MG106: Management Theory 2
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What are the four core principles of scientific management according to Frederick Taylor?

  1. Develop a 'science' for each job, 2. Hire workers with the right abilities, 3. Train and motivate workers, 4. Support workers by planning and assisting their work.

What characterizes Weber's bureaucratic organization?

An ideal, intentionally rational and efficient form of organization based on logic, order, and legitimate authority.

Which of the following are possible disadvantages of bureaucracy? (Select all that apply)

  • Excessive paperwork (correct)
  • Flexibility in handling problems
  • Rigidity in the face of shifting needs (correct)
  • Employee apathy (correct)

    • What are the five 'rules' or 'duties' of management according to Fayol?

    <ol> <li>Foresight, 2. Organisation, 3. Command, 4. Coordination, 5. Control.</li> </ol> Signup and view all the answers

    The Hawthorne studies found a consistent relationship between economic incentives and worker output.

    <p>False</p> Signup and view all the answers

    What did Follett advocate for in organizations?

    <p>Social responsibility, respect for workers, and better cooperation, including making every employee an owner for collective responsibility.</p> Signup and view all the answers

    Which of the following is NOT one of Spaulding's eight necessities of management?

    <p>Authoritarian leadership</p> Signup and view all the answers

    What outcome did the Hawthorne studies conclude regarding social settings and worker productivity?

    <p>Good human relations lead to higher productivity.</p> Signup and view all the answers

    Explain how the deficit principle in Maslow's Hierarchy of Needs applies to employee motivation.

    <p>The deficit principle states that a satisfied need no longer serves as a motivator, meaning that individuals must continuously fulfill lower-level needs before higher-level ones become motivating.</p> Signup and view all the answers

    Differentiate between lower-order and higher-order needs according to Maslow.

    <p>Lower-order needs include physiological and safety needs, while higher-order needs encompass social, esteem, and self-actualization needs.</p> Signup and view all the answers

    Discuss the progression principle in the context of Maslow's Hierarchy of Needs.

    <p>The progression principle asserts that individuals must satisfy lower-level needs before they can progress to and be motivated by higher-order needs.</p> Signup and view all the answers

    How do the principles of Maslow's hierarchy cease to operate at the self-actualization level?

    <p>At self-actualization, individuals continually seek personal growth and fulfillment, making lower needs irrelevant for their motivation.</p> Signup and view all the answers

    What implications does McGregor's Theory Y have for a manager's approach to employee development?

    <p>Theory Y encourages managers to view employees as self-motivated and capable, fostering an environment of trust, empowerment, and initiative.</p> Signup and view all the answers

    How might McGregor's theory influence the creation of workplace culture?

    <p>McGregor's theories influence workplace culture by shaping management styles—Theory Y promotes a collaborative culture, while Theory X fosters a more controlled environment.</p> Signup and view all the answers

    In what way does Argyris' perspective relate to Maslow's Hierarchy of Needs?

    <p>Argyris suggests that traditional management practices hinder adult maturation, paralleling Maslow's emphasis on self-actualization and achieving one's full potential.</p> Signup and view all the answers

    What is meant by the term 'self-fulfilling prophecy' in the context of McGregor's theories?

    <p>A 'self-fulfilling prophecy' refers to how managers' beliefs about employees can shape their behaviors, where Theory X leads to dependency and Theory Y encourages initiative.</p> Signup and view all the answers

    How does Maslow's Hierarchy of Needs categorize human needs?

    <p>Maslow's Hierarchy categorizes human needs into five levels: physiological, safety, love/belonging, esteem, and self-actualization.</p> Signup and view all the answers

    What is the significance of self-actualization in Maslow's theory?

    <p>Self-actualization represents the realization of an individual's potential and personal growth once all other needs are met.</p> Signup and view all the answers

    Explain the impact of unmet needs on workplace motivation according to Maslow.

    <p>Unmet lower-level needs can hinder motivation and productivity, as employees may focus on fulfilling those needs before addressing higher-level aspirations.</p> Signup and view all the answers

    What is an example of a physiological need in the workplace?

