Evolution of Management - Essay Example

The principles of management have changed dramatically within the past century, shifting between a classical perspective, to a humanist perspective, to a scientific perspective that takes into account the various technological and globalizing principles occurring within the modern workforce. Regards, some elements of effective management have remained true throughout all of these changes, including the necessity of innovation and the importance of culture. By analyzing each of these elements in terms of one’s own work experiences, a student of management can develop both a complete picture of how management has evolved through the years and how seemingly outdated principles can serve as a useful guide toward driving success from one’s team.

The formal study of management is relatively recent, despite the fact that individuals have been managing others within organizations since ancient times. The earliest studies of management principles began with the classical perspective, which emerged during the 19th and early 20th centuries. This was brought on by the factory system that appeared in the 1800s during the Industrial Revolution. During this time, work was increasingly centralized into one location, as opposed to the rural agricultural setting in which most of the world worked before that point.

Another distinctive feature about the factory system was the organizational structure that needed to be enforced in order for effective and efficient work processes to start. In the absence of effective management principles, factories could not cope with training employees, scheduling complex manufacturing operations, and handling increases in labor dissatisfaction among workers. Accordingly, a better management system and a more efficient factory became the subject of an increasingly academic interest among intellectuals (Daft & Marcic, 2008, p. 24). In response to this problem, the number of professional managers increased nearly sevenfold between 1880 and 1920.

These managers developed and tested solutions to the challenge of organizing, coordinating, and managing large groups of people and their productivity. At this point, modern management through the classical perspective became necessary for large businesses with many employees. Within the classical perspective, there are three different emphases or subfields: (1) scientific management, (2) bureaucratic organization, and (3) administrative principles (Daft & Marcic, 2008, p. 25). Scientific management refers to scientifically determined changes in management practices as the solution to improving labor productivity.

This movement was carried through by Frederick Winslow Taylor, who believed that improving productivity meant that management should change accordingly and that the nature of this change should conform to scientific principles. This involved the application of science to estimate the productivity of each worker and the attempt to maximize that productivity by analyzing situations that workers find themselves in. Another subfield, that of bureaucratic organizations, became popular in Europe following the late-19th century in the belief that a rational authority would lead to higher productivity.

This theory was based on the observations of sociologist Max Weber, who thought that the depersonalization of the hierarchical workplace led to a more objective standard for success. A third subfield, that of administrative pr