Classical Approaches to Management Essay

Since the Industrial Revolution began over two blow years ago, trouble practices have had to develop and become more clear defined. The increasing mechanisation and automation that occurred changed how goods and services were produced dramatically. New theories and disciplines emerged at the line of the twentieth century as a response to these challenges facing wariness in a more industrialised age. These raw(a) ideas, hunch overn as The Classical Approaches to management became the essential building blocks of systems and techniques which help modern day managers effectively plan, organise and control their organisations in the around efficient demeanor possible. One of the first theories we forget look at is was what is grapplen as Scientific watchfulness and was developed chiefly by Frederick Taylor (1856-1917). Taylor came from an engineering mount and he highlighted the importance of finding the single best way to make out a particular task.He noted that by analysi ng every ejectonic movement involved and timing each action in dissimilar(a) different ways, you would soon find the quickest and easiest order as a result. As R.C.Appelby (1994) has argued Taylor codified and clearly stated practices which had been developing in some(prenominal) well-run factories. This Time study surface was very important in fate manufacturing lines improve their productivity by cutting out inefficient, outdated methods of production. Currently, manufacturing industries stop methods engineering systems which developed from Taylors time study work to ensure the most efficient production process is in place. Total Quality Management is a modern management practice that relies on continually better a companys product or service.A constitute factor in this is having a production process that works efficiently and reliably. Taylor too developed the Exception Principle which was to be used as a quality control measure on carrying out. This method works b y detailing precisely the standard of serveance to be achieved. The performance of all supply is monitored regularly. Any ineffective staff members that do not meet the standard set are taken note of, and adjustments can then be made to improve the quality of their work. The exception article of belief withal works by identifying any employee who is greatly outperforming the standard set. This trailing of performance results also forms part of the Total Quality Management supposition and Taylors work in this area can be seen as creation significant in its development. Another key aspect of Taylors teachings,which is unflurried widely used in human resources departments at once, was the scientific selection of staff.He asserted that employees should be recruited scientifically based on how their own education, skills and abilities matched the requirements of the job. in one case the correct candidate had been hired, they should be given educational activity to help them to per form their tasks to the highest standard possible. He recommended that any increased productivity from an employee should be rewarded financially too, thus incentivising the employee to work harder. These managerial practices are used in nearly all organisations where it has been value that an organisations workforce are its most important resource. The training and constant up skilling of the workforce is necessary to keep on up with advances in technology and to give a company a competitive edge. Henri Fayol (1841-1925) also developed some theories on the importance of maintaining good relations betwixt staff and management. In his work on what is known as administrative management, Fayol developed 14 principles of management, one of which was the stability of tenure .He recognised the importance of a low staff turnover to an organisations overall effectiveness. modern font management practice generally follows this principle today but also recognises the need to bring in fres h ideas and approaches from new staff to keep the right balance of experienced workers and enthusiastic new people. Another of Fayol s principles which is greatly in evidence today is that of initiative. He believed that employees should be encouraged to put forward their own ideas and be free to function their tasks in ways they see best fit. This fosters an entrepreneurial environment in the workplace, where employees feel that their ideas are worthy and could form part of a new business plan. Modern IT companies like Google are using this classical approach which has greatly improved innovation and productivity from their employees which has resulted in huge achievement for the company. Interestingly, Google achieved number 4 on the prestigious Fortune 100 stovepipe Companies To Work For in 2011. H.L. Gantt(1861-1919) was a colleague of Taylor had some similar approaches.He agreed that management were obliged to provide proper training to its staff and that clearly defined tas ks and goals would incentivise employees to perform well. Gantt developed charts for measuring the performance of assorted ensures. These are known as Gantt Charts and are still used today by managers. It gives a quick overview as to how a projectis progressing in relation to its agreed timescale and general targets. A P.E.R.T analysis is another project control method which developed from Gantts bar chart. This Project Evaluation refresh Technique works in a similar way to a bar chart, but it offers three possible outcomes of how each task will take in a given project, so as to be prepared for delays in the project or quicker than expected results.This method gives the manager more information to enable him to prepare for all eventualities. military personnel Resource management has developed into one of the more important areas of management practice. Employees are now regarded as an organisations key asset. R.C.Appleby has said managers must know why employees act in the manne r that they do. This is necessary to know what motivates people and what changes could improve performance among a workforce. The Hawthorne Experiments that were conducted by Elton Mayo(1880-1949) and published in 1941 showed the results of phsychological experiments on workers at the Western Electric Company. The aim of the study was to impart the impact of different conditions of work on employee productivity. A group of workers were subjected to various working environment changes such as breaks, hours and managerial leadership.