    <p>An example of a physiological need in the workplace is adequate breaks to rest and access to food and water.</p> Signup and view all the answers

    How do social relations relate to Maslow's Hierarchy of Needs?

    <p>Social relations correspond to the love and belonging needs, emphasizing the importance of interpersonal connections in the workplace for employee satisfaction.</p> Signup and view all the answers

    What role do esteem needs play in employee performance?

    <p>Esteem needs, which include recognition and respect, can significantly boost employee performance and motivation when satisfied.</p> Signup and view all the answers

    How might self-actualization drive innovation in organizations?

    <p>Self-actualization encourages employees to pursue creative solutions and innovations as they seek personal fulfillment and growth.</p> Signup and view all the answers

    Why is it crucial for managers to understand Maslow's Hierarchy of Needs?

    <p>Understanding Maslow's Hierarchy helps managers identify and address employee needs, fostering a motivating environment that enhances productivity.</p> Signup and view all the answers

    How does Maslow's Hierarchy of Needs relate to the concept of self-actualization in the workplace?

    <p>Maslow's Hierarchy highlights that individuals seek to fulfill basic needs before achieving self-actualization, which is essential for personal growth and job satisfaction.</p> Signup and view all the answers

    In what way does the self-actualizing need influence employee behavior and workplace dynamics?

    <p>Self-actualization influences employees to seek personal fulfillment, leading to higher motivation, creativity, and productivity in their roles.</p> Signup and view all the answers

    How can leaders utilize Maslow's Hierarchy to improve employee engagement and reduce apathy?

    <p>By addressing employees' basic and psychological needs first, leaders can foster a work environment conducive to motivation and active participation.</p> Signup and view all the answers

    Explain how the unity of command principle from Fayol’s management approaches supports the progression through Maslow's Hierarchy.

    <p>The unity of command principle ensures that employees have clear guidance from one boss, helping reduce confusion and anxiety, thereby allowing them to focus on higher-level needs.</p> Signup and view all the answers

    What role does cooperation and teamwork, as suggested by Spaulding, play in fulfilling employees' social needs according to Maslow?

    <p>Cooperation and teamwork facilitate relationships among employees, helping satisfy their social needs for belonging and connection.</p> Signup and view all the answers

    How does inadequate manpower impact employees’ ability to meet their basic needs in Maslow’s hierarchy?

    <p>Inadequate manpower can lead to excessive workloads, obstructing employees from meeting their basic needs such as safety and security.</p> Signup and view all the answers

    Describe how the division of labor from Spaulding’s necessities can align with fulfilling individual roles in Maslow's hierarchy.

    <p>Division of labor allows employees to specialize in tasks, which can boost their competence and confidence, supporting their esteem needs.</p> Signup and view all the answers

    Identify a potential consequence of neglecting psychological needs in the workplace as indicated by Maslow’s theory.

    <p>Neglecting psychological needs may result in decreased motivation and increased employee turnover as individuals feel undervalued.</p> Signup and view all the answers

    Study Notes

    Evolution of Management Theory

    • Classical management approaches focus on rational decision-making and aim to enhance efficient production.
    • Key figures include Frederick Taylor (scientific management), Henri Fayol (administrative principles), and Max Weber (bureaucratic organization).

    Classical Management Approaches

    • Taylor’s Scientific Management:

      • Develop a science for each job, including tools and working conditions.
      • Hire workers with the right skills for specific jobs.
      • Train and motivate employees according to established methods.
      • Provide support through proper planning and assistance.

    • Weber’s Bureaucratic Organization:

      • Enforces a structured approach emphasizing efficiency and fairness.
      • Selection based on competency and performance, promoting an ideal form of organization based on logic and authority.
      • Disadvantages include excessive bureaucracy, slow problem resolution, rigidity, resistance to change, and employee disengagement.

    • Fayol’s Administrative Principles:

      • Documented effective management experiences, proposing key principles such as:
        • Scalar Chain Principle: Clear communication from top to bottom.
        • Unity of Command Principle: Each employee reports to one boss.
      • Five management duties: Foresight, Organisation, Command, Coordination, and Control.

