Essays on Evolution of Management Report

Download full paperFile format: .doc, available for editing

The paper "Evolution of Management" is a wonderful example of a report on management. Management usually relates to the art of increasing productivity through nurturing people’ s talents while also giving them opportunities for advancement and self-enrichment (Shepherd etal, 2010). Many theories on management show how management has been evolving. Since way back, management can be divided into different theories. The first theory that began in the 1880s was the scientific management theory. This was developed by people like Fredrick Taylor, Henry Gant, and Lillian Gilbreth who recommended that efficiency is usually achieved through techniques like work design, standardization, motion or time studies, and specialization (Shepherd etal, 2010).

There are various parts of scientific management that are still in operation today. For instance, they recommended that efficiency is achieved when a single person performs the same task throughout the day. For instance, instead of the same person carrying out procurement activities, finance activities, or recruitment; a single person should perform one task while others are given the other tasks. Another theory of management was bureaucratic and administrative management. This began in the 1910s.

Henry Fayol is the most recognized theorists in contribution to this theory. He defined management roles as commanding, coordinating, controlling, organizing, and planning. Maxx Weber was another contributor in this theory by suggesting that bureaucracies were characterized by a unit of command, a system of supervision, use of written documents, training, application of rules, and personnel hiring based on experience and competence (Shepherd etal, 2010). The third management theory was Human relations management that began in the 1920s (Bratton etal 2003). It introduced the notions of social interactions in the workplace (Shepherd etal, 2010). The act of managing people has gone a long way where it has passed various trends and turned different directions (Theis, 2010).

The evolution of managing people has gone through five main stages of development. The first stage was record-keeping and file management on the employee analysis and progress chart. After this stage, the stage of compliance followed where companies must follow specific legislation structure in order to meet the legal provisions.

References

ARTICALSBASE 2009. Good Communication Ensure Improved Employee Engagement.

[online].Available at: http://www.articlesbase.com/strategic- planning-articles/good-communication-ensure-improved-employee-engagement-750924.html. [accessed on 17 April 2012]

Bratton J. & Jefrey G. 2003. Human Resource Management Theory and Practice. London:

Palgrave Macmillan.

Cook, S. 2008. The essential guide to employee engagement: better business performance

through staff satisfaction. London: Kogan Page Ltd. Book from Dawsonera.

[online] Retrieved from: http://www.dawsonera.com. [accessed on 17 April 2012]

Loftus J., 2009. Employee engagement: How to Keep from Boring Your Employees. [online]

Retrieved from: http://www.evancarmichael.com/Human-Resources/770/Employee-Engagement-How-to-Keep-From-Boring-Your-Employees.html. [accessed on 17 April 2012]

Dyer G. W. & Dyer H. J. 2010. Team Building: Proven Strategies for Improving Team

Performance. San Francisco. John Wiley & Sons.

Dubrin J. A. 2008. Essentials of Management. Cengage Learning. Pp 20-30

Eventia 2011. Getting the message across. [online] Eventia the voice for the events industry.

[online] Retrieved from: http://www.eventia.org.uk/html/article/Eventia-Launches-White-Paper. [accessed on 17 April 2012]

FAA H. R. 2012. Team Performance measurement. [online] Retrieved from:

http://www.hf.faa.gov/webtraining/teamperform/Team025.htm. [accessed on 17 April 2012]

Getz, D. 2007. Event Studies: Theory, research and policy for planned events. Oxford:

Butterworth-Heinemann.

Gruman, J. and Saks, A. 2011. Performance management and employee engagement. Human

Resource Management Review 21(1), pp. 123- 136

Hay G. 2001. Engage Employees and Boost Performance. Hay Group Inc. [online] Retrieved

from: http://www.haygroup.com/downloads/us/engaged_performance_120401.pdf. [accessed on 17 April 2012]

Kienzler L. (2008). Business and Administrative Communication. Mc Graw Hill Companies. 8th

Ed.

Mone E., Eisinger C., G., Kathryn P. B. and Stine, C. 201,1. Performance management at the

wheel: driving employee engagement in organizations. Journal of Business and Psychology 26 (2), pp. 205-212

Principal Investigator & Research Administrator 2007. Team Building Skills. Universty of

Lowa. [online] Retrieved from: http://research.uiowa.edu/pimgr/?get=team. [accessed on 17 April 2012]

Shepherd M. V., Vaillancourt M. A. & Burns A. M. 2010. Pharmacy Management, Leadership,

Marketing and Finance. United States of America:Jones & Bartlett Learning.

Team building tips 2012. Employee Engagement. United States: Joomlashack. [online] Retrieved

from:http://www.teambuildingtips.com/team-building-articles/team-motivation/employee-engagement---what-is-it.html. [accessed on 17 April 2012]

Theis S. 2010. Attracting High Quality Human Capital by the Value of a Company Brand..

Newyork: GRIN Verlag Pp 8

Wellins S. R. , Paul B. & Mark P. 2012. Employee Engagement: The Key to Realizing

Competitive Advantage. [online] Retrieved from: http://www.ddiworld.com/DDIWorld/media/monographs/employeeengagement_mg_ddi.pdf?ext=.pdf. [accessed on 17 April 2012]

Woodruffe, C. 2006.The crucial importance of employee engagement. Human Resource

Management International Digest 4(1), pp.3-5

Download full paperFile format: .doc, available for editing
Contact Us