Trends in Organization and Management into the 20th Century - Literature review Example

Identify And Outline Briefly, Major Trends In Approaches To Organization And Management Since The Beginning Of The 20th Century Studying the history of management with the hope that he past practices might shed a light to the future operations of an organization might live one disappointed or enlightened (Lewis et al., 1998). It is apparent that experiments as well as experiences only add to one’s knowledge. In management field, this can be linked to the way organizations were developed and how the employees in an organization were relating to each other within the organizations (Robbins, and Coulter, 1999). However the experiences as well as he experiments are only relative and when used in the modern context, where there is a continuous change they usually present very little insight. According to studies unlike in other fields whereby the principles are specific agreements, for the field of management there are none (Wren, 1987). This is due to the fact that focus varies in time and across societies. Evidently only a few segments of management have ethics and principles, for instance marketing, personnel management and marketing. Besides, general theories present a firm foundation for the present marketing. It is apparent that in the past the organizations were very small and most of their focus was on techniques. The underlying principles guiding development were given very minimal consideration (Wren, 1987). Over the years, things have changed and the organizations have grown both in size and in numbers. In addition, they have also been to build upon their strength as well as vitalityto bestronger. Researches have revealed that there have been splits, strategic partnerships and mergers that form organizational life (Wren, 1987). Moreover, networking and the adaptation to change personally as well as technologically according to studies are of paramount to the organizational life. Evidently, all organizations both profit and nonprofit making are struggling with the changes that are as a result of the economic, social, political as well as technological forces (Lewis et al, 1998). Scholars have evidenced that over the decades especially of the 20th century, myriad concepts as well as theories have been developed (Hartman, 2011). These happened as the management theorists and the historians were fighting to identify experiments as well as determine the functions and influences that affect the development of their organizations. Apparently, several theories, trends and thoughts have been seen to emerge with the present management practice. The emergence has been driven by the consideration of the work, the people who perform it and the environment that influences both (Hartman, 2011). The present management has evolved from past principles that provide the knowledge on the organizations as well as their functioning. According to past researches, philosophers in the development process of management have tried to capture the aspect of what is happening, why it is happening as well as try to come up with theories that can be built upon (Hartman, 2011). As evidenced by scholars various attempt to identify and delineate the approaches to management theories developed in the 20th century. In addition, people are able to learn from the many theories developed in the past. The management topic as well as how it operates has been of concern to the society throughout the history (Griffin, 2002). However, its study as a different independent branch of human knowledge only started in the twentieth century during the second half precisely after the Second World War (Hartman, 2011). According to studies, a very important mass of larger as well as profit driven institutions and a number of smaller organizations both small in size and scope were produced by the twentieth century. It is evident that the organizations profiles offer opportunities for both speculation and observation. The researchers working in school through research have tried to develop scientifically fundamental principles of management as well as to postulate a number of theories on the basis of the occasion (Hartman, 2011). This is clearly evidenced by the various types of organizations. Studies reveal that in most situations, the management actions have been guided by the theories mostly those observable in practice. It could therefore be right to say that management is either an art practiced by those who have the inspiration and drive to encourage others in their assigned organizational responsibilities science or that is grounded by theory (Hartman, 2011). Some scholars argue that the most effectual modern organization in the history of the Western civilization is the Roman Catholic (O'Connor, 1999). This is due to its sustained objectives as well as the effectiveness of the management and organization techniques. The chain of command that created the path of communication from the pope down the hierarchy can be traced along with the concept of specialization (Griffin, 2002). According to research, the most significant practices and principles contemporary business management have their roots in the military organizations. Certain principles such as staff advisers and the unity of command as well as the division of work emerged from the early military order. Furthermore, the technology development at the beginning of the twentieth century enhanced a factory system that united the workers into a focal point and into a close contact with employees from other organizations. As state by scholars, it was during this time of the development of efficient as well as effective management control of the emerging organizations that a number of the management concepts began to develop. Many of the principles emphasized and redefined by writers in the human relations and scientific approach during the twentieth century(O'Connor, 1999). The scientific approach and management has had an incredible influence on organization and management in the twentieth century (Gomez-Mejia et al., 2008). Despite the fact that it does not denote a complete theory of management, it has largely contributed to management and organization study in a number of areas which include industrial engineering and human resource management. Evidently, scientific management has a number of principles. To begin with, it employs scientific method to work so as to identify the best method for the accomplishment of each task (Wren, 1987). Secondly, it suggests the employees ought to be scientifically selected on the basis of their qualifications. In addition, it suggests that once they are chosen they should be trained to carry out their tasks in an efficient way(Wren, 1987). Moreover it advocates for genuine cooperation between the employees and the management based on the mutual self-interest. Scientific management finally suggests that the full responsibility of planning for the work is for the management and that of implementing the management plans is on the workers (Wren, 1987). The scientific development of difficult but fair performance standards and the implementation of a pay-for-performance incentive plan based on work standards is another very important aspect of the scientific approach(Hartman, 2011). Contemporary, a number of the principles of scientific management are still binding. During the twentieth century, organization and management started to give considerable attention to the individual concerns of the people who were working in the organizations(Gomez-Mejia et