Management & Entrepreneurship

VI Sem CS

MANAGEMENT
UNIT 1 Management: Introduction Meaning Nature & Characteristics of Management, scope and functional areas of Management Management as a Science, Art or Profession, Management & Administration Roles of Management, Levels of Management, Development of Management Thought Early Management Approaches Modern Management Approaches.

INTRODUCTION: Some companies like Reliance Industries, Procter & Gamble, Hindustan, ITC, Dr. Reddys Labs, HDFC Bank, Tata Iron and Steel Company (TISCO) Limited etc are most successful and on the other side some companies like Kolleru Paper Mills Ltd., Agrifural Chemicals Ltd., Binny Mills and Panyam Cements belong to the unsuccessful category. Similarly, we find some outperforming companies like Infosys Technologies and Wipro. While other companies like Hindustan Machine Tools (HMT) Ltd., and Hindustan Cables Limited are low on the performance graph. Some companies like Tata, the Birla Group expand and diversify their activities, whereas the activities of other companies shrink day by day, subsequently recording low performance. Companies of the same industry are being affected by the same environmental factors. Some companies attract a number of customers while some other companies repel them. Employees prefer to be identified with some top companies. Why do companies perform differently when they operate under the same environmental conditions, serve the same customer, use the same raw material and technology and employ the people with similar skills? The answer for this question invariably is management practice. Thus Management makes remarkable difference between the companies regarding their performance in terms of productivity, products, sales, profitability, service to the customer, employee welfare etc. 4Ms (Money, Men, Material & Machines) join together to form an organization, most important 5th M is Management. It is a creative process which integrates and utilizes various available resources effectively and efficiently to accomplish the goals of an organization. Hence Management plays a vital role in deciding the destiny of business as well as non business organizations. MEANING: Managing is one of the most important activities of human life. To accomplish aims that could not be achieved individually, people started forming groups. Managing has become essential to ensure the coordination of individual efforts. Management applies to all kinds of organizations and to managers at all organizational levels. Principles of management are now used not only for managing business but in all walks of life viz. government, military, social and educational institutions. Essentially, management is same process in all forms of organization. But it may vary widely in its complexity with size and level of organization. Management is the life giving element of any organization.

Shiva Kumar, MIT

Page - 1

Management & Entrepreneurship

DEFINITIONS:

VI Sem CS

According to Mary Parker Follett defines the term management as the art of getting things done through others. Henry Fayol defines Management is conduct of affairs of business, moving towards its objective through a continuous process of improvement and optimization of resources. Ivancerich, Donnelly and Gibson, defines the term management as the process undertaken by one or more persons to coordinate the activities of other persons to achieve results not attainable by any one person acting alone. Harold Koontz and Heinz & Weihrich, Management is the process of designing and maintaining an environment in which individuals, working together in groups, efficiently accomplish selected aims. This definition ignores the external environment through which most of the stakeholders interact with the company. John A. Pearce & Richard B. Robinson includes all kinds of resources in their definition on management. According to them, Management is the process of optimizing human, material and financial contributions for the achievement of organizational goals. Now, we shall define the term management as designing, providing and maintaining a conducive internal environment in tune with the opportunities and challenges of the external environment through planning, organizing, directing and controlling all resources and operations in order to achieve effective organizational strategies efficiently. The analysis of the above definitions provides the following aspects of management: The purpose of management is to formulate effective (right) organizational strategies and to achieve them efficiently (productively) based on the missions, objectives and goals. Management deals with both internal and external environment. Management is concerned with all kinds of resources viz., human, financial, material, machines, technology and technical know-how. Managers should possess varied skills in order to play a variety of roles. It applies to managers at all levels in an organization. Management is applicable to all kinds of organization i.e. both profit and non-profit oriented organizations. Management needs to be a profession to achieve goals continuously with an incremental efficiency. PURPOSE OF MANAGEMENT: To Achieve MOST Managers basically formulate Mission, Objectives, Strategies and Tactics (MOST). Management is essential to achieve the MOST. The organizational mission is the basic reason for existence. Mission provides a statement of what the company

Shiva Kumar, MIT

Page - 2

Management & Entrepreneurship

VI Sem CS

stands for, i.e. its purpose for existence. For example, the mission statement of a commercial bank is: Committed to excellence in performance through customer satisfaction. Managers formulate objectives based on this mission. Objectives are the ends towards which the activity is aimed. This goal is precise and is expressed in clear and specific terms. For example, the objective of a company is to earn profits whereas the goal is to earn certain percentage of profit on capital employed. Management formulates strategies in order to achieve the goals. Strategy is a unified, comprehensive and integrated plan that relates the strategic advantages of the firm with the opportunities of the environment. For example, entering the car financing business in order to enhance the sales is a strategy to achieve the goal of earning profit on capital employed. Tactics is an action programme through which strategies are executed. Thus the purpose of management is to achieve the companys mission, objectives & strategies. Management Deals with Internal & External Environment Management while formulating strategies, studies and analyses both internal and external environment. Internal environment consist of organizational structure, finances, marketing, production and human resources. External environment consist of STEPIN viz., Social & Cultural, Technical, Economic, Political, International & Natural (See Fig.1.1) Management & Environment (Fig 1.1) External
Social Technical

Internal
Human Resources

Materials Resources

Management of Business / Non Business organization Customers / Clients

Machines &

Financial Resources

Environment
Economic Political

Environment Management is concerned with all kinds of resources. Managers manage & utilise all kinds of resources like financial resources, human resources, materials resources etc., in the process of achieving their strategies & goals.

Shiva Kumar, MIT

Page - 3

Management & Entrepreneurship

VI Sem CS

NATURE & CHARACTERISTICS OF MANAGEMENT: As seen above, the production process involves land, labour, capital, organization and entrepreneurship. So long as these factors remain separated, there is no possibility for production. Production is the result of their combined efforts. Thus success of production depends on their effective combination and cooperation. In todays complex business organization, it has become a difficult and challenging task to strike an effective balance of harmony of various factors of production. This calls for a special skill, knowledge and characteristics to seek their fullest cooperation to achieve the objectives set by an enterprise. Such skills and knowledge is the management. Based on vast experience it has been found that the analysis of management is facilitated by a useful and clear organization of knowledge. The following are some of the important characteristics of management. 1. It should be stable. 2. It should be applicable to all kinds of organizations. 3. It is transparent. 4. Its approaches are to be clear and goal oriented. 5. It should be simple yet effective. 6. It should be responsive to many external elements like economic, technological, social, political and ethical factors that affect the areas of operation. 7. It should have well defined goals, & effective means to accomplish the goals. 8. It should have good planning, organizing, staffing, directing and controlling functions. 9. It should provide conducive atmosphere of work. SCOPE OF MANAGEMENT: The scope of management is very wide. Basically, it refers to three distinct ideas. According to Herbison and Myers, management may be understood as (a) An Economic Resources (b) A System of Authority (c) A Class or Elite Management as An Economic Resources: Management is one of the factor of production along with land, labour and capital. In modern organizations, the effective use of the five Ms of Management (Money, Materials, Manpower, Machinery and Methods or ways of doing things) depends to a great extent on the quality of management. In other words, how effectively and economically the five Ms are combined together to produce desired results. Management as a System of Authority: According to Herbison and Myers, management is the rule-making and ruleenforcing body. It is bounded together by a web of relationships between superiors and subordinates, that is, people are bound by authority relationships. Managers working at top levels enjoy more authority than people working at lower levels. Top management determines objectives and provides direction to enterprise activities.

