Adam Smith, Frederick Taylor, Elton Mayo, Abraham Maslow, Douglas McGregor, and Rensis Likert were great researchers who contributed many valuable theories and concepts to the study of management. Changes and improvements in the field of management began to emerge with the Industrial Revolution (Bateman and Snell, 33). Since then, management approaches have significantly changed. By studying each of these researchers, we’ll discover the importance of how the evolution of management has transformed the way we approach and incorporate modern assessments on management today. Thus, these great researchers have created a legacy that has evolved into guiding future management practices (Bateman and Snell, 33). It was during the Industrial Revolution
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Maslow was an American psychologist and philosopher whose theories were based upon self-actualization (“Abraham H. Maslow | Biography”). This theory reasoned that main goal of psychoanalysis should be the incorporation of the self (“Abraham H. Maslow | Biography”). His most important works included “Motivation and Personality (1954) and Toward a Psychology of Being (1962)” (“Abraham H. Maslow | …show more content…
During this time period, many scholars’ realized that organizational success was based on more than financial or social needs (Bateman and Snell, 38). Organizational behavior went beyond human relations and drew upon an assortment of disciplines; it also incorporated psychology and sociology to justify people’s behaviors at work (Bateman and Snell, 38). Douglas McGregor was a management theorist who was responsible for the transition from human relations to organizational behavior. His Theory X and Theory Y denotes two sets of ideas concerning human behavior that are significant to practicing management. According to McGregor, Theory X managers believe employees dislike work (or are lazy) and are irresponsible (Bateman and Snell, 38). Theory Y managers assume that people are self-motivated and accept responsibility (Eyre, Elizabeth). Theory X represents an authoritarian management style and Theory Y represents a participative style (Eyre, Elizabeth). McGregor strongly supported Theory Y because he believed that managers who inspired participation and recognized opportunities to challenge individuals would attain a superior level of performance (Bateman and Snell, 38). These management concepts have been utilized by human resources to achieve both “individual and organizational goals” (Bateman and Snell, 38). Like all other management approaches, organizational behavior management has since
Maslow was an American psychologist and philosopher whose theories were based upon self-actualization (“Abraham H. Maslow | Biography”). This theory reasoned that main goal of psychoanalysis should be the incorporation of the self (“Abraham H. Maslow | Biography”). His most important works included “Motivation and Personality (1954) and Toward a Psychology of Being (1962)” (“Abraham H. Maslow | …show more content…
During this time period, many scholars’ realized that organizational success was based on more than financial or social needs (Bateman and Snell, 38). Organizational behavior went beyond human relations and drew upon an assortment of disciplines; it also incorporated psychology and sociology to justify people’s behaviors at work (Bateman and Snell, 38). Douglas McGregor was a management theorist who was responsible for the transition from human relations to organizational behavior. His Theory X and Theory Y denotes two sets of ideas concerning human behavior that are significant to practicing management. According to McGregor, Theory X managers believe employees dislike work (or are lazy) and are irresponsible (Bateman and Snell, 38). Theory Y managers assume that people are self-motivated and accept responsibility (Eyre, Elizabeth). Theory X represents an authoritarian management style and Theory Y represents a participative style (Eyre, Elizabeth). McGregor strongly supported Theory Y because he believed that managers who inspired participation and recognized opportunities to challenge individuals would attain a superior level of performance (Bateman and Snell, 38). These management concepts have been utilized by human resources to achieve both “individual and organizational goals” (Bateman and Snell, 38). Like all other management approaches, organizational behavior management has since