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What are the contributions of Frank and Lilian Gilbreth to the scientific Management theory?
what are contributions of frank and lillian
Who was the first lady of management?
Lillian, Moller Gilbreth is considered the first lady of management. She was was a psychologist and industrial enegineer.
Nature of management?
Computer Skills Technology changes so rapidly it is often difficult to keep up with the changes. It is necessary for managers to have computer skills in order to keep up with these rapid changes. Many of the processes that occur in offices, manufacturing plants, warehouses, and other work environments depend on computers and thus http://www.answers.com/topic/necessitate managers and workers who can skillfully use the technology. Although computers can cause headaches, at the same time they have simplified many of the tasks that are performed in the http://www.answers.com/topic/workplace. Time-Management Skills Because the typical manager is a very busy person, it is important that time be managed effectively. This requires an understanding of how to allocate time to different projects and activities. A manager's time is often interrupted by telephone calls, problems with workers, meetings, others who just want to visit, and other seemingly http://www.answers.com/topic/uncontrollable factors. It is up to the manager to learn how to manage time so that work can be completed most efficiently. Good time-management skills can be learned, but managers must be willing to http://www.answers.com/topic/prioritize activities, delegate, deal with interruptions, organize work, and perform other acts that will make them better managers. Technical Skills Different from computer skills, technical skills are more closely related to the tasks that are performed by workers. A manager must know what the workers who are being supervised are doing on their jobs or assistance cannot be provided to them. For example, a manager who is supervising accountants needs to know the accounting processes; a manager who is supervising a http://www.answers.com/topic/machinist must know how to operate the equipment; and a manager who supervises the construction of a home must know the sequence of operations and how to perform them. Management ThoughtThere are many views of management, or schools of management thought, that have evolved over the years. What follows is a brief discussion of some of the theories of management that have greatly affected how managers manage today. Classical Thought The classical school of management thought emerged throughout the late 1800s and early 1900s as a result of the Industrial Revolution. Since the beginning of time, managers have needed to know how to perform the functions discussed earlier. The Industrial Revolution emphasized the importance of better management as organizations grew larger and more complex. As industry developed, managers had to develop systems for controlling inventory, production, scheduling, and human resources. It was the managers who emerged during the Industrial Revolution, many who had backgrounds in engineering, who discovered that they needed organized methods in order to find solutions to problems in the workplace. Classical management theorists thought there was one way to solve management problems in the industrial organization. Generally, their theories assumed that people could make logical and rational decisions while trying to maximize personal gains from their work situations. The classical school of management is based on scientific management which has its roots in Henri Fayol's work in France and the ideas of German sociologist Max Weber. Scientific management is a type of management that bases standards upon facts. The facts are gathered by observation, experimentation, or sound reasoning. In the United States, scientific management was further developed by individuals such as Charles Babbage (1792-1871), Frederick W. Taylor (1856-1915), and Frank (1868-1924) and Lillian (1878-1972) Gilbreth. Behavioral Management Thought It was because the classical management theorists were so machine-oriented that the behavioralists began to develop their thinking. The behavioral managers began to view management from a social and psychological perspective. These managers were concerned about the well-being of the workers and wanted them to be treated as people, not a part of the machines. Some of the early behavioral theorists were Robert Owen (1771-1858), a British industrialist who was one of the first to promote management of human resources in an organization; Hugo Munsterberg(1863-1916), the father of industrial psychology; Walter Dill Scott (1869-1955), who believed that managers need to improve workers' attitudes and motivation in order to increase productivity; and Mary Parker Follett (1868-1933), who believed that a manager's influence should come naturally from his or her knowledge, skill, and leadership of others. In the behavioral management period, there was a human relations movement. Advocates of the human relations movement believed that if managers focused on employees rather than on http://www.answers.com/topic/mechanistic production, then workers would become more satisfied and thus more productive laborers. Human relations management supported the notion that managers should be paternalistic and nurturing in order to build work groups that could be productive and satisfied. The behavioral science movement was also an important part of the behavioral management school. Advocates of this movement stressed the need for scientific studies of the human element of organizations. This model for management emphasized the need for employees to grow and develop in order to maintain a high level of self-respect and remain productive workers. The earliest advocates of the behavioral science movement were Abraham Maslow (1908-1970), who developed Maslow's hierarchy of needs, and Douglas McGregor (1906-1964), who developed Theory X and Theory Y. These theories are discussed in depth in other articles. Contemporary Management Thought In more recent years, new management thoughts have emerged and influenced organizations. One of these is the sociotechnical system. A system is a set of http://www.answers.com/topic/complementary elements that function as a unit for a specific purpose. Systems theorists believe that all parts of the organization must be related and that managers from each part must work together for the benefit of the organization. Because of this relationship, what happens in one part of the organization influences and affects other parts of the organization.