Shiva Kumar, MIT

Page - 4

Management & Entrepreneurship

VI Sem CS

Middle management (departmental heads like work manager, finance manager, personnel manager etc.) interprets and explains the policies framed by the top management. The give orders, instructions and decisions downward and carry the problems and suggestions upward. Lower management is concerned with routine, day-to-day matters. Management as A Class or Elite: Sociologists view management as a distinct class in society having its own value system. The managerial class has become very important in modern organizations owing to its contribution to business success. As a separate group, the term management refers to the group of individuals occupying managerial positions. All the managers form the chief executive to the first line supervisors are collectively addressed as Management, which refers to the group. The management is a must for every organization. The existence of management ensures proper functioning and running of an enterprise. Management plans the activities, coordinates and utilizes the available resources effectively is given by the management. The resources of production are converted into production or services. The scope of management is not limited only to business organization, but it is extended to business establishments, hospitals, educational institutions, government officers, service organizations, security organization, financial organizations, stores management etc. The nature of functions of management may differ from one type of organization to another, but all these form the essence of management. The management is not limited to only industries, but its scope can be extended to the following important areas of life. Developing management Distribution management Financial management Marketing management Personnel management Production management Office management Transport management Purchase management Sales management Supply chain management Business management (like Hospital management, Hotel management, Educational institute management, Stores management etc.) Management can be applied in any area of business and life. Its scope starts from self management to home management and to the management of big office, industry, organization of a government etc. FUNCTIONS OF MANAGEMENT: As indicated earlier, management is the process of planning, organizing, staffing, directing and controlling the efforts of organization members in utilizing all resources to achieve organizational goals, objectives and mission. Management is a process as it operates the activities systematically. The Management Process (Fig. 1.2)

Shiva Kumar, MIT

Page - 5

Management & Entrepreneurship

Management Process (Fig. 1.2)
PLANNING Company mission is the basis for planning. Planning is deciding in advance what should be done. Managers think logically to achieve goals.

VI Sem CS

ORGANISING Organising is the process of linking & arranging activities in a sequence. It includes allocating work, authority & resources.

STAFFING Staffing is acquiring, developing, utilizing & compensating human resources necessarily to achieve organizational goals. Human resources help the process of converting inputs into output & achieving customer satisfaction. DIRECTING Directing involves leading, influencing & motivating the people to perform organizational tasks & to convert input into output. It includes Motivation Leadership Communication CONTROLLING Controlling is to make sure that the organization is moving towards its mission and objectives.

Functions of management include planning, organising, staffing, directing and controlling. Planning: Planning consists of the activities involved in choosing courses of action to achieve organizational objective. It is deciding in advance what to do, when to do, how to do and who will do it, it order to achieve these objectives. Both long-term and short term plans are necessary to achieve goals. It is necessary for the management to choose certain assumptions or premises with regard to external factors that serve as a background for the planning function. Some companies have adopted the practice of contingency planning in view of growing difficulty of predicting future environmental conditions. Planning is a part of the activities of all managers. Organising: Organising involves the grouping of jobs into a frame work for coordination and direction. Formal organizations may be portrayed by use of an organisation chart. Careful structuring of an organization is beneficial in terms of clarifying lines of command and eliminating gaps and overlaps. Once job content is determined, jobs and activities must be grouped to devise an overall structure. Decisions affecting organizational structure involve values and goals for both enterprises and individuals. Organizations are structured based on product, function, geography, customer and project. The matrix structure has evolved as a result of complex

Shiva Kumar, MIT

Page - 6

Management & Entrepreneurship

VI Sem CS

environments, markets and technology. It combines both functions and projects. Organizational culture reflects not only social values and expectations, but also the unique set of values, beliefs and behaviours that characterize each organisations. Staffing: Staffing is planning, organizing, directing and controlling of procurement, development, compensation, integration and maintenance of people for the purpose of contributing to individual, organizational and social goals. Thus, building an effective organizational team requires planning and control of human resources. This process requires the performance of the functions like job analysis, human resources planning, recruitment, selection, induction, placement, training, executive development, wage and salary administration, leadership, teamwork, motivation, grievance procedure, disciplinary procedure etc. Once the employee is employed, his development needs are identified through performance appraisal. Once these needs are identified, the employee will be trained / developed with the application of on-the-job and off-the-job methods. Staffing function is also known as human resource management. Directing (Leading): The next logical function after completing planning, organizing and staffing is the execution of plan. The important function of management at any level is directing the people by motivating, commanding, leading and activating them. The willing and effective cooperation of employees for the attainment of organizational goals is possible through direction. Tapping the maximum potentialities of the people is possible through motivation and command. Thus, direction is an important managerial function in securing employees contribution. Coordination deals with the task of blending efforts in order to ensure successful attainment of organizational objectives. Controlling: After planning, organizing, staffing and directing the various activities, the performance is to be verified in order to know whether the activities are performed in conformity with the plans and objectives or not. Controlling also involves checking, verifying and comparing of actual performance with the plans, identification of deviations, if any and correcting of identified deviations. Thus actions and operations are adjusted to predetermined plans and standards through control. The purpose of control is to ensure the effective operation of an organization by focusing on all resources human, material, finance and machines. Financial control is attained through a number of means viz. financial statements interpreted through ratio analysis and budgets.

MANAGERIAL SKILLS: According to Robert L. Katz, there are three types of managerial skills viz. technical skills, human skills and conceptual skills. Fig 1.3 presents the managerial skills.

