each element of !or" and restrict behavioral alternatives facing !or"er# Taylor loo"ed at interaction of human characteristics% social environment% tas"% and hysical environment% caacity% seed% durability% and cost# The overall goal !as to remove human variability# The results !ere rofound# $roductivity under Taylorism !ent u dramatically# ;e! deartments arose such as industrial engineering% ersonnel% and &uality control# There !as also gro!th in middle management as there evolved a searation of lanning from oerations# Rational rules relaced trial and error2 management became formalized and efficiency increased# Of course% this did not come about !ithout resistance# <irst the old line managers resisted the notion that management !as a science to be studied not something one !as born !ith -or inherited.# Then of course% many !or"ers resisted !hat some considered the *dehumanization of !or"#* To be fair% Taylor also studied issues such as fatigue and safety and urged management to study the relationshi bet!een !or" brea"s% and the length of the !or" day and roductivity and convinced many comanies that the careful introduction of brea"s and a shorter day could increase roductivity# ;evertheless% the industrial engineer !ith his sto !atch and cli1board% standing over you measuring each little art of the :ob and one)s movements became a hated figure and lead to much sabotage and grou resistance# The core elements of scientific management remain oular today# =hile a icture of a factory around 48>> might loo" li"e something out of /ic"ens% one should not thin" the core concets of scientific management have been abandoned# They haven)t# They have merely been modified and udated# -<or details of Scientific Management% clic" here. =hile many eole thin" of bureaucracy in negative terms% this model in its ure form !as a dramatic imrovement over the revious model of organization !hich !as a feudal model based on fi+ed status and osition by birth% not merit and un&uestioned authority# 0o to the To The Human "elations Movement /esite the economic rogress brought about in art by Scientific Management% critics !ere calling attention to the *seamy side of rogress%* !hich included severe labor?management conflict% aathy% boredom% and !asted human resources# These concerns lead a number of researchers to e+amine the discreancy bet!een ho! an organization !as suosed to !or" versus ho! the !or"ers actually behaved# 3n addition% factors li"e =orld =ar 3% develoments in sychology -eg# <reud. and later the deression% all brought into &uestion some of the basic assumtions of the Scientific Management School# One of the rimary critics of the time% 'lton Mayo% claimed that this *alienation* stemmed from the brea"do!n of the social structures caused by industrialization% the factory system% and its related outcomes li"e gro!ing urbanization# The Western #lectric $Hawthorne Works% Studies $&'()*&'))% Cicero! ! +,,- The most famous of these studies !as the Ha!thorne Studies !hich sho!ed ho! !or" grous rovide mutual suort and effective resistance to management schemes to increase outut# This study found that !or"ers didn)t resond to classical motivational aroaches as suggested in the Scientific Management and Taylor aroaches% but rather !or"ers !ere also interested in the re!ards and unishments of their o!n !or" grou# These studies% conducted in the 48@>)s started as a straightfor!ard attemt to determine the relationshi bet!een !or" environment and roductivity# The results of the research led researchers to feel that they !ere dealing !ith socio1sychological factors that !ere not e+lained by classic theory !hich stressed the formal organization and formal leadershi# The Ha!thorne Studies heled us to see that an organization is more than a formal arrangement of functions but is also a social system# 3n the follo!ing chart% !e can see a comarison of traditional assumtions vs# a ne!er *human relations* vie!