Why is management important to your organization?
Management in all business and organizational activities is the act of getting people together to accomplish desired goals and objectives using available resources efficiently and effectively. Management comprises planning, organizing, staffing, leading or directing, and controlling an organization (a group of one or more people or entities) or effort for the purpose of accomplishing a goal. Resourcing encompasses the deployment and manipulation of human resources, financial resources, technological resources and Natural Resources.Since organizations can be viewed as systems, management can also be defined as human action, including design, to facilitate the production of useful outcomes from a system. This view opens the opportunity to 'manage' oneself, a pre-requisite to attempting to manage others.Contents[hide] 1 History 1.1 Theoretical scope2 Nature of managerial work3 Historical development 3.1 Early writing 3.1.1 Sun Tzu's The Art of War3.1.2 Chanakya's Arthashastra3.1.3 Niccolò Machiavelli's The Prince3.1.4 Adam Smith's The Wealth of Nations3.2 19th century3.3 20th century3.4 21st century4 Topics 4.1 Basic functions4.2 Basic roles4.3 Management skills4.4 Formation of the business policy 4.4.1 Implementation of policies and strategies4.4.2 Policies and strategies in the planning process4.5 Levels of management 4.5.1 Top-level managers4.5.2 Middle-level managers4.5.3 First-level managers5 See also6 References7 External linksHistoryThe verb manage comes from the Italian maneggiare (to handle - especially tools), which in turn derives from the Latin manus (hand). The French word mesnagement (later ménagement) influenced the development in meaning of the English word management in the 17th and 18th centuries.[1] Some definitions of management are:Organization and coordination of the activities of an enterprise in accordance with certain policies and in achievement of clearly defined objectives. Management is often included as a factor of production along with machines, materials and money. According to the management guru Peter Drucker (1909-2005), the basic task of a management is twofold: marketing and innovation.Directors and managers have the power and responsibility to make decisions to manage an enterprise when given the authority by the shareholders. As a discipline, management comprises the interlocking functions of formulating corporate policy and organizing, planning, controlling, and directing the firm's resources to achieve the policy's objectives. The size of management can range from one person in a small firm to hundreds or thousands of managers in multinational companies. In large firms the board of directors formulates the policy which is implemented by the chief executive officer.Theoretical scopeAt first, one views management functionally, such as measuring quantity, adjusting plans, meeting goals. This applies even in situations planning does not take place. From this perspective, Henri Fayol (1841-1925)[2] considers management to consist of six functions: forecasting, planning, organizing, commanding, coordinating and controlling. He was one of the most influential contributors to modern concepts of management. Another way of thinking, Mary Parker Follett (1868-1933), defined management as "the art of getting things done through people". She described management as philosophy.[3]Some people, however, find this definition useful but far too narrow. The phrase "management is what managers do" occurs widely, suggesting the difficulty of defining management, the shifting nature of definitions and the connection of managerial practices with the existence of a managerial cadre or class.One habit of thought regards management as equivalent to "business administration" and thus excludes management in places outside commerce, as for example in charities and in the public sector. More realistically, however, every organization must manage its work, people, processes, technology, etc. to maximize effectiveness. Nonetheless, many people refer to university departments which teach management as "business schools." Some institutions (such as the Harvard Business School) use that name while others (such as the Yale School of Management) employ the more inclusive term "management."English speakers may also use the term "management" or "the management" as a collective word describing the managers of an organization, for example of a corporation. Historically this use of the term was often contrasted with the term "Labor" referring to those being managed.Nature of managerial workIn for-profit work, management has as its primary function the satisfaction of a range of stakeholders. This typically involves making a profit (for the shareholders), creating valued products at a reasonable cost (for customers) and providing rewarding employment opportunities (for employees). In nonprofit management, add the importance of keeping the faith of donors. In most models of management/governance, shareholders vote for the board of directors, and the board then hires senior management. Some organizations have experimented with other methods (such as employee-voting models) of selecting or reviewing managers; but this occurs only very rarely. In the public sector of countries constituted as representative democracies, voters elect politicians to public office. Such politicians hire many managers and administrators, and in some countries like the United States political appointees lose their jobs on the election of a new president/governor/mayor.Historical developmentDifficulties arise in tracing the history of management. Some see it (by definition) as a late modern (in the sense of late modernity) conceptualization. On those terms it cannot have a pre-modern history, only harbingers (such as stewards). Others, however, detect management-like-thought back to Sumerian traders and to the builders of the pyramids of ancient Egypt. Slave-owners through the centuries faced the problems of exploiting/motivating a dependent but sometimes unenthusiastic or recalcitrant workforce, but many pre-industrial enterprises, given their