Shiva Kumar, MIT

Page - 7

Management & Entrepreneurship

Managerial Skills at Different Levels (Fig 1.3)

VI Sem CS

Top Level Managers (More Conceptual Skills) Conceptual Skills Technical Skills Human Skills

Middle Level Managers (More Human Skills)

Lower Level Managers (More Technical Skills)

Conceptual Skills: Conceptual skills include the ability to draw the total, integrated, comprehensive and the macro view of the company, situations and the ability to develop solutions for the probable problems and challenges. Top level managers should possess more conceptual skills compared to those of lower level managers. Human Skills: Human skills include the ability to work with people tactfully, interpersonal, proficiency, ability to build, maintain and work in teams and create an open environment. Managers at all levels should possess these skills. Technical Skills: Technical skills are the proficiency in working with machines, tools and techniques in human resource management, financial management, marketing management and production management, managers at all levels should possess technical skills. Those at the lower level should possess more technical skills whereas managers at the top level possess less technical skills compared to those at middle and lower levels. MANAGEMENT as a Science or Art ? What is a Science ? Science is a body of knowledge developed systematically, based on observations, measurement, experimentation and drawing inferences based on data. The knowledge can be verified through cause-effect relationship. The knowledge provides principles, theory and laws. Management satisfies the characteristics of science like: Body of knowledge is developed systematically. Management knowledge is developed through a number of systems like input-output system, organizational system, functional system etc. Management knowledge is developed through observations, measurement and experimentation. Inferences are drawn based on data analysis.

Shiva Kumar, MIT

Page - 8

Management & Entrepreneurship

VI Sem CS

Management is a developing science. However management cannot be equated with exact sciences like physics and chemistry. Most of the managerial activities like decision-making, planning, organizing and directing cannot be an exact science. What is an Art ? Art is understanding how a particular activity can be done. Art can be acquired by conscious effort and practice. Management is getting things done by and through other people. They have to continuously analyse the environment and formulate the plans and strategies. They have to modify the strategies based on environmental changes. The principles of management and theories of management cannot be implemented as learnt, in the real world. They are to be applied after making necessary modifications based on the real life situations. Thus, management is both a science and an art as it acquired the characteristics of both. Is Management a Profession ? Any occupation to be called a profession should satisfy the following: a) Body of knowledge: Management knowledge is developed systematically & scientifically based on research studies, experiments, experiences and observations. Further, management literature is continuously developed by researchers and practitioners. b) Development & updating the knowledge: Management knowledge has been developing continuously. Managers should update their knowledge by learning and acquiring the latest developments through training, executive development and formal study. c) Professional Journals: There should be professional journals to publish the findings of research studies. There are a number of professional journals all over the world to publish the findings of research studies and latest developments in management: Harvard Business Review, Vikalpa, Decision, Indian Management & Indian Journal of Industrial Relations. d) Professional Associations: There should be professional associations in order to monitor and enable professional development. Further, they implement the code of conduct. Management professional associations in India include: All India Management Association (AIMA), National Institute of Personal Management, Institute of Chartered Accountants of India etc. e) Code of Conduct: The professionals should behave ethically while discharging their duties. AIMA, National Institute of Personnel Management, Institute of Chartered Accountants of India and other Professional organisations formulate the code of conduct. f) Specialised Educational Qualifications: There should be specialized educational qualifications for employment for professional jobs. Specialized educational institutions are established to impart specialized education. Indian Institutes of Management and Departments of Management in the Universities are established to provide specialized management education leading to Postgraduate Diploma in Management (PGDM) and Master of Business Management (MBA) degree.

Shiva Kumar, MIT

Page - 9

Management & Entrepreneurship

VI Sem CS

Management satisfies all the characteristics of a profession. Therefore management is a profession like medicine and law. Management & Administration Different writers and management thinkers view management and administration differently There is no unanimity among the writes regarding these two concepts. According to one section of writers, administration involves policy making, formulation of vision, mission, objectives and strategies. As such, administration is the function of the top level management. Further, administration decides the organizational structure and prepares the organizational plans. Management involves executing the plans and strategies and carrying out various activities determined by the administration. It directs and controls the subordinates. Thus management is the function of lower level people in the company. The second view has been advocated by E.F.L. Brech According to EFL Brech management is a comprehensive and integrated term. Management includes planning, organizing, directing and controlling. According to him, management can be classified into two categories viz. administrative management and operative management. Administrative Management: It represents the top level management pertaining thinking and planning functions. Administrative management performs the functions of formulation of vision, mission and strategies. It includes board of directors, managing director, general managers and chief managers. Operative Management: It represents the lower level management covering execution and implementation functions. It performs the functions of execution, directing and controlling which involves the contribution of middle level managers and lower level managers. The third view has been coined by Perter F. Drucker. According to him the term administration is applicable to non-profit organizations like government organizations, service-oriented hospitals and educational institutions, military, churches, temples etc. The main activity of administration is planning, organizing, directing, controlling and rendering services. Thus, governance of non-profit organizations is called administration. Governance of business organizations is referred to as management. Thus, management is concerned with business organizations and profit-oriented organizations. It is measured by the efficiency in profit-making and administration is measured by efficiency in rendering services. ROLES OF MANAGEMENT: Managers in any organization play variety of roles responding to a particular situation. They perform different roles as shown in the figure. As can be seen from the figure, formal authority gives rise to three inter-personal roles and three informational roles. The two sets of roles enable the manager to play the four decisional roles.

Shiva Kumar, MIT

Page - 10

Management & Entrepreneurship

Roles of a Manager or Managerial Roles (Fig. 1.4)
FORMAL AUTHORITY & STATUS

VI Sem CS

INTERPERSONAL ROLES Figurehead Leader Liaison

INFORMATIONAL ROLES Monitor Disseminator Spokesman

DECISIONAL ROLES Entrepreneur Disturbance Handler Resource Allocator Negotiator

INTERPERSONAL ROLES: The important interpersonal roles of managers are: a) Figurehead Role: Managers perform the duties of a ceremonial nature as head of the organization, a strategic business unit or department. Duties of interpersonal roles include routine, involving little serious communication and less important decisions. However, they are important for the smooth functioning of an organization or department. b) Leader Role: The manager, in charge of the organization / department coordinates the work of others and leads his subordinates. Formal authority provides greater potential power to exercise and get the things done. c) Liaison Role: As the leader of the organization or unit, the manager has to perform the functions of motivation, communication, encouraging team spirit and the like. Further, he has to coordinate the activities of all his subordinates, which involves the activity of liaison. INFORMATIONAL ROLES: Manager emerges as the nerve centre of his organization / department in view of his interpersonal links with his subordinates, peers, superiors and outsiders. Therefore, the manager has to play the informational role effectively to let the information flow continuously from one corner of the organization to other corner. The information roles of a manager include:

