People are Machines
People are Machines
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.
People are Machines - To learn more about this author, visit Allen Hatton's Website.
Like this article? Share it with your friends
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.
People are Machines - To learn more about this author, visit Allen Hatton's Website.
Like this article? Share it with your friends
 | |
 |
No article feedback found. |
| |
Leave Your Feedback |
 | |
| |||
Anne BarrAnne Barr has over 26 years experience in sales and marketing, six years as a franchisee. She has assisted over 367 business owners and purchasers to achieve their goals in career change, transition and exit strategy. She holds the designation of Certified Franchise Executive from the International Franchise Association, Certified Business Intermediary from the International Business Brokers Association and Board Certified Broker from the Texas Association of Business Brokers. Anne is active in professional organizations, networking groups and volunteers for non-profit entities. As owner/operator of four successful businesses, Anne has proven people skills and enjoys helping clients find the right "fit" in business ownership. Visit www.FranchiseOpportunitySpecialist.com for more information about me and my company. - Visit Anne Barr's Website |
|||
Jeff FosterWebBizIdeas.com is a Minneapolis website design company founded to help people start an internet business by providing them with website, business, and internet resources that help foster the growth of successful online businesses and develop innovative Internet business ideas. We specialize in internet consulting & internet marketing. - Visit Jeff Foster's Website |
|||
John BrennanJohn Brennan Ed.D. Dr. Brennan is President of Interpersonal Development, LLC, a training and development firm. Interpersonal Development has provided sales training and coaching to more than 3,000 sales reps from over 100 companies. A native of Australia, Dr. Brennan received his doctorate from the University of Rochester. His dissertation researched the effectiveness of Behavioral Modeling Technology in training people in interpersonal skills. While he has spent most of his career designing or delivering training, he was also a Vice-President of Sales of a training and development franchise with operations in 25 markets. Dr. Brennan has designed and delivered sales training in North America, Asia, Europe, Australia and the Middle East. He has been a guest speaker at numerous national and regional professional conferences. When Microsoft wanted Best Practices articles on sales for their web site, they called Dr. Brennan. The results are at http://office.microsoft.com/en-us/FX011387391033.aspx His firm’s clients have included Volvo, The Prudential, Merrill Lynch, Eastman Kodak, Gannett, Equifax Europe, the Economist Group and countless small businesses. - Visit John Brennan's Website |
|||
Stephanie RobeyStephanie Robey is President and CoFounder of Pivot Positive, LLC - an Internet marketing business focused on helping people start work at home ventures. Previously, she was employed at The Search Agency with over 20 years experience in graphic design and 10 years experience in online marketing. She was responsible for launching the Conversion Path Optimization (CPO) unit where she and her team have conducted hundreds of optimization tests for online companies across multiple verticals. She is a successful entrepreneur having started and sold 2 companies and remains on the board of directors of the third, PhotoSpin.com Stephanie began her career in the direct marketing realm creating and producing direct mail for many of the major cable television companies and directly attributes her understanding of Internet marketing to those early offline experiences. Stephanie is a graduate of San Diego State University with a BFA in Graphic Arts and also holds an Executive MBA from the Graziadio School of Business and Management at Pepperdine University. Read Steph's Blog Meet Steph and Dave Sign up for our Free 7-Day BootCamp: Self Employed & Rich - Visit Stephanie Robey's Website |
|||
|
To learn more about the Evan Elite Author Program please contact us. | |||
 | |
|  |
Subscribe to Allen's articles
 | |
|
|  |
 | |
|
| |
 | |||||||
|
 | ||
 |
||
 |
||
 |
||
|
| ||
 |
| Have you written articles that would be of value to entrepreneurs? Become an expert on our site by publishing them! Expose yourself to a wide audience, drive more traffic to your website and get more sales! Click Here for details. |
|
|
 |
| Modeling the Masters: Learn the true secrets behind Walt Disney's business success factors & grow your company! Video produced by Phanta Media |
|
|
 |
"Learn straight from Evan how you can Make a Full Time Income (And More) from a Website"
Click Here To Learn More |
|
|
|
|
Get advice & tips from famous business owners, new articles by entrepreneur experts, my latest website updates, & special sneak peaks at what's to come!
|
|
|
 Internet Marketing Secrets Free SEO Report Get Working Capital Integrity Guide Winning Sales Letter |
|
 | ||
 |
Top Social Business Blogs
Top Social Entrepreneur Blogs | |
 |
Top 50 Marketing Blogs
Top Marketing Blogs of 2010 | |
| ||
 | ||||
| ||||
|
| ||||
| ||||
|
|
|
|
|
|||
|
Email us your ideas on how to make our website more valuable! Thank you Sharon from Toronto Salsa Lessons / Classes for your suggestions to make the newsletter look like the website and profile younger entrepreneurs like Jennifer Lopez and Sean Combs!
|
|
|
