This paper surveys scientific labor management theories, which became more defined and structured with the onset of the Industrial Revolution.
Written in 2004; 2,090 words; 5 sources; APA; $ 65.95
Paper Summary:
This paper explains that the scientific management theory proposed by Taylor, the first to introduce the concepts of specialization of labor and the breaking down of tasks into discrete and independent functions, was instrumental in launching the mass production era in the U.S. The author points out that Frank and Lillian Gilbreth introduced motion study; not the time taken for the job, but rather the motion involved in completion of the task was considered more important. The paper relates that all the contemporary management theories place high emphasis on employee training and skill development. Since the 1990s, there has been an emerging approach to manage organizations using an "engaged learning system" coupled with a continuous learning environment through all ranks of the organization.
From the Paper:
"Elton Mayo was the first to bring the human element into the equation of management. While Maslow and McGregor would later identify and postulate the motivational theories for individuals, Mayo believed that worker satisfaction and performance were interdependent. The working conditions, the management attitudes and the quality of life within the organization were all important factors. Where "Taylorism" appeared to be beneficial for the business owner, Mayo's theories looked into the welfare and well-being of the workers as well. Negative effects of coercion and power control were easy to identify. It was observed that management could achieve a lot more if they were sympathetic to the worker needs and the work environment. The influence of peer pressure and group conformity was also identified as important in managing people and situations."
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