Shiva Kumar, MIT

Page - 11

Management & Entrepreneurship

VI Sem CS

a) Monitors Role: As a result of the network of contacts, the manager gets the information by scanning his environment, subordinates, peers and superiors. Managers mostly collect information in verbal form often as gossip, hearsay (word of mouth), speculation and through grapevine channels. b) Disseminators Role: The manager disseminates the information which he collects from different sources and through various means. He passes some of the privileged information directly to his subordinates, who otherwise have no access to it. The manger plays an important role in disseminating the information to his subordinates, when they dont have contact with one another. c) Spokesmans Role: Some insiders and / or outsiders control the unit / department or the organization. The manager has to keep them informed about the developments in his unit. He has to keep his superior informed of every development in his unit, who in turn inform the insiders and outsiders. Directors and shareholders must be informed about financial performance. Customers must be informed about the new product developments, quality maintenance, government officials about implementation of law etc. DECISIONAL ROLES: Information is an important and basic input to decision-making. The managers play a crucial role in decision making system of the unit. Only the manager can commit the department to new courses of action and he has full and current information to initiate and implement the decisions that determine the departments or organizational strategy. The decisional roles of the manager are; a) Entrepreneur Role: As an entrepreneur, the manager is a creator and innovator. He seeks to improve his department, adapt to the changing environmental factors. The manager appreciates new ideas and initiates new developmental projects. b) Disturbance Handler Role: Entrepreneurial role describes the manager as the voluntary initiator of change; the disturbance handler role presents the manager as the involuntarily responding to pressures. Pressures of the situation are severe and highly demand the attention of the manager and as such the manager cannot ignore the situation. For example: workers strike, declining sales, bankruptcy of a major customer etc. c) Resource Allocator: The Managers of the organization are responsible for allocating human, physical and monetary resources required by the various departments. Deciding where the organization will expand its efforts and what resources will be expanded etc. d) Negotiators Role: Managers spend considerable time in the task of negotiations. He negotiates with the subordinates for improved commitment and loyalty, with the peers for cooperation, coordination and integration, with workers and their unions regarding conditions of employment, commitment, productivity and with the government about providing facilities for business expansion etc. These negotiations are an integral part of the managers job for only he has authority to commit organizational resources and is the nerve centre of information. Though the different roles of the manager are discussed separately for convenience, the manager has to perform these roles simultaneously by integrating one with the

Shiva Kumar, MIT

Page - 12

Management & Entrepreneurship

VI Sem CS

other. Thus, the major role of the manager is integrating all the roles while playing the managerial role or performing his tasks. As a strategist, the manager has to integrate all the roles in decision making and performing his tasks. LEVELS OF MANAGEMENT or DIFFERENT LEVELS OF MANAGEMENT: Management includes all the managers of a company. Management is classified as managers at different levels viz. top level managers, middle level managers and lower level managers. Different Management Levels (Fig. 1.5)
Managing Director / President Top Level Managers General Manager / Vice - President General Manager / Vice - President

Middle Level Managers

Manager Production

Manager Finance

Manager Human Resource

Manager Marketing

Manager Research & Development

Lower Level Managers

Manager Materials

Manager Scheduling

Manager Quality Control

Manager Assembly

Top Level Managers: Top level managers are the senior level executives of the company including the Managing Directors or President, Vice Presidents, General Managers, Chief Managers of the company, etc. Top level management particularly the Managing Director of President of the company is responsible for the overall management and performance of the company. Top level management formulates objectives, polices and corporate level strategies of the company. Top level managers lead and motivate the middle level managers. They coordinate the activities of middle level managers. Middle Level Managers: Middle level managers are responsible for coordination of the activities of various departments. Middle level managers include managers of various departments like Production department, Marketing department, Finance department, Human Resource Department and Research & Development department. These managers are responsible for the success or failure of their departments.

Shiva Kumar, MIT

Page - 13

Management & Entrepreneurship

VI Sem CS

Middle level managers formulate the objectives, goals and strategies of their departments based on those of the organization. In addition, middle level managers lead, motivate and coordinate the activities of the lower-level managers. Lower Level Managers: Lower level managers are responsible for the work of the operating staff working with them. Lower level managers are also called First-Line or First-Level or Junior Managers. They direct, lead, motivate and coordinate the activities of the operating employees. These managers mostly supervise the operating employees while they perform their work. As such, the lower level managers are also called Supervisors. FUNCTIONAL AREAS OF MANAGEMENT: Managers are classified based on the functional areas of management. The functional areas of management include: production, marketing, human resource, finance, research & development. The functional managers include: production manager, marketing manager, finance manager, human resource manager and manager-research and development. Functional managers mostly perform the activities of their respective functional area. As such, they fail to see the total company. General Managers view the total company in an integrated and comprehensive approach. They also see the total of the sub-units and subsidiary companies besides integrating and coordinating the activities of the production department, marketing department, finance department and human resources department, General Managers formulate strategies at the corporate and the business unit level. DEVELOPMENT OF MANAGEMENT THOUGHT: The principles of management have their impact on the practice of management. The nature of management principles include: universal applicability, dynamism, relative but not absolute limits due to human behavior and the like. A number of practitioners, thinkers and academicians of management have contributed to the formation and development of management principles, thought and approaches. Management has emerged as a powerful and innovative force on which todays society depends for material support from an unrecognized situation in the past one or two centuries. 17th and 19th centuries had seen Industrial Revolution. Lots of inventions and new technologies had emerged. The importance of management was focused. Adam Smiths Division of labour concept was evolved. Importance of planning was identified. But management as a separate field of study had emerged only during early 20th century when new industrial era began. Business organisations had a state shift from ownership towards to joint stock companies. As an answer to the problem like inefficient systems, inefficiency of labour and discrepancy in wage payment, management has been recognized as a separate and important field of study. Subsequently, management has evolved as a scientific discipline of study and practice.

Shiva Kumar, MIT

Page - 14

Management & Entrepreneurship

VI Sem CS

The study of theories is more important as they guide management decisions; they shape our organization, make us aware of the business environment and are a source of new ideas. The evolution of management can be divided into two parts Early Management Approach and Modern management approach. (A) EARLY MANAGEMENT APPROACHES: History of the management is as old as a man. Evidence of well organized principle of management can be seen in ancient Greece and India. Those Kings used the concepts of management like planning, organizing, leading and controlling the various activities. The process of early management approaches are Psychological Development Scientific Management Theory Classical Theories Administrative Management Human Relations Approach Neo-Classical Theory or Approach Psychological Development (Before 17th Century): In olden days when there was no experience and knowledge of business, they had to depend upon their inborn abilities. This gave rise to management that was totally based on psychological process. As a result, people were having universal belief that managers are born and cannot be made such as artists, directors, poets, kings etc. Scientific Management Theory (18th 19th Century): The forerunners of Scientific Management theory are Robert Owen, Charles Babbage and F.W. Taylor. ROBERT OWEN Robert Owen, who was the manager of different cotton textile mills between 1800 and 1828, was the first person to pay attention to labour welfare. He suggested a change in the attitude of industrialists towards workers. He worked upto his maximum possible extent for the best of working conditions of workers and thereby tried to win over their confidence. He stated that men should not be treated as secondary & inferior to machines. CHARLES BABBAGE Among some scientists who thought of making improvements in the management by observing the scientific techniques after Robert Owen was Charles Babbage from 1928-1839. Charles Babbage, a leading British mathematician at Cambridge University. He studied the working conditions of factories in England and France and observed that most of the factory class used to work on the basis of estimates and imagination. They were tradition oriented rather than scientific-minded. Two pioneering works of Babbage are The Differential Engine and On the Economy of Machinery and Manufacturers. He stated that the methods of science and mathematics could be applied to the solution of the factorys problems.

