The Analects of Confucius and other works have the embodiment of management thought. However, the scientific and systematic research on management theory has just started.
More than a hundred years ago. This is because the development of productive forces at that time was still very underdeveloped, and the production and business activities were not complicated, and management.
The function is relatively simple.
1, early western management thought
With the development of capitalism and the formation of factory system, more and more people are engaged in the study of economic and management issues in practice.
Investigate, promoted economic development, but also appeared in the early western management thought, the main representatives are:
Adam Smith: labor theory of value and division of labor theory believe that division of labor can improve labor productivity;
Charles Babbage: the pioneer of quantitative theory, the experiment of needle-making industry;
* robert owen: Utopian socialist, concerned about human factors, pioneer of behavior theory.
2. The first stage: scientific management theory (65438+the end of 2009 and the beginning of the 20th century)
Main representatives:
* Frederick W. Taylor: Known as the "father of scientific management", he integrated his management thoughts.
The book Principles of Scientific Management is published in 19 1 1. The economic environment in which the theory comes into being: production development and technological progress.
The scale of enterprises is expanding and the labor force is in short supply.
The core idea of this theory is:
Scientifically analyze the various components of workers' work and replace the old operation methods with scientific operation methods;
Select workers scientifically, train and educate workers, improve their skills and promote their enterprises;
Abandon the idea of self-centeredness, promote mutual cooperation among workers, and strive to complete the regulations in a scientific way.
Work tasks;
Managers and workers must be responsible for their own work.
Main contributions:
Through time action analysis, put forward scientific operation methods for workers, make rational use of working hours and improve work efficiency;
Implement a differential piece-rate wage system;
Scientific selection, training and improvement of workers;
Formulate scientific process regulations and fix them in the form of documents, which is convenient for popularization;
Implement division of labor management and separation of labor.
* Henry Ford: inventor of the division of labor assembly line.
* henri fayol: classic organization theory.
The central issue of the study is the rationalization of organizational structure and management principles, as well as the rationalization of the division of responsibilities of managers.
The first one puts forward four functions of management: planning, organizing, leading and controlling.
14 principles of effective management:
1) division of labor, 2) power and responsibility, 3) discipline, 4) unified command, 5) unified leadership,
6) individual employees should obey the collective, 7) pay equity, 8) centralization, 9) equal chain,
10) order, 1 1) equality, 12) personnel stability, 13) initiative, 14) collective spirit.
* Other organizational theories:
Max Weber: Management mode.
Chester Barnard: Power Acceptance Theory.
Lyndall Urwick: Summing up the thoughts of predecessors and summarizing a relatively complete and systematic management science.
Theory.
* evaluation of scientific management theory:
(1) broke through the traditional backward experience management method, introduced science into the management field, and established a set of scientific managers.
Law has created a new situation for management practice.
(2) Adopting scientific management methods and scientific operating procedures has greatly improved labor productivity and promoted the improvement of productivity.
Development.
(3) Due to the separation of management functions and executive functions, some people in enterprises began to specialize in management, which is management.
The establishment and development of theory has a practical basis.
(4) treat workers as talking machines, ignoring interpersonal communication among enterprise members and ignoring workers' feelings and attitudes.
The influence of social factors on production efficiency.
⑤ Only suitable for the relatively simple enterprise organization and relatively stable social and economic environment at that time.
3. The second stage: behavioral science theory (1930s)
With the progress of technology, the education level of workers has also improved. Coupled with changes in the economic and political situation, scientific management
Some ideas in this theory are no longer valid. It puts forward new requirements for enterprise management: it highlights the decision-making problem of enterprise management.
Need to use more advanced management tools; Management theories and methods are needed to fully mobilize people's enthusiasm.
1) early theory-crowd relationship theory
* Elton Mayo and Hawthorne Studies (1927- 1932)
Experimental content:
① Lighting experiment: I hope to find out the influence of working conditions on production efficiency, so as to find a way to improve labor productivity;
② relay assembly room experiment: I hope to find that the changes of rest time, working time, salary pattern and other conditions are the same as labor efficiency.
The relationship between the rates of change;
(3) Interview plan: The purpose is to know how to get the real feelings of employees and listen to their stories.
Help, and then improve labor productivity.
