Taylor’s approach to scientific management can be summarized in these four core principles

Develop a “science” for each job—rules of motion, standard work tools, and proper work conditions. • Hire workers with the right abilities for the job. • Train and motivate workers to do their jobs according to the science. • Support workers by planning and assisting their work according to the science.

Weber’s Bureaucratic Organization Is Supposed to Be Eff icient and Fair. A bureaucracy is a rational and efficient form of organization founded on logic, order, and legitimate authority.

The scalar chain principle states that organizations should operate with clear and unbroken lines of communication from top to bottom. The unity of command principle states that a worker should receive orders from only one boss

Fayol’s Administrative Principles Describe Managerial Duties and

Practices

Foresight—complete a plan of action for the future. • Organization—provide and mobilize resources to implement plan. • Command— lead, select, and evaluate workers. • Coordination—fit diverse efforts together, ensure information is shared and problems are solved. • Control—make sure things happen according to plan, take necessary corrective action.

Rapid Review • Taylor’s principles of scientific management focused on the need to carefully select, train, support, and reward workers in their jobs.

•Weber considered bureaucracy, with its clear hierarchy, formal rules, well-defined jobs, and competency-based staff ing, to be a form of organization that is eff icient and fair.

•Fayol suggested that managers learn and fulfill duties we now call the management functions of planning, organizing, leading, and controlling.

•Follett viewed organizations as communities of cooperative action.

•The Hawthorne studies focused attention on the human side of organizations.

•Maslow described a hierarchy of human needs with self-actualization at the top. •McGregor believed managerial assumptions create self-fulfilling prophecies.

•Argyris suggests that workers treated as adults will be more productive.

Follett suggested that making every employee an owner in the business would create feelings of collective responsibility. Today, we address the same issues as “employee ownership,” “profit sharing,” and “gain-sharing plans.” Follett believed that business problems involve a wide variety of factors that must be considered in relationship to one another. Today, we talk about “systems” when describing the same phenomenon. Follett viewed businesses as services, organizations that should always consider making profits vis-à-vis the public good. Today, we pursue the same issues as “managerial ethics” and “corporate social responsibility.”

The Hawthorne Studies Focused Attention on the Human Side of Organizations.

In 1924, the Western Electric Company commissioned a study of individual productivity at the Hawthorne Works of the firm’s Chicago plant.15 These “Hawthorne studies,” with a research team headed by Elton Mayo of Harvard University, sought to determine how economic incentives and physical conditions of the workplace aff ected the output of workers. But their results were perplexing because of the appearance of unforeseen “psychological factors.” Aft er isolating six relay assembly workers in a special room, Mayo and his team measured the eff ect on outputs of various rest pauses and lengths of workdays and workweeks.

Productivity increased regardless of the changes made. The researchers concluded that in the new “social setting” of the test room, the workers tried to do what they thought the researchers wanted them to do—a good job. This tendency to try to live up to expectations became known as the Hawthorne eff ect. Have you noticed that people given special attention will tend to perform as expected? Could the Hawthorne eff ect explain why some students, perhaps you, do better in smaller classes or for instructors who pay more attention to them in class?

Maslow Described a Hierarchy of Human Needs with Self-Actualization at the Top. The work of psychologist Abraham Maslow in the area of human needs emerged as a key component of the new direction in management thinking. He began with the notion of the human need, a physiological or psychological deficiency that a person feels compelled to satisfy. Why, you might ask, is this a significant concept for managers? The answer is because needs create tensions that can influence a person’s work attitudes and behaviors. They are grouped as lower-order needs—physiological, safety, and social —and higher-order needs—esteem and self-actualization.