Shiva Kumar, MIT

Page - 15

Management & Entrepreneurship

VI Sem CS

Contribution of Babbage Babbage stressed that good machines and efficient workers do not inevitably ensure success in business. Good management that directs and controls machines & workers is the most crucial element in successful business. He advocated, like Adam Smith, the principle of division of labour. He also suggested the use of time study techniques. Babbage conceived an analytical machine as far back as 1833 which was a forerunner of todays digital computer. So he was a visionary much ahead of time. He considered all aspects of contemporary management thinking mutuality of interest between employees and employer, production control, incentive pay, quality control, wage and salary administration, profit sharing, operations research, preventive maintenance and research and development. It is rightly stated He wrote a premiere of management before the world is able to read it and he invented the computer before its time. Mc Farland indicates: To Babbage goes the credit for advocating in relation to industrial problems in fundamental thinking which preceded the formulation of science of management. Hence the background for the formulation of the science of management was provided initially by Charles Babbage. FREDERICK WINSLOW TAYLOR (F.W. Taylor) F.W. Taylor, known popularly as the father of scientific management and a classicist in management theory, was the first person who insisted on the introduction of scientific methods in management. He made for the first time a systematic study of management and evolved an orderly set of principles to replace the trial and error methods then in vogue. Taylor made a humble beginning by joining as an apprentice in a small machine-making shop in Philadelphia in the 1870s. Later he became a machinist in 1878 at the Midvale Steel Works in Philadelphia (USA). Afterwards he rose to the position of a machinist foreman. He observed that workers were not enthusiastic and were doing as little as possible, just adequate to maintain their job. Instead of becoming angry at the outlook of workers, Taylor sympathized with them. He wrote when a naturally energetic man works for a few days besides a lazy one, the logic of the situation is unanswerable: why should I work hard when that lazy fellow gets the same pay that I do and does only half as much work? Taylor formed opinions on the basis of his observations. There was an uncompromising nature on his part and he never tried to satisfy his opponents. He was a man of firm convictions. After leaving the Midvale Factory, he joined Bethleham Steel Company; wherein he introduced scientific management. But there was strong opposition from all the managers because of his uncompromising nature and this led to the termination of his services abruptly. After leaving Bethleham in 1901, he wrote his pioneering work Shop Management. Besides this, he wrote several other books and among them the pioneering work was Principles and Methods of Scientific Management (1911).

Shiva Kumar, MIT

Page - 16

Management & Entrepreneurship

VI Sem CS

PRINCIPLES OF SCIENTIFIC MANAGEMENT: The contributions of scientific management evolve into principles. These principles are called principles of scientific management. They include: 1) Time & Motion Study: Workers were performing their work haphazardly before the era of scientific management. Taylor observed that a number of movements of the workers at the work place were unnecessary and consequently they were taking more time to do the job than necessary. Hence, he proposed time and motion study. This study involves the following aspects: Observing the various motions (movements) of the worker at the work place. Identifying the necessary & unnecessary movements in carrying out the work. Elimination of unnecessary movements. Observing the time required for each of the necessary movements with the help of a stop watch. Developing shorter and fewer motions. Standardizing the motions and time. Thus, this study developed the best way of doing the job, replacing the old rules of thumb knowledge of the workers. 2) Science, But not Rule of the Thumb: Scientific Management (SM) suggests doing the work systematically, determining the work clearly and sequentially, and standardization of motions and time for each motion and allotment of fair work to each worker. Thus, SM eliminated the rule of the thumb at the workplace. 3) Differential Payment: Taylor suggested differential piece rate system. He fixed the standard level of production. Those employees who produce less than the standard production received low piece rate and employees produced above the standard production received higher piece rate. Differential piece rates are introduced in order to motivate the employees to produce more than the standard level and enhance productivity. 4) Group Harmony: Taylor emphasized upon group harmony which can be achieved through satisfying the needs of the group members, eliminating the dissatisfaction and frustration of group members, maintaining the sound interpersonal relations among the group members and involving them in various group activities. 5) Cooperation Between Workers & Management: Taylor advocated sound employee-employer relations which should result in co-operation between workers and the management. Sound employee-employer relations can be achieved in the following ways: Management should understand the workers needs & take steps to satisfy them. Workers should understand the organisational requirements like increasing productivity, sales, profitability etc. and maximizing their contribution. 6) Methods Study: Taylor believed that a methodological and systematic movement of materials ensures fast movement of materials in the factory, avoidance of unnecessary transportation of material from one stage to another stage of production, reduction of

Shiva Kumar, MIT

Page - 17

Management & Entrepreneurship

VI Sem CS

distance from one machine to another machine, reduction of the transportation time etc. 7) Scientific Selection and Training: Taylor suggested the scientific selection of employees based on job analysis and using various selection tests. He also suggested providing training and development facilities to all the employees based on training needs. This process helps the organization to exploit the employers potentialities and facilities for organisational success. 8) Standardisation: Taylor advocated the importance of standardization tools, instruments, working hours, working conditions, quality of work, cost of production etc. 9) Separation of Planning from Execution: Taylor advocated separation of the planning function from the execution function. i.e. supervisors perform planning function whereas workers perform execution functions. Thus scientific management was confined to management at the shop level, he indicated the possibility and significance of the scientific analysis of the various aspects of management. Criticisms of Taylors Contributions: It is based on the following grounds: The consideration of the word Scientific before Management was criticised since what actually is meant by scientific management is nothing but an approach to management. His principles were mostly confined to production management. He ignored other functional areas of management like finance, marketing, personnel and accounting. His functional foremanship violates the principle of unity of command. Trade unionists criticized Taylors principles as the means to exploit workers due to the reason that wages of the workers were not increased in direct proportion to the increase in productivity. Despite the criticism leveled against Taylors SM, the techniques advocated by him were further refined by his followers like Henry L. Gantt, Frank B. Lillian and M. Gilbreth. HENRY L. GANTT Henry L. Gantt (1861-1919) had worked on several projects jointly with F.W. Taylor. He had modified Taylors incentive system when he worked independently. He abandoned the differential rate system as having too little motivational impact, introduced 50% bonus to those workers who could complete a days work. He also introduced bonus to the superiors for each worker who could complete a days work and additional bonus, if all the workers reached it, with a view to enable the supervisors to train their workers to do a better job. Gnatt also built upon Owens idea of rating an employees work publicly.

