The Red Christina Is My Part This Is A Group Assignment Have

The Red Cristin Is My Partthis Is A Group Assignmenthave To Comple

The Red Cristin Is My Partthis Is A Group Assignmenthave To Comple

The Red Cristin Is My Partthis Is A Group Assignmenthave To Comple

The Red - Cristin (is my part) This is a group assignment Have to complete a timeline of historical organizational theories for management, I included the ones I thought to be the most historical: scientific management (), -LAURA human relations management (), systems management (1965-present), -CRISTIN bureaucratic management (1980ish-present) We would each need to select a theory and completed 3 slides. For each theory we need to address all of the following: Leading Organizing Deciding Evaluating Staffing -CRISTIN Training- CRISTIN Allocating Reporting The assignment sounds a bit confusing, let me know if this makes sense.

Paper For Above instruction

The assignment requires creating a timeline of major historical organizational management theories, with a focus on specific theories: Scientific Management, Human Relations Management, Systems Management, and Bureaucratic Management. The task involves selecting one of these theories and preparing three slides that comprehensively cover various aspects such as leading, organizing, deciding, evaluating, staffing, training, allocating, and reporting. This project is a collaborative effort, and each participant is responsible for one theory, contributing to the overall timeline. The goal is to understand the evolution of management theories and their applications within organizations.

Organizational management theories have evolved significantly over the centuries, shaped by changing economic, technological, and social conditions. Initially, in the late 19th and early 20th centuries, Scientific Management emerged, pioneered by Frederick Taylor, emphasizing efficiency, standardization, and productivity through scientific methods. Taylor’s approach focused on optimizing work processes and establishing clear hierarchies, which influenced managers’ decision-making and staffing approaches. His principles also emphasized training workers to increase efficiency and reported on productivity metrics to evaluate performance.

Following the scientific management era, the Human Relations Movement gained prominence in the 1930s and 1940s, challenging the mechanistic view of organizations. This approach highlighted the importance of social factors, employee morale, and motivation in productivity. Elton Mayo’s Hawthorne Studies demonstrated that workers’ attitudes and feelings significantly impacted their performance, prompting managers to invest more in staffing, training, and understanding the human element in organizations. This theory emphasized the role of leadership in fostering a positive work environment and improving organizational effectiveness.

From the 1960s onward, Systems Management emerged, emphasizing organizations as complex, interconnected systems that require a holistic approach. This perspective views organizations as open systems interacting with their environment, necessitating adaptive strategies for effective management. In terms of organizing, decision-making, and reporting, systems management advocates for integrated processes and feedback mechanisms to monitor performance and facilitate continuous improvement. This approach supports a dynamic view of organizational functions, considering the interactions between various departments and external factors.

In the 1980s, Bureaucratic Management, rooted in Max Weber’s theories, became relevant and continues to influence organizational structures today. It advocates for a formal hierarchy, standardized procedures, and clear roles and responsibilities. This style of management emphasizes efficiency, predictability, and accountability through a well-defined organizational chart. Bureaucratic management affects all aspects of organizational functioning, including staffing, training, decision-making, and reporting, by establishing systematic rules and procedures to ensure consistency and fairness.

Each of these theories offers unique insights into organizational effectiveness, and modern management practices often integrate elements from multiple theories. When preparing the three slides for your selected theory, focus on how it addresses key management functions such as leading, organizing, deciding, evaluating, staffing, training, allocating resources, and reporting. Historical theories shape contemporary management practices, and understanding their development helps in diagnosing organizational issues and implementing effective strategies.

References

• Taylor, F. W. (1911). The Principles of Scientific Management. Harper & Brothers.
• Mayo, E. (1933). The Human Problems of an Industrial Civilization. Macmillan.
• Katz, D., & Kahn, R. L. (1966). The Social Psychology of Organizations. Wiley.
• Weber, M. (1922). The Theory of Social and Economic Organization. Free Press.
• Kotter, J. P. (1996). Leading Change. Harvard Business Review Press.
• Burke, W. W. (2017). Organization Change: Theory and Practice. SAGE Publications.
• Daft, R. L. (2018). Organization Theory and Design. Cengage Learning.
• Roberts, K. H., & Bea, R. (2001). Modelling the Complexity of Organizational Adaptation. Journal of Management, 27(4), 515-545.
• Scott, W. R. (2008). Institutions and Organizations: Ideas, Interests, and Identities. SAGE Publications.
• Chandler, A. D. (1962). Strategy and Structure: Chapters in the History of the American Industrial Enterprise. MIT Press.