al, 2008). This was due to the belief that managing entails accomplishing tasks through people; the study of organization and management should therefore focus on interpersonal relations. Major conclusions of the study indicate that attitudes are directly linked with productivity. Furthermore, the place of work is a social system and the influence of the informal group could affect one’s behaviour. Another indication of the studies was that the organizations should assist its workers to adjust to the organizational life by enhancing collaborative systems between management as well as labor. These conclusions have continued to cultivate interest in the human element at work. According to the school of human relations, managers ought to have the right skills that will determine the causes of behaviour at the workplace, leadership, motivating and interpersonal communication (Daft and Lane 2009). This is so as to ensure that the employee’s needs are met and that the employees are satisfied in order for them to be productive(Daft and Lane 2009). Decision theory movement is one of the theories which relate to management and organization. Since the 1950’s various disciplines including economics, statistics, and mathematics have greatly contributed to management (Gilboa, 2010). This has been achieved through the application of mathematical models for prediction and decision making. Control techniques including linear programming, cost-benefit analysis, simulation, systems analysis, game theory and Monte Carlos technique have been employed in creative planning (Gilboa, 2010). The disciplines of sociology and psychology have contributed to theories of organization and leadership, organizational relationships, human motivation and behaviour and the nature of authority. Decision making processes has drawn on various elements from these discipline and theories. The decision theory movement is principally linked with the study of coherent processes of decision making and how managers essentially reach at a decision (Daft and Lane, 2009). The inference is that quantitative procedures and mathematical models can serve as the foundation for the entire management decisions. Most of the academicians are determined on describing the process of decision making, drawing on economics and psychology. In the decision movement theory, the mathematical branch is concerned with the elements to be measured and the reasons behind it. The aim of this is to point out how problems within the organization can be solved or how various systems can be improved. The decision theory movement employs such techniques as DSS (decision support systems, and MIS (management information systems which aid in obtaining pertinent information to be used by decision makers and also to address multifaceted problems which necessitates human decisions (Gilboa, 2010). General systems theory (GST) movement is another theory which is associated with management and organization. It incorporates knowledge obtained from behavioural, physical and biological sciences (Skyttner, 2005). The revisionists (followers of the movement) maintains that the attitudes of the personnel are influenced both by internal and external factors (Skyttner, 2005). For this reason, it is essential for managers to encourage proper interaction with these environments in order to benefit the organization. The revisionists put fort that efficient planning systems, organizing systems, and controlling systems are cognizant of this unifying drive (Skyttner, 2005). They stress that an organization can only benefit if there is efficient communication and proper organizational structures. In the general systems theory, just like a system, an organization is one subsystem of a bigger environment. It is not merely a social or technical system, but the restricting and incorporation of human activities around numerous technologies. On the other hand, the systems outputs, nature of the transformation procedures, and the kinds of organizations inputs are affected by these technologies (Skyttner, 2005). Nevertheless, the efficiency and effectiveness of the use of these technologies is determined by the social systems. Another management theory is contingency theory which has gained attention in the contemporary society. The contingency approach states that: There is no best system to manage; There is no paramount management method; No method or managerial standard is efficient all of the time; and Should the query be asked as to what works best, the simple reply is, “It all depends on the situation.” (Luthans, 1973) The organization structure is determined by technological impact, outside influences and size amongst others. The approach incorporates the best subsistence standards of management knowledge (Luthans, 1973). In conclusion, scholars have evidenced that over the decades especially of the 20th century, myriad concepts as well as theories have been developed. These happened as the management theorists and the historians were fighting to identify experiments as well as determine the functions and influences that affect the development of their organizations. Apparently, several theories, trends and thoughts have been seen to emerge with the present management practice. As discussed in the essay the trends have differed according to various writers. The essay encompasses such approaches to organization and management; scientific approach whichhas had an incredible influence on organization and management in the twentieth century and despite the fact that it does not denote a complete theory of management, it has largely contributed to management and organization study in a number of areas which include industrial engineering and human resource management, and the human relations approach which managers ought to have the right skills that will determine the causes of behaviour at the workplace, leadership, motivating and interpersonal communication. This is so as to ensure that the employee’s needs are met and that the employees are satisfied in order for them to be productive. Besides, the essay has also discussed the theories of decision movement, contingency as well as the general systems. References Daft, R. L., and Lane, P., 2009. Management, 9th Ed, London: Cengage Learning. Gilboa, I., 2010. Making Better Decisions: Decision Theory in Practice, New York: John Wiley and Sons. Gomez-Mejia, L. R.; Balkin, D. B. and Cardy, R. L., 2008. Management: People, Performance, Change, 3rd Ed, New York: McGraw-Hill. Griffin, R..W., 2002. Management. 8th ed. Boston: Houghton Mifflin Company. Hartman, S.W., 2011. Management Theory, accessed on November 2, 2011, http://webcache.googleusercontent.com/search?q=cache:kPnTvLvaaeYJ:www.aom-iaom.org/article_hartman.pdf+major+trends+in+approaches+to+organization+and+management+since+the+beginning+of+the+20th+century.&hl=en Lewis, P. S., Goodman, S.H. and Fandt, P.M., 1998. Management. 2nd ed. Cincinnati: South-Western College Publishing. Luthans, F, 1973. The contingency theory of management: A path out of the jungle, Business Horizons vol.16, 62-72. O'Connor, E. S, 1999. The Politics of Management Thought: A Case Study of the Harvard Business School and the Human Relations School. Academy of Management Review vol.24, no.1, p. 117–131. Robbins, S. P., and Coulter, M., 1999. Management. 6th ed. Upper Saddle River: Prentice Hall. Skyttner, L., 2005. General systems theory: problems, perspectives, practice, 2nd Ed. World Scientific Management Theory. Wren, D., 1987. The Evolution of Management Thought. 3rd ed. New York: John Wiley and Sons Read More