# Traditional .ssum/tions eole try to satisfy one class of need at !or"A economic need no conflict e+ists bet!ene individual and organizational ob:ectives eole act rationally to ma+imize re!ards !e act individually to satisfy individual needs Human relations .ssum/tions organizations are social systems% not :ust technical economic systems !e are motivated by many needs !e are not al!ays logical !e are interdeendent2 our behavior is often shaed by the social conte+t informal !or" grou is a ma:or factor in determining attitudes and erformance of individual !or"ers management is only one factor affecting behavior2 the informal grou often has a stronger imact :ob roles are more comle+ than :ob descritions !ould suggest2 eole act in many !ays not covered by :ob descritions there is no automatic correlation bet!een individual and organizational needs communication channels cover both logical?economic asects of an organization and feelings of eole team!or" is essential for cooeration and sound technical decisions leadershi should be modified to include concets of human relations :ob satisfaciton !ill lead to higher :ob roductivity management re&uires effective social s"ills% not :ust technical s"ills "esults of the Hawthorne Studies and the related research These studies added much to our "no!ledtge of human behavior in organizations and created ressure for management to change the traditional !ays of managing human resources# The Human Relations Movement ushed managers to!ard gaining articiative suort of lo!er levels of the organization in solving organization roblems# The Movement also fostered a more oen and trusting environment and a greater emhasis on grous rather than :ust individuals 0ouglas Mc1regor2s Theor 3 and Theor 4 /ouglas Mc0regor !as one of the great oularizers of Human Relations aroach !ith his Theory X and Theory Y# 3n his research he found that although many managers souted the right ideas% their actual managers indicated a series of assumtions that Mc0regor called Theory X# Ho!ever% research seemed to clearly suggest that these assumtions !ere not valid but rather a different series of notions about human behavior seemed more valid# He called these Theory Y and urged managers to managed based on these more valid Theory Y notions# =or" is inherently distasteful to most eole Most eole are not ambitious% have little desire for resonsibility% and refer to be directed Most eole have little caacity for creativity in solving organizational roblems Motivation occurs only at the hysiiological and security levels Most eole must be closely controlled and often coerced to achieve organizational ob:ectives =or" is as natural as lay if the conditions are favorable Self1control is often indisensible in achieving organizational goals The caacity for creativity is sread throughout organizations Motivation occurs at affiliation% esteem% and self1actualization levels% not :ust security% hysiological levels $eole can be self1directed and creative at !or" if roerly motivated SCHOO,S OF H+STO"+C., THO51HT .60 TH#+" COM7O6#6TS B4 0#C.0# Org. theory prior to 1900: Emphasized the division of labor and the importance of machinery to facilitate labor Scientific management(1910s-)--Described management as a science with employers having specific but different responsibilities encouraged the scientific selection! training! and development of wor"ers and the e#ual division of wor" between wor"ers and management Classical school( 1910s- ) $isted the duties of a manager as planning! organizing! commanding employees! coordinating activities! and controlling performance basic principles called for specialization of wor"! unity of command! scalar chain of command! and coordination of activities Human relations(1920s-)%ocused on the importance of the attitudes and feelings of wor"ers informal roles and norms influenced performance Classical school reisite! (19"0s)&'e-emphasized the classical principles #roup !ynamics(19(0s) Encouraged individual participation in decision- ma"ing noted the impact of wor" group on performance $ureaucracy--(19(0s) Emphasized order! system! rationality! uniformity! and consistency in management lead to e#uitable treatment for all employees by management %ea!ership(19)0s) *tressed the importance of groups having both social tas" leaders differentiated between +heory , and - management &ecision theory(19.0s) *uggested that individuals /satisfice/ when they ma"e decisions Sociotechnical school(19.0s) 0alled for considering technology and wor" groups when understanding a wor" system 'nir. an! tech. system(19.0s) Described the e1istence of mechanistic and organic structures and stated their effectiveness with specific types of environmental conditions and technological types Systems theory-(1920s)& 'epresented organizations as open systems with inputs! transformations! outputs! and feedbac" systems strive for e#uilibrium and e1perience e#uifinality Contingency theory(1930s)& Emphasized the fit between organization processes and characteristics of the situation called for fitting the organization4s structure to various contingencies ,andmarks in Management Thought 45B6A Babbage% *On the 'conomy of Machinery and Manufacturers 45B6A CreA The $hilosohy of Manufacturers 4557A To!ne *The 'ngineer as 'conomist* 4586A TaylorA *( $iece Rate Systems* 48>>14846A Scientific Management =ritings of Taylor% 0antt% 'merson% Coo"e% 0ilbreths 48@>)sA 3ndustrial $sychology Movement% start of Ha!thorne studies 48B>A Mayo% *Human $roblems of an 3ndustrial Civilization* 48B>)s Roethlisberger and /ic"son% *Management and the =or"er* 48B>)s Mooney and Reiley% *On!ard 3ndustry 48D>)s Barnard% *<unctions of an '+ecutive* .