Dawinlove:


Exactly what I saw on 6/10/2018
I saw shedding of blood
people unable to travel
I saw fire burning
I saw the old Nigeria as of independence and I saw the current Nigeria
Then God said, I am rescuing Nigeria
I saw a young man cleaning houses, cutting grasses, picking dirty to keep the country clean.. and that is the new Nigeria

Hahaha, my birthday!!

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Assignment Instructions


Based on your readings and research, develop a timeline of five key management theory/principle milestones over time. Please address the following questions for each of the milestones you elect to include on your timeline:

Why was this milestone significant for the period of time it was created? What was going on in the world of work that allowed the environment to know the time was right for this particular milestone?
Which theorist “fathered” the principle? What were the signs of the time which led the theorist to develop the management concept?
What are the highlights and limitations of the theory/principle?
Directions:

The assignment should be between 5-7 pages which include the cover page and reference page.
Your paper should include an introduction and conclusion that summarize the contents of the entire paper.
Your paper should be written in proper APA format. This link will take you to the section of the APUS library that can assist you with formatting: apus.campusguides.com/content.php
References: A minimum of two references are required for this assignment. You may use your textbook as a reference in addition to the two references.

*****************Answer********************

Evolution of the Management Theories

Introduction

As long as people continue to establish firms and organizations with achievable goals in mind, there will continue to be the need for management because it exists to manage people to achieve organizational goals. This is why some scholars believe management is as old as man traced to the biblical incident where Moses was advised by his father-in-law to divide the people into smaller units for easy coordination. Olum (2004) defines management as “the art, or science of achieving goals through people”. This implies that people are the key instruments in management without which organizational goals cannot be achieved. In a simple term, we can conclude that management entails overseeing a process to achieve defined results. While citing Koontz & Weihrich (1990), Olum (2004) says management “is the process of designing and maintaining an environment in which individuals, working together in groups, efficiently accomplish selected aims”. Whoever is charged with the responsibility of staffing, planning, leading, controlling and organizing in any establishment is the manager who is also expected to acquire basic managerial skills in order to be successful. It is generally believed that modern management system or managers are more successful compared to those in the traditional system who just found themselves discharging their managerial roles without principles and systematic management theories.

Citing Stoner et al (1995), Olum (2004) explains that theories are angles from which individuals have perfect understanding of their daily experiences and what is happening around them. In his words “theory is a systematic grouping of interdependent concepts and principles that give a framework to, or tie together, a significant area of knowledge”. So, instead of managers to manage given organizations from their natural skills and prowess, they are assisted to professionally discharge their duties through stated principles. This also explains the reason for the study of management theories. In reality, application of any of these theories to management involves blending realities with principles. The success rate of managers who have knowledge of management principles is higher than those without such knowledge because the knowledge will help them to be proactive, having the ability to prevent possible future challenges that the organization may face.

Timeline of Five Key Management Theories/Principles

1856-1915: Scientific Management Theory

This principle entails the “systematic study of relationships between people and tasks for the purpose of redesigning the work process to increase efficiency” (Cars, 2013). It was based on the principle of division of labour to enhance the process of production. This milestone was significant for the period for which it created because of the high rate of low efficiency and waste of resources in the major industries in USA. There was neither job specialization nor division of labour. The father of this theory is Frederick W. Taylor. He discovered that the management system lacked order and well laid out system that can lead to efficiency. He therefore suggested the adoption of a scientific approach in managing their industries. At this time, there was high level of ignorance to the amount of job that could carried out by industrial workers and other employees by implementing working strategies for doing their tasks. He emphasized on the need for result oriented cooperation and understanding between employees and the management in order for the organizational goals to be achieved. There are four key elements in his theory, science, harmony, cooperation, maximum output and the development of individual employee to perform maximally. The following are some of the benefits of scientific management: displacement of the normal rule of the thumb system with scientific methods, training of employees after careful selection, encouraging employees through appropriate rewards that will encourage higher productivity, standardization of all materials needed for work, result oriented supervision of workers, working towards satisfying customers by providing high quality services or products among others. As effective as this theory is, there are some setbacks such as little or no regards for employees’ well being/health, worker’s inability to think for themselves since the theory reduced them to automated machines, work was reduced to daily routine leading to monotony and boredom, the method of scientific management increased unemployment, higher investment for employers, the scientific management was designed for only high class firms relegating the small business enterprises.

