Humanistic Era Reflection Paper ( Evolution of Management) - Essay Example

The legislative acts such as Labor Management Relations Act and National Labor Relations Act were introduced because of employees increasing dissatisfaction. Along with the mentioned acts, many other were also introduced to resolve the issue of employees’ requirements and their fulfillment. According to Huston and Marquis (2008), many theories related to the working situations and other employees’ needs were proposed by theorists but these theories were not successful in giving the required outcome.

Labor Management Relations Act Labor Management Relations Act, also called the Taft-Hartley Act was introduced in 1930s. The ambition behind introducing this act was to restrict employers to take unjustified actions against employees. Because of revolts by employees from different working industries, the influence of labor unions got improved. US federal government also started taking interest in the issues. The act also shows concern towards a consistent relationship between management and labor union.

The persecution of employees who are not part of the union, unacceptable membership charges, rejection of any deal with the management without considering its justness and unnecessarily suppressing of employers are some of the highlighted unjustified labor union actions in the act. Hughes, Kapoor and Pride (2009) inform that according to the act, the employers and management are authorized to inform the workers about merits and demerits of being a union member by giving the right knowledge to the workers.

The strikes, which are precarious in terms of health and security of the nation, can be called off by the President of America according to the act. In addition, the workers are free to be a member of the union or reject it with their will. National Labor Relations Act National Labor Relations Act, also called the Wagner Act was introduced in 1935. This act gained existence in the period of Great Depression. Due to Great Depression, the employers have to minimize their functionalities, due to which, employees faced career uncertainty.

Unions got active in order to support employees to get their rights. According to Jackson and Mathis (2007), collective bargaining was promoted by the US government under the Wagner act. The employees were not required to be a part of labor union to get their rights as they had the right to just management because of the act. According to Bohlander and Snell (2009), the Wagner Act highlighted certain unjust labor actions such as persecution of employees in terms of using their rights, keeping bias against the workers and rejection of the notion of collective bargain for opting for the workers’ spokespersons.

Theorists Mary Parker Follett informed in her theory that management should be authoritative with employees or not over them. Employees and employers should form a relationship in which, they share authority and make decisions likewise. In this manner, processing and business functions will be eased out. She introduced the term participative management in her essay, “The Giving of Orders”. Huston and Marquis (2008), inform about the theorist, Elton Mayo and his Harvard acquaintances who introduced Hawthorne effect.

According to Huston and Marqui