Shiva Kumar, MIT

Page - 18

Management & Entrepreneurship

VI Sem CS

GILBRETHS Frank B. Gilreth (1868-1924) & Lillian M. Gilbreth (1878-1972) made their contributions to the scientific management movement as a husband and wife team. Although both of them collaborated on fatigue and motion studies, Lillian also focused on ways of promoting the individual workers welfare. According to her, the ultimate aim of scientific management was to help workers reach their full potential as human beings. According to them, a worker would do his/her present job, prepare for the next highest job and train his/her successor, all at the same time. Thus every worker would always be a doer, a learner and a teacher. ADMINISTRATIVE MANAGEMENT: Henry Fayol was a major contributor to administrative management approach. HENRY FAYOL H.F. started his career as a mining engineer in 1860 in a colliery company in Fracne. In 1866, he was appointed as the manager of the Collieries and remained in this position for 22 years. In 1888, when the companys financial position was critical, he was appointed as the General Manager. He held this position with his expertise for 30 years and retired in 1918, at a time when the company had become one of the biggest coal companies in France. His observations on the principles of general management first appeared in 1916 in French under the title Administration Industriella et Generale, and this was translated in into English in 1949 under the title General and Industrial Administration. This book contains two parts: the first part is concerned with the theory of administration and the second part with the discussion on training for administration. Fayol felt that the activities of business could be divided into six groups; (a) Technical; (b) Commercial; (c) Financial; (d) Security; (e) Accounting and (f) Managerial. Fayol felt that the first five were well known and as a result, devoted most of his books to an analysis of the sixth. He classified the managerial group into six sub-groups viz., forecasting, planning, organizing, co-ordinating, commanding and controlling. He stated the qualities required by managers to be physical, mental, moral, educational and technical. As a matter of fact, he emphasized that as one goes higher up in the levels of management, the administrative knowledge and skills become relatively more and more important, and technical knowledge and skill less important. Henry Fayols Principles of Management: Fayol listed out fourteen principles of management. They are: 1) DIVISION OF LABOUR: The more people specialize, the more efficiently they can perform their work. This principle is symbolised by the modern assembly line. 2) AUTHORITY: Managers must give orders so that they can get things done. While their formal authority gives them the right to command, managers will not

Shiva Kumar, MIT

Page - 19

Management & Entrepreneurship

VI Sem CS

always compel obedience unless they have personal authority (such as relevant expertise) as well. 3) DISCIPINE: Members in an organisation need to respect the rules and agreements that govern the organization. To Fayol, discipline results from good leadership at all levels of the organization, fair agreements (such as provision for rewarding superior performance) & judiciously enforced penalties for infractions. 4) UNITY OF COMMAND: Each employee must receive instructions from only one person. Fayol believed that when an employee reported to more than one manger, conflicts in instructions & confusion of authority would ultimately result. 5) UNITY OF DIRECTION: Those operations within the organisation that have the same objective should be directed by only one manager using one plan. For example, the personnel department (HR dept.) in a company should not have two directors, each with a different hiring policy. 6) SUBORDINATION OF INDIVIDUAL INTEREST TO THE COMMON GOAL: In any undertaking, the interest of employees should not take superiority over the interests of the organization as a whole. 7) REMUNERATION: Compensation for work done should be fair to both employees and employers. 8) CENTRALISATION: Decreasing the role of subordinates in decision making is centralization, increasing their role is decentralization. Fayol believed that managers should retain final responsibility, but should at the same time give their subordinates enough authority to do their jobs properly. The problem is to find the proper degree of centralisation in each case. 9) SCALAR CHAIN: The graded chain of authority from top to bottom through which all communications flow is termed as scalar chain. However, if following the chain creates communication delays, cross-communication (Gangplank Principle) can be permitted, if agreed to by all parties and superiors are kept informed. 10) ORDER: Materials and people should be in the right place at the right time. People in particular, should be in the jobs or positions in which they are most suited. 11) EQUITY: Managers should be both friendly and fair to their subordinates. 12) STABILITY OF STAFF: A high employee turnover rate undermines the efficient functioning of an organisation. 13) INITIATIVE: Subordinates should be given the freedom to conceive and carry out their plans, even though some mistakes may result. 14) ESPRIT DE CORPS (Team Work): This principle states Union is Strength. Promoting team spirit will give the organisation a sense of unity. To Fayol, even small factors could help to develop the spirit. He suggested, for Example, the use of verbal communication instead of formal, written communication whenever possible. It may be stated that F.W. Taylor and Henry Fayol together gave an almost complete theory of management. Taylor studied with utmost care the lowest level of industrial hierarchy whereas Fayol, on the other hand, worked from the top of the industrial hierarchy downward.

Shiva Kumar, MIT

Page - 20

Management & Entrepreneurship

VI Sem CS

The universality of the principles of management could be understood throughout the treatise of Fayol. He should be regarded as the father of modern management theory since he was first to emphasise that better management is not merely a question of improving the output of labour, but of planning of the subordinate units of an organization. Criticism of Fayols Principles: The contributions of H.F. were criticised as hereunder. The principles of unity of command and unity of direction are unnecessary in modern private organisations. Most of the private organisations after the announcement of liberalisations, privatisation and globalisation are dynamic in order to meet the customers needs before the customers identify or realise them. The dynamic organisations are team-based, loosely structured, flat organizations and they change their structures based on strategy (structure follows the strategy principle) etc. Orders and commands flow through different directions in teams and loosely structured organisations. Similarly, direction also flows through various directions in modern organisations. Thus, these two principles are not applicable in modern organisations. The principal of scalar chain is also not applicable in modern organisations as the information requests for carrying out the work flow in different lines. Many modern organisations implemented Business Process Reengineering (BPRE) and Enterprise Resources Planning (ERP). These two techniques are based on team work and need the employees with multiple skill sets as the team members are required to carry out multiple activities. As such, the principles of division of labour and specialization are not applicable to those organizations which implemented BPRE and ERP. Fayols principles indicate that organizations are a closed system. But most of the organizations today are open systems. As such, Fayols principles are not applicable to the organisations based on open systems. Fayols principles like unity of command, unity of direction, division of labour, specialisation and span of management are applicable to tall and mechanistic organisations. Mechanistic organizations are insensitive to employees social & psychological needs. Further, they do not use the employees skills and potentialities to the maximum extent. MAX WEBER Max Weber (1864-1920) felt the need for controlled regulations particularly in large organizations where thousands of people are employed and developed a theory of bureaucratic management, which emphasizes on a strictly defined hierarchy governed by clearly defined regulations and lines of authority. For Weber, the ideal organization was a bureaucracy. Today, we view bureaucracies as vast, impersonal organizations that put impersonal efficiency ahead of human needs. But Weber sought to improve the performance of socially significant organizations by making their operations productive.

