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People are Machines

Written by: Allen Hatton

Article Overview: A brief look at the history of Modern Management and where we’re headed.

People are Machines

A brief look at the history of Modern Management and where we’re headed.

Circa: --
1910: Frederick Winslow Taylor – the principles of scientific management. He places emphasis on time and motion studies, breaking jobs into small repetitive tasks; it’s the one best way to prevent slacking off. It reduces the skills necessary to do a job. It quickly sweeps the country and the world. People are Machines.

1920-Max Weber introduces bureaucracy as the best way to organize people . . . strong central authority. Impersonal rules – rigid procedures . . . the human as the well oiled machine.

1930 – Mary Parker Follett advocated participative management and leadership . . . joint problem solving – papers were not published as a book until 1941.

1935 - Westinghouse – motivation and participation equals productivity – prevalent until the 1960s – workers have social needs, training is important as well as interpersonal skills. General phase one in “humanizing of the workplace”.

1950-90’s - W. Edwards Demming, – Model for rebuilding Post War Japan. Global competition and Quality Management. Advocate of removing fear from the work environment. Introduces the 14 points of management and the seven deadly sins.

1951- Carl Rogers, individuals have the capacity to assume responsibility for themselves when provided with a caring social climate.

1954 – Abraham Maslow’s hierarchy of needs. Basic level (primary) is survival to Self-Actualization which is the highest level. Worker does not pass to a higher level until the need is fulfilled at the lower level

1960 - Douglas McGregor gives us the human side of enterprise Theory X and Y. Theory X = people are lazy and lack ambition. They dislike responsibility, are self-centered and indifferent to the organizations needs. Theory Y = people have the potential to develop, to assume responsibility and to pursue organizational goals . . . if given the chance and the supportive social environment to do so. He also supported Maslow’s motivational theory and introduced the motivational hierarchy needs to managers and the self-actualization concepts to practicing managers.

1961 - Rensis Likerts New Patterns of Management – showing the overwhelming superiority of democratic leadership vs. autocratic leadership by tying performance and motivation directly to the bottom line. Likert’s Four Types of Organizations:
System 1 Exploitive – Authoritarian
System 2 Benevolent – Authoritative
System 3 Consultative
System 4 Participative

1960 -80 – Peter Drucker develops strategic management which evolves into “ Managing for Results” What is this business and what should it be?

1980-1990 –Organizational transformation. Multidimensional, multi-level, qualitative, radical organizational change involving paradigmatic shifts. Tom Peters Publishes in Search of Excellence and Peter Senge Publishes the fifth Discipline. Stephen Covey gives us The 7 Habits. During this period thousands of books and tapes are published in the management area.

1985M - Thomas Leonard, a former CPA and financial planner creates the life coaching movement. He tells us to focus on our strengths and not to worry about our weaknesses.

1990’s – Leonard’s concepts are adopted into business.

1999- First Break All the Rules’ Gallup research is published and we find out that the greatest managers in the world do in fact focus on employees strengths and find a way to compensate for their weaknesses. People are all treated differently and soft concepts produce hard results

2000 - Coaching evolves and fortune 500 companies put coaches on staff. Strategic questioning and focused listening is replacing advising and telling.

2005 – Coaching is a Leadership/Management style and managers are learning how to implement coaching strategies in all types of businesses. Autocratic leaders are on their last legs.

2007 – Employees revolt against archaic management and financial only incentives. They say they’d rather be home playing with the kids, checking out the latest video game or blogging.

2012 – Leaders have fully implemented Hatton’s coach approach and employees are having fun making decisions instead of being treated as machines. Medical costs for executives is greatly reduced due to lack of stress in the new world of Hatton Leadership and Management systems.

Get into the future now or be gone. Call Allen Hatton at Executive Development Group and find out what you need to do to modernize your leadership/Management style so you can produce bigger results, while leading a more satisfying life.

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