    Behavioural Management Approaches

    • Emphasizes the human aspect within organizations, recognizing social needs and the pursuit of personal fulfillment.
    • Key contributors include:
      • Spaulding: Identified eight managerial necessities, including cooperation, authority, labor division, and conflict resolution.
      • Follett: Promoted visionary leadership, warning against hierarchy and emphasizing social responsibility, worker respect, and collective ownership.

    The Hawthorne Studies

    • Initially investigated the effects of economic incentives and physical working conditions on productivity.
    • Found that psychological factors played a significant role in worker output.
    • Identified that positive human relations and a supportive social environment enhance productivity.
    • Concluded that improved employee attitudes and group dynamics lead to better performance outcomes.

    Follett’s Visionary Leadership

    • Warned against excessive hierarchy in organizations.
    • Advocated for social responsibility and respect for workers.
    • Promoted improved cooperation within organizations.
    • Suggested employee ownership to foster collective responsibility.
    • Influence seen today in concepts like empowerment, flexibility, and transformational leadership.

    The Hawthorne Studies

    • Emphasized the importance of the human aspect in organizations.
    • Initial focus on economic incentives and physical working conditions revealed no consistent effect on worker output.
    • Psychological factors significantly impacted outcomes.
    • Manipulated physical conditions to gauge impact on worker productivity, minimizing psychological interferences.
    • Concluded that enhanced social settings improved job performance and that good human relations lead to higher productivity.

    Employee Attitudes and Group Processes

    • Different factors satisfied individual workers differently, highlighting variability in needs.
    • Workers often limited their output to comply with group norms.
    • Social and human concerns emerged as crucial elements of productivity.
    • The Hawthorne effect suggested that individuals singled out for attention perform as expected.

    Maslow’s Hierarchy of Human Needs

    • Categorizes human needs into levels: physiological, safety, social, esteem, and self-actualization.
    • The deficit principle states that satisfied needs do not motivate behavior.
    • The progression principle asserts that needs are fulfilled in a sequence from lowest to highest.
    • Motivation occurs once lower-level needs are satisfied; both principles cease at the self-actualization level.

    McGregor’s Theories

    • Theory X: Assumes workers dislike work, lack ambition, act irresponsibly, resist change, and prefer following over leading.
    • Theory Y: Assumes workers are willing to work, self-directed, accept responsibilities, and are creative.
    • Theory X managers foster dependence and reluctance in workers; Theory Y managers encourage initiative and high performance.
    • Central to the concepts of empowerment and self-management.

    Argyris’s Perspective

    • Criticized traditional management practices for inhibiting the development of mature adults.
    • Claimed that classical management principles conflict with the needs and potential of mature individuals.
    • Psychological success linked to personal goal definition and self-direction.

    Using Behavioral Management Theories

    • Theories are not rigid sciences; they require adaptation to an organization's specific context.
    • Resistance to change and employee apathy are barriers to successful implementation of behavioral management practices.

    Fayol’s Administrative Principles

    • Documented experiences of effective management, introducing key principles for effective administration.
    • Scalar Chain Principle: Advocates for a clear communication line throughout the organization.
    • Unity of Command Principle: Each employee should receive directions from a single superior.
    • Outlined five management duties: foresight, organization, command, coordination, and control.

    Behavioral Management Approaches

    • Focus on the human aspects of organizations, acknowledging the importance of social interactions and personal fulfillment.
    • Behavioral management theorists view organizations as systems driven by human relations and resource management.

    Spaulding’s Eight Necessities of Management

    • Advocated for essential elements of effective management including cooperation, authority, responsibility, division of labor, adequate manpower, capital, feasibility analysis, and advertising budget.

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    Related Documents

    Chapter 2 Evolution of Management Theory PDF
    Chapter 2 Evolution of Management Theory PDF

    Description

    This quiz covers Chapter 2 of management theory, focusing on the evolution of management practices. It explores classical management approaches, insights from behavioral management, and the foundations of modern management thinking. Test your understanding of the key lessons and current issues in management theory.

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