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John Schermerhorn
Chapter 2
History of Management
Thought
to complete
a plan of
action for
the future
Organization
to provide
and mobilize
resources to
implement
the plan
Command
Coordination
Control
to lead,
select, and
evaluate
workers to
get the best
work toward
the plan
to fit diverse
efforts
together and
ensure
information
is shared
and
problems
solved
to make
sure things
happen
according to
plan and to
take
necessary
corrective
action
Characteristics of bureaucratic
organizations:
10
Chapter 2
11
Hawthorne
studies
Elton Mayo
Theory of
human needs
Abraham
Maslow
Organizations
as
communities
Mary Parker
Follett
Human
resource
approaches
Assumption:
People are
social and selfactualizing
Theory X and
Theory Y
Douglas
McGregor
Personality
and
organization
Chris Argyris
Organizations as communities
Mary Parker Follett
Groups and human cooperation:
Groups allow individuals to combine their talents for a
greater good
Organizations are cooperating communities of managers
and workers
Managers job is to help
people cooperate and
achieve an integration of
interests
Organizations as communities
Forward-looking management insights:
Making every employee
an owner creates a
sense of collective
responsibility
Business problems
involve a variety of
inter-related factors
Hawthorne studies
Initial study examined how economic
incentives and physical conditions affected
worker output
No consistent relationship found
Psychological factors influenced results
Progression principle
A need becomes a motivator once the preceding
lower-level need is satisfied
Dislike work
Lack ambition
Are irresponsible
Resist change
Prefer to be led
Contingency thinking
Commitment to quality and performance
Knowledge management and learning organizations
Evidence-based management
Queuing
theory
Supply chain
management
Value chain
analysis
Linear
programming
The scientific
applications of
mathematical
techniques to
management
problems
Network
models
Organizations as Systems
System
Collection of interrelated parts that function
together to achieve a common purpose
Subsystem
A smaller component of a larger system
Open systems
Organizations that interact with their
environments in the continual process of
transforming resource inputs into outputs
Contingency thinking
Tries to match managerial responses with
problems and opportunities
unique to different situations
No one best way to manage
Appropriate way to manage
depends on the situation
Continuous improvement
Continual search for new ways to improve quality
Something always can and should be improved
Learning organizations
Organizations that are able to continually
learn and adapt to new circumstances
Core ingredients include:
Mental
models
Personal
mastery
Systems
thinking
Shared
vision
Team
learning
Evidence-Based Management
Making management decisions on hard
facts about what really works
Employment security
Selective hiring
Self-managing teams
High pay based on merit
Training and development
Reduced status distinctions
Shared information
Chapter 2 Case