//endi89 The 7rotestant "eformation and the 7rotestant #thic ,utherA *(ll men ossess a calling in the !orld and the fulfillment of its obligation is a divinely imosed duty* CalvinA */iscilined !or" raises a erson above the calling into !hich he !as born and is the only sign of his election by 0od to salvation*### *The soul is na"ed before 0od !ithout Church or communion1religion is a ersonal matter2 !orldly success and roserity are construed as signs of 0od)s aroval +m/act of the 7rotestant "eformation on work !or" is no! a rofound moral obligation% a ath to eternal salvation the focus is this !orld% materialism% not ne+t !orld obligation is self1disciline% systematic !or" Social /ar!inism1anti1social to hel the !ea"2 !e must be free to comete and rofit from fitness for survival2 overty is a sin" 0o to the To .//endi8 &9 Talorism $Frederic Winslow Talor! &:;<*&'&;%**Scientific Management first attemt to systematically analyze human behavior at !or" attemt to ma"e organizations ad:unct to machines1 loo" at interaction of human characteristics% social environment% tas"% and hysical environment% caacity% seed% durability% cost reduce human variability 7rinci/les of Scientific Management describe and bread do!n the tas" to its smallest unit2 science for each element of !or" restrict behavioral alternatives facing !or"er1remove !or"er discretion in lanning% organizing% controlling use time and motion studies to find one best !ay to do !or" rovide incentives to erform :ob one best !ay1tie ay to erformance use e+erts -industrial engineers. to establish various conditions of !or" 0o to the To Some "esults of the Scientific Management Movement new de/artments*industrial engineering! /ersonnel! =ualit control growth in middle management> se/aration of /lanning from o/erations rational rules and /rocedures> increase in efficienc formalized management! mass /roduction human /roblems*dehumanization of work> sabotage! grou/ resistance! hated 0o to the To first attemt to systematically analyze human behavior at !or" attemt to ma"e organizations ad:unct to machines1 loo" at interaction of human characteristics% social environment% tas"% and hysical environment% caacity% seed% durability% cost reduce human variability 7rinci/les of Scientific Management describe and bread do!n the tas" to its smallest unit2 science for each element of !or" restrict behavioral alternatives facing !or"er1remove !or"er discretion in lanning% organizing% controlling use time and motion studies to find one best !ay to do !or" rovide incentives to erform :ob one best !ay1tie ay to erformance use e+erts -industrial engineers. to establish various conditions of !or" Some "esults of the Scientific Management Movement ne! deartments1industrial engineering% ersonnel% &uality control gro!th in middle management2 searation of lanning from oerations rational rules and rocedures2 increase in efficiency formalized management% mass roduction human roblems1dehumanization of !or"2 sabotage% grou resistance% hated 0o to the To Weber2s Model of Bureaucrac (t about the same time 0erman sociologist Ma+ =eber% observing the organizational innovations of the 0erman leader Bismar"% identified the core elements of the ne! "ind of organization# He called it bureaucracy# The Basic #lements of the Bureaucratic Structure -;oteA many of these asects have e+isted for thousands of years. formal rules and behavior bounded by rules uniformity of oerations continuity desite changes in ersonnel functional division of labor based on functional secialization rational allocation of tas"s imersonal orientation membershi constitutes a career romotion based on technical cometence emloyment based on merit1no ascribed status &ualifications tested roscribed authority1legally defined limited discretion of officers secific shere of cometence legally based tenure These factors !ere suosed to ideally result in the ideal bureaucratic organizationA authority is rational and legal2 authority should be based on osition% not on the erson in the osition authority stems