Shiva Kumar, MIT

Page - 21

Management & Entrepreneurship

VI Sem CS

HUMAN RELATIONS APPROACH / NEO-CLASSICAL APPROACH: Mary Parker and Chester I Barnard developed the theories on the basic framework of classical schools, but they introduced many new elements in the area of human relations and organizational structure. MARY PARKER FOLLETT M.P.F. (1868-1933) was convinced that labour and management shared a common purpose as members of the same organization. But she believed that the distinction between superiors (Order gives) and subordinates (order takers) hindered natural partnership. She developed a behavioural model of organizational control. In her model, control was sponsored by and oriented towards the group. Self control was exercised by both individuals and groups, with the result being shared control or power. CHESTER I BARNARD According to Barnard (1886-1961), people work together to achieve organizational goals as individually they are not able to accomplish and at the same time they must also satisfy their individual goals. The central thesis of Barnard is that an organization should balance its goals with the needs and aims of employees for its efficient functioning and survival. He also stressed the use of informal groups effectively, even when they work at cross purposes to achieve management objectives, some time, in order to ensure organizational survival. He believed that executives had a duty to install a sense of moral purpose in their employees. He also stressed considerable attention on the role of individual worker as as the basic strategic factor in an organization. ELTON MAYO The human element was recognized even in the Scientific Management School. The human relations approach is the outcome of reactions of classical theorists like Mary Parker & Chester I Barnard. Elton Mayo and his associates pointed out that the techniques of scientific management are not adequate and they do not contribute to individual and organizational goals. The essence of human relations approach is that workers should be treated as human beings but not as mere factors of production. Workers needs, feelings, attitudes, values and desires are extremely important. The theme of human relations approach is that (a) Organisational situation should be viewed in social terms as well as in economic and technical terms and (b) The social process of group behavior can be understood in terms of the clinical method analogous to the doctors diagnosis of the human organism. HAWTHORNE EXPERIMENTS An intensive and systematic analysis of human factors was made in the form of Hawthorne Experiments. Elton Mayo is generally recognized as the father of Human Relations Approach although a number of professors of the Harvard Business Schools and managers of Hawthorne Plant of Western Electric Company,

Shiva Kumar, MIT

Page - 22

Management & Entrepreneurship

VI Sem CS

USA where the experiments were conducted between 1924 and 1933 had been associated with him. The series of experiments conducted may be classified as: 1) Phase 1 Illumination Experiments 2) Phase 2 Relay Assembly Test Group 3) Phase 3 Interviewing Programme 4) Phase 4 The Bank Wiring Observation Room Experiment (1931-32) Phase 1 Illumination Experiments This experiment was conducted to know the impact of illumination on productivity. The experiment involved the prolonged observation of two groups of employees making telephone relays. The intensity of light under which one group worked (test group) systematically varied while the light was held constant for the second group (control group). The productivity of the test group and control group increased. The researchers conclude that some other variables were contaminating the effects of the lights changes. Phase 2 Relay Assembly Test Group A small group of workers was placed in a separate room and a number of variables were altered like wages were increased, rest periods of varying lengths were introduced, the workday and work week were shortened. The supervisors, who acted as observers, also allowed the groups to choose their own rest periods and members of their own groups and to involve in decision making regarding suggested changes. Performance tended to increase over the period but it also increased and decreased erratically. Phase 3 Interviewing Programme Mayo initiated a three year long interviewing programme in 1828, covering more than 21,000 employees to find out the causes for increased productivity. The emphasis of this phase was on human relations rather than on working conditions. This programme initially proved to be useless as employees often gave stereotyped responses. This led the interviewers towards asking indirect questions. Then the employees began to air their feelings freely. The point demonstrated by this interviewing programme is central to the human relations approach. And for the first time, the importance of the informal work group is recognized. Then, the bank wiring room experiment was set up in order to find out how informal work groups operate. Phase 4 The Bank Wiring Observation Room Experiment (1931-32) In this experiment, 14 male workers were formed into a work group and intensively observed for seven months in the bank wiring room, engaged in the assembly of terminal banks for the use in telephone exchanges. The employees were paid individual wages and a bonus based on group effort. It was expected that highly efficient worker would bring pressure on others for increased output and high bonus. However, the expected results did not come out and indeed the group developed specific mechanisms to protect themselves based on certain sentiments: The rate buster sentiment : dont turn out too much work. The chiseler sentiment : dont turn out too little work.

Shiva Kumar, MIT

Page - 23

Management & Entrepreneurship

The squealer sentiment :

VI Sem CS

dont tell superiors anything that would harm an associate The officious sentiment : dont act too officious in performing duties, conform rather to work group norms. Work group norms, beliefs, sentiments had a greater impact in influencing individual behavior than did the monetary incentives offered by the management. Thus, the Hawthorne Experiments indicated that employees were not only economic beings but social and psychological beings as well. The researchers concluded that employees would work better had they believed that the management was concerned about their welfare and supervisors paid special attention to them. This phenomenon (subsequently labeled the Hawthorne effect), has remained quite controversial to this day. The concept social man, according to Mayo, motivated by social needs, wanting rewarding, on-the-job relationships and responding more to work-group pressures than to management control-was necessary to complement the old concept of rational man motivated by personal economic needs. Contributions of the Human Relations Approach: There is a departure from the scientific management approach regarding the influence of engineering factors for increase in productivity. Mayo had rediscovered Robert Owens century-old dictum that a true concern for workers, those vital machines, paid dividends. This approach suggested that the democratic style of supervision yields more benefits than task-centered leadership by informal organization than by formal organization. In addition, the researchers recognized the significance of a managers style and thereby stressed on management training. More attention was paid on teaching management skills rather than technical skills to people. Finally their work led to a new interest in group dynamics, group process and group reward rather than individual worker. Another contribution of human relations approach was that business organisation is more than the logical arrangement of work functions and social factors should also be considered in designing an organization structure. This school is characterized by a genuine interest in organic (humanistic) structure rather than mechanistic structure. Workers output is determined by the group norms but not by the time study and motion study. Workers are motivated not only by the money but also by non-financial rewards. Human Relations: Definition Human relation pertains to motivating people in organisations in order to develop teamwork which effectively fulfills their needs and leads to achieving organizational goals. Thus human relations: Strive to create a positive & conducive work environment, focuses on people. Has the ultimate goal of increase in productivity and

Shiva Kumar, MIT

Page - 24

Management & Entrepreneurship

VI Sem CS

Seeks to build human cooperation towards achievement of organizational goals.