Experimental results:
① There is no direct relationship between the change of working conditions and labor efficiency;
② The decisive factor of production efficiency is not working conditions, but employees' mood;
(3) Caring for workers' feelings and solving workers' dissatisfaction will help to improve labor productivity.
Theoretical point of view:
(1) Enterprise employees are "social people" rather than "economic people", and money is not the only motivation to stimulate enthusiasm and mobilize employees.
People's enthusiasm for production must be worked hard from both social and psychological aspects;
(2) the production efficiency mainly depends on the enthusiasm of employees, but also on their family and social life and interpersonal relationships in the organization.
Therefore, satisfying workers' social desires and improving workers' morale are the key to improve production efficiency;
(3) In addition to the existence of formal organizations, there are informal organizations in enterprises, which will have serious advantages.
Affect the play of work efficiency;
(4) Enterprises should adopt a new leadership style, care about employees, attach importance to interpersonal relationships, and gain satisfaction through active exchange of opinions.
Top-down emotional communication.
2) Demand, motivation and incentive theory
* abraham maslow: hierarchy of needs theory
In order to meet certain needs, people will take certain actions, and the satisfaction of this demand will in turn meet new needs.
To create new movements. This is a process of constant motivation. People's needs are divided into five levels, only at the lower level.
Only when the second-level needs are met will there be higher-level needs.
Physiological needs: survival needs such as food, clothing, housing and transportation (economic man hypothesis);
Safety requirements: work, property, safety, etc.
Belonging needs: love, friendship, belonging, love, etc.
Respect needs: status, respect, prestige, etc.
Self-realization needs: give full play to one's talents, embody one's self-worth and realize one's ideals and ambitions.
* Herzberg: Two-factor theory.
There are two main factors that affect employees' mood:
Health care factors: these factors have similar effects on workers' behavior as health care has on people's health. Health care factor is the right duty.
Work can't play a positive incentive role.
Incentive factors: when such factors are available, they can play an obvious incentive role; When these factors do not exist, they will be created.
It became a great dissatisfaction of the workers.
The two-factor theory is very similar to the hierarchy of needs theory. Low-level needs correspond to health care factors; high-ranking
Demand corresponds to incentive factors.
* Roar: Expectation Theory.
Excitement intensity = effectiveness, expected value
Valence: the individual's perception of a specific result, with a range of values [- 1, 1]
Expected value: the probability estimate that an individual can achieve a certain goal, with the range of [0, 100%].
* Equity theory:
Compare your own "input-output ratio" with others' "input-output ratio"
3) Theory of human nature
* Douglas McGregor: Theory X and Theory Y.
Theory X: Human nature is evil (Xunzi). Most people are always lazy, uncreative, content with the status quo and have no progress.
Take the heart. Therefore, threats must be forced, supervised, guided and punished in order to make them make enough efforts.
Force the completion of a given work goal.
Theory Y: Human nature is good (Mencius). People are not born to hate labor, have certain creativity and are willing to take responsibility. male
Whether children like their work or not depends on whether it satisfies them or punishes them. Therefore, rewards and punishments are not the only means, people.
Self-control is an important condition to achieve organizational goals.
* Joey Lorsch and John Morse: Super Y Theory
Different people have different requirements for management methods, and different management methods should be chosen in different situations.
* the evaluation of behavioral science theory:
① The "social man" hypothesis holds that workers are valuable resources, which challenges the traditional "economic man" hypothesis.
(2) Pay attention to the dynamics of the organization and the interpersonal relationship in the organization, and put forward the viewpoint of informal organization.
(3) The theory of demand and motivation has promoted human management to the most important position among all management objects, and triggered many new management objects.
Management concepts and methods, such as participation management, interview system, target management, etc.
The complexity of individual behavior makes it very difficult to judge behavior.
⑤ Many viewpoints in behavioral science theory were not put into practice because they were not supported by managers.
4. The third stage: the jungle of management theory (1960s)
Harold Kootz, an American management scientist, was published in the American Journal of Management in February of 196 1.
The article "The Jungle of Management Theory" is cited because of the great interest of various scientists in management theory at that time.
Growth, they do sth unconventional or unorthodox for various purposes, leading to the jungle growth of management theory, making it difficult to pass.
. At that time, he was divided into six main schools: management process school, manager school, human behavior school and social systematics.
School, decision theory process school, mathematics school.