from the office and this authority has limits as defined by the office ositions are organized in a hierarchy of authority organizations are governed by rules and regulations (endi+A The follo!ing lists some secific e+eriments that !ere art of the Ha!thorne Studies "ela .ssembl Test "oom #8/eriments e+amined relation of light intensity and !or"er efficiency failed to find simle relationshi behavior is not merely hysiological1also sychological decided to learn more about !or"ers1eg# !or"er attitudes% called in 'lton Mayo "ela .ssembl Test ++! &'(? selected 7 !or"ers from large sho floor1average !or"er comleted 6 relays in 7 minutes "et record of outut for five years1&uality% !eather conditions% !or"er health% slee had no suervision as such2 !or"ers told of e+eriment% could suggest changes !or" conditions varied1eg# rest eriods% length of !or" day loo"ed at effect of changes on out results1outut rose slo!ly and steadily even !ith shorter !or"day !or"ers said e+eriment !as *fun*2 li"ed absence of suervision2 grou develoed socially% informal leadershi% common urose +nterviewing stage! &'(: e+amined ho! @4%>>> emloyees felt about !or" and comany learned ho! to imrove suervisory training found suervision imroved as suervisors began to loo" at emloyees differently found managers "ne! little about good suervision concluded that emloyees couldn)t be vie!ed as individuals% but rather as art of organized social grous% families% neighborhoods% !or"ing grous !or"ers band together for rotection2 urosely restrict outut to norm2 resent grou iece!or"2 unish rate busters2 en:oyed fooling management informal leaders "ee grou together Bank Wiring Observation "oom $&')&*&')(% choose 8 !or"ers% three soldermen% t!o insectors to assemble terminal ban"s grou iece!or" used1guaranteed base rate2 ay reflects both grou and individual effort grou laced in searate room to observe imact of grou dynamics on rod# !hat haened1emloyees had notion of roer day)s !or"2 most !or" done in morning2 !hen they felt they had done !hat they considered enough% they slac"ed off so outut constant !age incentive really didn)t !or"2 informal social organization evolved2 controlled rate busters !or"ers often traded :obs and heled each other2 formal suervisor often loo"ed other !ay !hy did !or"ers restrict outut1didn)t !ant management to "no! they could do more comle+ social system evolved1common sentiments% relationshis 1!hat is critical is not !hat is but !hat is erceived 1since !or"er couldn)t affect management% grou gave meaning and significance to !or" 1!or"ers resist formal changes in management to brea" u loyalties% routines industrial engineer A Timeline of Management &::@ * Scientific Management <rederic" Taylor decides to time each and every !or"er at the Midvale Steel Comany# His vie! of the future becomes highly accurateA A+n the /ast man was first- +n the future the sstem will be first-A 3n scientific management the managers !ere elevated !hile the !or"ers) roles !ere negated# AScience! not rule of thumb!A said Talor- The decisions of suervisors% based uon e+erience and intuition% !ere no longer imortant# 'mloyees !ere not allo!ed to have ideas of resonsibility# Yet the &uestion remains 11 is this romotion of managers to center1stage :ustifiedE &'(' * Talorism The Taylor Society ublishes a revised and udated ractitioner)s manualA ()ientifi) "anagement in Ameri)an *ndustry# &')( * The Hawthorne Studies 'lton Mayo becomes the first to &uestion the behavioural assumtions of scientific management# The studies concluded that human factors !ere often more imortant than hysical conditions in motivating emloyees to greater roductivity# &'B< * Organization 0evelo/ment Social scientist Furt ,e!in launches the Research Center for 0rou /ynamics at the Massachusetts 3nstitute of Technology# His contributions in )hange theory, a)tion resear)h, and a)tion learning earn him the title of the *father of organization develoment#* ,e!in is best "no!n for his !or" in the field of organization behavior and the study of grou dynamics# His research discovered that learning is best facilitated !hen there is a conflict bet!een immediate concrete e+erience and detached analysis !ithin the individual# &'B' * Sociotechnical Sstems Theor ( grou of researchers from ,ondon)s Tavistoc" 3nstitute of Human Relations% led by 'ric Trist% studied a South Yor"shire coal mine in 48D8# Their research leads in the develoment of the Sociotechnical Systems Theory !hich considers both the social and the technical asects !hen designing :obs# 3t mar"s a 45>1degree