Criticisms of the Human Relations Approach: 1. Scientific validity: Although the Hawthorne Experiments profoundly influences the managers in managing their employees, the studies had many weaknesses of design, analysis and interpretation. Whether Mayo and his colleagues conclusions are consistent with their data is still subject of lively debate and considerable confusion. These studies had a clinical bias as they discounted theory and stressed on radical empiricism. Most of the conclusions are not supported by adequate scientific evidence. 2. Shortsighted: The following points confirm the shortsightedness of this approach; (a) it lacks adequate focus on the work; (b) human relation tend to neglect economic dimensions of work satisfaction and (c) human relations research is concerned with only operative employees but not managerial and supervisory personnel. 3. Overcome with happiness: The Hawthorne studies suggested that happy employees would be productive employees. But studies have failed to establish a positive correlationship between happiness and productivity. 4. The Mystery surrounding group decision-making: Research evidence on the superiority of group decision-making to individual decision-making is conflicting and inconclusive. The entire thinking of group decision-making is mystical. 5. Conflict: The human religionists failed to recognise positive aspects of conflict like creative force in society. They believed that conflict is always bad and should be minimized. 6. Anti-Individualist: The human relations movement is anti-individualist. The concept of individualism and individual behavior which is predominant in organizational settings is overridden by the concept of group decision-making and group behavior. Human relations approach failed to describe completely individuals in the work place. 7. Total Work Environment is not considered: Work environment comprises of organizational structure, its culture and climate, labour-management relations, socials environment etc. But the human relations approach considered only social environment as the total work environment. MODERN MANAGEMENT APPROACH: Systems Approach to Management: A system is a set of interrelated but separate parts working towards a common purpose. The arrangement of elements must be orderly and there must be proper communication facilitating interaction between the elements and finally this interaction should lead to achieve a common goal. Thus, system approach to management views the organization as a unified, purposeful system composed of interrelated parts. Hence, managers have to deal with the organization as a whole rather than dealing separately with various segments of an organization. This approach also gives the managers to see the organization as a whole and as a part of the larger external environment. Systems

Shiva Kumar, MIT

Page - 25

Management & Entrepreneurship

VI Sem CS

theory reveals to us that the activity of any segment of an organization, affects in different degree, the activity of every other segment. Systems-oriented managers would make decision only they have identified impact of these decisions on all other departments and the entire organization. The essence of the systems approach is that each manager cannot function in isolation and within his organizational boundary of authority and responsibility of the traditional organizational chart. They must intertwine their departments and employees and also with other organisations. Key Concepts of Systems Approach: 1) Subsystem: Subsystems are those parts which make up the whole system. Each system in turn may be a subsystem of a still large system. Thus, a department is a subsystem of a factory, which is a subsystem of a firm, which is a subsystem of a national economy, which is a subsystem of the world economic system. 2) Synergy: Synergy is the situation in which the whole is greater than the sum of its parts. In organizational terms, synergy means that departments that interact co-operatively are more productive than they would be, if they operated in isolations. 3) Open system: It is a system that interacts with its environment. All organizations interact with their environment, but the extent to which they do so varies. 4) Closed System: It is a system that does not interact with its environment. 5) System Boundary: It is the boundary that separates each system from tis environment. It is rigid in a closed system while flexible in an open system. 6) Flows: A system has flows of information, materials and energy. These enter the system from the environment as inputs (like raw materials), undergo transformation process within the system (like production process) and exist in the system as outputs (like products / services). 7) Feedback: It is the part of system control in which the results of actions are returned to the individual, allowing work procedures to be analyzed and corrected. Systems approach helps the dynamic and interrelated nature of organization to plan for actions and anticipate consequences and mutual effects. It helps the general managers to maintain balance among various subsystems and the organization. Thus a major contribution of the systems approach results from its strong emphasis on the interrelatedness or mutuality of various subsystems of the organization. Treatment of the organization as an open system is another contribution of systems approach. Behavioural Approach or Behavioural Science Approach: The behavioural approach developed as a natural evolution from the Hawthorne Experiments. The Hawthorne researchers (Elton Mayo and his Harvard Colleagues) stressed the importance of emotional elements such as feelings and sentiments to explain human behavior and performance in organizations. The behavioural approach applies the knowledge of the behavioural sciences Psychology, Sociology and Anthropology to managing people. We have seen that the human relationsists believed that people are social beings who are motivated by

Shiva Kumar, MIT

Page - 26

Management & Entrepreneurship

VI Sem CS

social interactions and that their job performance will increase when the job gives them opportunities to socialize. This approach emphasis scientific research (into various disciplines such as psychology, sociology, anthropology, economics) as the basis for developing theories about human behavior in organizations that can be used to develop practical guidelines for mangers. Maslows, Mc Gregor, Rensis Likert the behavioural scientists have suggested their own theories. For Example Maslows theory says that human beings needs will be followed in this order - Physiological Needs, Safety Needs, Social Needs, Self Esteem or Ego Needs , Actualisation Needs or Self fulfilment Needs Quantitative Approach: Quantitative approach is also known as Management Science Approach which was developed during Second World War to find solutions to some complex new problems in warfare. As a result the quantitative approach called Operations Research (OR) was developed by a team of interdisciplinary member. The quantitative viewpoint focuses on the use of mathematics, statistics, and information aids to support managerial decision-making and organizational effectiveness. It has been evolved into three main branches over the year Management Science, Operations Management and Management Information System. Quantitative deals with formulating a mathematical model to simulate a given problem that includes the feasibilities, constraints, costs of events etc. enabling the management to take up a logical decision. Operations Research techniques are widely used in project planning and control where better benefits have been obtained with its use. Contingency Approach: This approach is also called Situational Approach. This approach was developed by managers, consultants and researchers who tried to apply the concepts of the major schools to real life situations. They sought to know the causes for the success of methods in one situation and failure in another situation. Advocates of this approach answered that results differ because situations differ, as such as technique that works effectively in one situation will not necessarily work in all cases. Hence managers have to identify the technique which will best contribute to the attainment of the managements goal in a particular situation, under particular circumstances and at a particular time. Classical theorists suggest work implication for increase in productivity where behavioural scientists suggest job enhancement. But the manager under contingency approach should find out which method will work better in that particular situation. This approach builds upon systems approach. The composition of a particular situation or system will help to know the technique best suited to that particular situation or system. ~o~o~o~o~o~o~o~o~o~

Shiva Kumar, MIT

Page - 27