1980, Cüneyt published the article "Re-discussing the Jungle of Management Theory" in the Review of Management Society, pointing out that after that,
After a period of time, the jungle of management theory not only exists, but also becomes more dense, resulting in at least 1 1 school: society.
System school, decision theory school, system management school, empiricism school, contingency theory school, mathematics (management
Science) school, organizational behavior school, manager role school, management theory school, social technology system school,
College of human relations.
1) contingency theory:
In a specific environment, whether a management behavior is reasonable depends on various factors. Management behavior and management methods must be
Adapt to the changes of internal and external environmental conditions of enterprises. For an organization, there is no eternal management model.
Type.
2) School of Management Science
* Theoretical characteristics: ① Focusing on decision-making, thinking that management is decision-making, and giving various decision-making analysis models; ② taking
Economic effect standard as the basis for evaluating management behavior; (3) Using formal mathematical model to judge the feasibility of management behavior;
(4) Get a quantitative conclusion through computer operation.
* evaluation of management science:
① Introduce and apply science, technology and methods to management to help plan and control the process.
② The application of the model can make us understand the complexity of the organization and its environment more clearly.
③ Management information system can organize, analyze and provide all kinds of information needed by all levels of the organization.
Help make decisions.
④ It is impossible to explain and predict the behavior of people in the organization.
⑤ The establishment of the model requires many unrealistic assumptions.
3) Herbert Simon: School of Decision Theory.
Based on statistics and behavioral science, it is considered that "management is decision-making", and decision-making can be divided into procedural decision-making and non-procedural decision-making.
Sexual decision
5. Modern management theory (1970s)
1) corporate culture theory (the fourth stage of the development of management theory)
Enterprise culture is the spirit with enterprise characteristics created and formed by enterprises in long-term production and operation practice.
Some materialized souls. It includes values, historical traditions, moral norms, codes of conduct and the cultural quality of employees.
And the cultural characteristics contained in enterprise system, enterprise image and enterprise products. Among them, values are corporate culture.
Core.
In the 1960s and 1970s, the miracle of Japan's economic take-off shocked American scholars.
Reflective and comparative research eventually led Americans to sum up their actions in Japanese enterprises from a theoretical level.
Effective practice and reference to some successful experiences of domestic enterprises, thus establishing a new enterprise management theory-enterprise.
Culture. Therefore, the theory of corporate culture originated in the United States and rooted in Japan.
The establishment of corporate culture theory is marked by the birth of four works: Z Theory-How American business circles met Japan.
Challenge, Japanese enterprise management art, enterprise culture-the custom and etiquette of enterprise survival, and seek advantages
-the experience of the most successful companies in the United States.
* william ouchi): Z Theory (198 1)
American model (a) Japanese model (J) Z theoretical model
Employment time, short-term employment, lifelong employment and long-term employment of employees.
Decision mode, individual decision, collective decision, collective decision
Responsibility system, individual responsibility system, collective responsibility system and individual responsibility system.
The relationship between the superior and the subordinate is that the superior does not care about the subordinate, and the superior cares about the subordinate very much and has a harmonious relationship.
Staff training, professional training, non-professional training and comprehensive knowledge training.
The promotion speed of employees is rapidly improved, slowly improved, accurately evaluated and steadily improved.
The control mechanism is straightforward, implicit, implicit and informal.
* "Japanese enterprise management art"-"7s" framework;
Strategy: the planning and decision-making of enterprises for their own survival and development;
Structure: the organizational form within the enterprise;
System: procedures and systems for transmitting information and making decisions in enterprises;
Personnel: the composition and quality of personnel in all aspects of the enterprise;
Style: the behavior of employees in enterprises, including the traditional style of enterprises;
Skills: the unique working ability of enterprise employees;
Exceeding the goal: it can really motivate employees and implement personal goals and enterprise development goals.
A combined belief or goal.
2) Peter Senge: The Fifth Discipline-Art and Practice of Learning Organization (1990)
Five disciplines of learning organization: self-transcendence; Improve the mental model; Establish the same desire as * * *; Team learning; Systematic thinking
Testing.
3) michael hammer and james Ciampi: Corporate Reengineering.
》( 1994)
According to the requirement of information sociality, we should completely change the nature of enterprises, abandon the old division of labor system and split the organization.
Structure, such as production, marketing, human resources, finance, management information and other departments, according to the natural cross-departmental operation process.