dearture from <rederic" Taylor)s scientific management# There are four basic comonents to sociotechnical theoryA environment subsystem social subsystem technical subsystem organizational design# &';B * Hierarch of 6eeds Maslo!)s hierarchy of needs theory is ublished in his boo" Motivation and $ersonality# This rovides a frame!or" for gaining emloyees) commitment# &';B * ,eadershi/CManagement /ruc"er !rites +he Pra)ti)e of "anagement and introduces the 6 basic roles of managers# He !rites% *The first &uestion in discussing organization structure must beA =hat is our business and !hat should it beE Organization structure must be designed so as to ma"e ossible the attainment of ob:ectives of the business for five% ten% fifteen years hence#* &';' * Hgiene and Motivational Factors <rederic" Herzberg develoed a list of factors !hich are closely based on Maslo!)s Hierarchy of ;eeds% e+cet it more closely related to !or"# Hygiene factors must be resent in the :ob before motivators can be used to stimulate the !or"ers# &'<@s * Organization 0evelo/ment 3n the 486>s and 487>s a ne!% integrated aroach originated "no!n as Organization /eveloment -O/.A the systematic alication of behavioral science "no!ledge at various levels -grou% intergrou% and total organization. to bring about lanned change &'<@ * Theor 3 and Theor 4 /ouglas Mc0regor)s Theory X and Theory Y rinciles influence the design and imlementation of ersonnel olicies and ractices# ,ate &'<@s * .ction ,earning (n Cnheralded British academic !as invited to try out his theories in Belgium 11 it led to an uturn in the Belgian economy# *Cnless your ideas are ridiculed by e+erts they are !orth nothing%* says the British academic Reg Revens% creator of action learningA , D 7 E F $G,H ,earning occurs through a combination of /rogrammed knowledge G7H andthe abilit to ask insightful =uestions GFH% ;ote that his !or" has had little imact on this side of the ocean% although it remains one of the best !ays to learn and to imrove an organization# &'<B * Management 1rid Robert Bla"e and 9ane Mouton develo a management model that concetualizes management styles and relations# Their 0rid uses t!o a+is# *Concern for eole* is lotted using the vertical a+is and *Concern for tas"* is along the horizontal a+is# The notion that :ust t!o dimensions can describe a managerial behavior has the attraction of simlicity# &'?: * 7erformance Technolog Tom 0ilbert ublishes ,uman Competen)e- Engineering Worthy Performan)e. 3t describes the behavioral1engineering model !hich become the bible of erformance technology# 0ilbert !rote that accomlishment secification is the only logical !ay to define erformance re&uirements# (ccomlishments are the best starting oints for develoing erformance standards# 3n addition% accomlishments are the best tools for the develoment of erformance1based :ob descritions as they allo! management to describe the measurement that is imortant to the organization% secific to the osition% and observable# &'?: * #8cellence McFinsey)s 9ohn ,arson as"s colleague Tom $eters to ste in at the last minute and ma"e a resentation that leads to *3n Search of '+cellence#* Thus Tom $eters sa!ns the birth of the *management guru business#* &''@ * ,earning Organization $eter Senge oularized the *,earning Organization* in +he .ifth /is)ipline- +he Art and Pra)ti)e of the 0earning 1rgani2ation. He describes the organization as an organism !ith the caacity to enhance its caabilities and shae its o!n future# ( learning organization is any organization -e#g# school% business% government agency. that understands itself as a comle+% organic system that has a vision and urose# 3t uses feedbac" systems and alignment mechanisms to achieve its goals# 3t values teams and leadershi throughout the ran"s# He called for five discilinesA System Thin"ing $ersonal Mastery Mental Models Shared Gision Team ,earning# &''; * #thics On /ecember 44% 4886 a fire burned most of Malden Mills to the ground and ut B%>>> eole out of !or"# Most of the B%>>> thought they !ere out of !or" ermanently# C'O (aron <euerstein says% *This is not the end* 11 he sent millions "eeing all B%>>> emloyees on the ayroll !ith full benefits for B months until he could get another factory u and running# =hyE He ans!ers% *The fundamental difference is that 3 consider our !or"ers an asset% not an e+ense#* Business 7rocess Management $B7"% * (@@@ This is actually a slo! advance in rocess managementA Record Management =or"flo! 1 48H> Business $rocess Re1engineering -B$R. 1 488> Business $rocess Management -B$R. 1 @>>>