Theories of Employee Management Analytical Essay by scribbler

Theories of Employee Management
Looks at the history of the theories of scientific human resource management.
# 151678 | 3,645 words | 22 sources | APA | 2012 | US
Published on Aug 27, 2012 in Business (Human Resources) , Psychology (Theory) , Labor Studies (General)

$19.95 Buy and instantly download this paper now


This paper explains that, although the Industrial Revolution showed the importance of the employee, not until the development of human resource management in the 1960s were employees thought to play a critical role in improving the effectiveness of the organization. Next, the author reviews the scientific management theory of Frederick Taylor, the industrial relations theories of Elton Mayo, Mary Parker Follett and Chester Barnard and the human relations approaches of Abraham Maslow, Douglas McGregor and Rensis Likert. The paper points out that, although the human resources management approach is best in meeting the needs of both the employees and management, many organizations today still are top-down companies that do not allow employees to make decisions.

From the Paper:

"This division of labor divided the lives of the manufacturers from their workers. Even in situations where the owner of a mill built housing for his employees, his house would be far removed from where they lived. Some of the factory owners also encouraged emotional support by promoting evangelical Christianity in the workplace. In the Atlantic Cotton Mills in Lawrence, Massachusetts, workers were fired if they did not go to church on most Sundays. Schools and libraries were established for the workers' children. At the same time, health and safety standards were low, as Scranton wrote, "Although manufacturers were concerned with education, temperance and church-building for their workers, their paternalistic gestures had stopped short of using the tax power to meet the health and safety requirements of that population whose labor added daily to their capital."
"The undercurrent of all these advancements and changes in organizational structure was the expansion of the sciences. Along with science came a highly structured means of explaining the world and the desire to learn how to predict and control the environment. Organizations came to be seen as vehicles by which people could be controlled and "planned, articulated, scientized, made more efficient and orderly, and managed by experts.""

Sample of Sources Used:

  • Bendix, R., & Perrow, C. (1972). Complex Organizations: A Criticial Essay, 1986). McGraw-Hill Publishers.
  • Graham, P. (1995). Mary Parker Follett: Prophet of management. Knoxville, IL: Beard Books.
  • Braverman, H. (1974) Labor and Monopoly Capital- The Degradation of Workin the 20th Century. New York: Monthly Review Press.
  • Drucker, P.F. 1976. The Unseen Revolution: How Pension Fund Socialism Came to America New York: Harper and Row.
  • Eisenberg,E. & Goodall, (2003) H.L. Organizational Communication: Balancing Creativity and Constraint New York: St. Martin's

Cite this Analytical Essay:

APA Format

Theories of Employee Management (2012, August 27) Retrieved September 30, 2023, from

MLA Format

"Theories of Employee Management" 27 August 2012. Web. 30 September. 2023. <>