1841-1925: The Administrative Management Theory

While Taylor and others who had the same vision of work efficiency were developing the scientific management theory, another group was independently working to improve the structure of organizations that can lead to desirable efficiency. The administrative theory focuses on “the system of task and authority relationships that control how employees use resources to achieve the organization’s goals” (Cars, 2013). Henry Fayol, a Frenchman, is the father of this theory. Henry Fayol is popularly associated with the administrative management theory as a result of his timely intervention to rescue the company he was working with as a manager from near bankruptcy challenge to a highly enviable financial level. Fayol's principles of management include: division of work, author and responsibility, discipline, unity of command, remuneration, order, initiative among others. Fayol is today considered as the father of modern theory relating to general/industrial management.

1864-1920: The Bureaucratic Theory

Max Weber, a German is highly associated with the bureaucratictheorythat comes under the same umbrella of administrative management like Fayol's principles. Weber’s bureaucratic theory was developed to assist Germany when it was aiming at becoming the world power. His theory was built on five principles which include: hierarchy of authority, rule system, division of labour, legal authority/power etc. Though in operation today, the model is known for its rigidity in terms of rule adherence; relegating human resources/elements and negative effect of delay in the decision making process.

1868-1933: Behavioural Management Theory

All the different scholars that belong to this category emphasized on a subject which centered on how managers should work towards motivating and encouraging employees to perform their duties at their best degrees and be also committed to help the organization in which they find themselves achieve set goals. At this period, a lot of employees weredemoralized, treated with utmost disgust and with little or no concern about their welfare. This theory evolved as a result of how motivation as well as behavior was left unattended to. Relationship is a strong force that can strengthen any organization. The behavior of employees is directly proportional to the success of an organization. This theory was initiated by Mary Parker Follett who was passionate about the human aspect of an establishment. She argued that workers should be allowed to participate in the work process and in the analysis of job. In contrast to Fayol, she took a different view regarding authority and power and this did not go well with the managers in her time making her work unpopular until Hawthorne’s experiment and the development of theory X and theory Y; all laying emphasis on the relationship between employee’s welfare and productivity. Later works were built on Follett's ideas and beliefs.

1960s: Organizational Environment Theory

This theory considered how managers can be in charge of the relationship between the organization and external elements within the organization. These are external events that affect directly or indirectly the duties and functionality of the manager. The organizational environment are made of resources such as raw materials, customers and skilled workers. The open systems view developed by Daniel Katz and his colleagues is a practical explanation of how external environment affects an organization. According to them, external environments are the open systems, where there’s a rechecked interaction and relationship between the organization and the immediate environment. For instance, raw materials are gotten from the environment, used by the organization for producing it’s goods and then sent back to customers within the environment to consume. The continuous interaction between the organization and the external environment is thus considered open. Any management that practice closed system is working towards disaster and considered unhealthy. Contingency theory is also related to organizational environment.
Conclusion
Different management theories have been considered; scientific management theory, the administrative management theory, the bureaucratic theory, behavioural management theory and organizational management theory. All these theories evolved at different timelines to solve a pressing need in the managerial system of each period of development. Their principles and key features as well as their limitations have been considered. Ultimately, the development of each theory was done to fill a gap which the earlier ones left untouched. Some scholars polished and built on existing theories that were considered unacceptable at a particular timeline. For instance, Follett’s management theory was too harsh for her period but Hawthorne and others brought it to limelight after their research and it became accepted and popular.

References

Cars, M. (2013). The Evolution of Management Theory- Innovative Education and….(An
incomplete PDF download).
Daft, R. L & Marcic, D. (2008). Understanding Management. Cengage Learning, p. 622

Olum,Y. (2004). Modern Management Theories and Practices: A Critical Overview. East
African Banking Course.

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