small scale, did not feel compelled to face the issues of management systematically. However, innovations such as the spread of Arabic numerals (5th to 15th centuries) and the codification of double-entry book-keeping (1494) provided tools for management assessment, planning and control. Given the scale of most commercial operations and the lack of mechanized record-keeping and recording before the industrial revolution, it made sense for most owners of enterprises in those times to carry out management functions by and for themselves. But with growing size and complexity of organizations, the split between owners (individuals, industrial dynasties or groups of shareholders) and day-to-day managers (independent specialists in planning and control) gradually became more common.Early writingWhile management has been present for millennia, several writers have created a background of works that assisted in modern management theories.[4] Sun Tzu's The Art of WarWritten by Chinese general Sun Tzu in the 6th century BC, The Art of War is a military strategy book that, for managerial purposes, recommends being aware of and acting on strengths and weaknesses of both a manager's organization and a foe's.[4]Chanakya's ArthashastraChanakya wrote the Arthashastra around 300BC in which various strategies, techniques and management theories were written which gives an account on the management of empires, economy and family. The work is often compared to the later works of Machiavelli[citation needed].Niccolò Machiavelli's The PrinceBelieving that people were motivated by self-interest, Niccolò Machiavelli wrote The Prince in 1513 as advice for the city of Florence, Italy.[5] Machiavelli recommended that leaders use fear-but not hatred-to maintain control[citation needed].Adam Smith's The Wealth of NationsWritten in 1776 by Adam Smith, a Scottish moral philosopher, The Wealth of Nations aims for efficient organization of work through Specialization of labor.[5] Smith described how changes in processes could boost productivity in the manufacture of pins. While individuals could produce 200 pins per day, Smith analyzed the steps involved in manufacture and, with 10 specialists, enabled production of 48,000 pins per day.[5]19th centuryClassical economists such as Adam Smith (1723-1790) and John Stuart Mill (1806-1873) provided a theoretical background to resource-allocation, production, and pricing issues. About the same time, innovators like Eli Whitney (1765-1825), James Watt (1736-1819), and Matthew Boulton (1728-1809) developed elements of technical production such as standardization, quality-control procedures, cost-accounting, interchangeability of parts, and work-planning. Many of these aspects of management existed in the pre-1861 slave-based sector of the US economy. That environment saw 4 million people, as the contemporary usages had it, "managed" in profitable quasi-mass production. 20th centuryBy about 1900 one finds managers trying to place their theories on what they regarded as a thoroughly scientific basis (see scientism for perceived limitations of this belief). Examples include Henry R. Towne's Science of management in the 1890s, Frederick Winslow Taylor's The Principles of Scientific Management(1911), Frank and Lillian Gilbreth's Applied motion study(1917), and Henry L. Gantt's charts (1910s). J. Duncan wrote the first college management textbook in 1911. In 1912 Yoichi Ueno introduced Taylorism to Japan and became first management consultant of the "Japanese-management style". His son Ichiro Ueno pioneered Japanese quality assurance. The first comprehensive theories of management appeared around 1920. The Harvard Business School offered the first Master of Business Administration degree (MBA) in 1921. People like Henri Fayol (1841-1925) and Alexander Church described the various branches of management and their inter-relationships. In the early 20th century, people like Ordway Tead (1891-1973), Walter Scott and J. Mooney applied the principles of psychology to management, while other writers, such as Elton Mayo (1880-1949), Mary Parker Follett (1868-1933), Chester Barnard (1886-1961), Max Weber (1864-1920), Rensis Likert (1903-1981), and Chris Argyris (1923 - ) approached the phenomenon of management from a sociological perspective.Peter Drucker (1909-2005) wrote one of the earliest books on applied management: Concept of the Corporation (published in 1946). It resulted from Alfred Sloan (chairman of General Motors until 1956) commissioning a study of the organisation. Drucker went on to write 39 books, many in the same vein.H. Dodge, Ronald Fisher (1890-1962), and Thornton C. Fry introduced statistical techniques into management-studies. In the 1940s, Patrick Blackett combined these statistical theories with microeconomic theory and gave birth to the science of operations research. Operations research, sometimes known as "management science" (but distinct from Taylor's scientific management), attempts to take a scientific approach to solving management problems, particularly in the areas of logistics and operations.Some of the more recent[update] developments include the Theory of Constraints, management by objectives, reengineering, Six Sigma and various information-technology-driven theories such as agile software development, as well as group management theories such as Cog's Ladder.As the general recognition of managers as a class solidified during the 20th century and gave perceived practitioners of the art/science of management a certain amount of prestige, so the way opened for popularised systems of management ideas to peddle their wares. In this context many management fads may have had more to do with pop psychology than with scientific theories of management.Towards the end of the 20th century, business management came to consist of six separate branches, namely:Human resource managementOperations management or production managementStrategic managementMarketing managementFinancial managementInformation technology management responsible for management information systems21st centuryIn the 21st century observers find it increasingly difficult to subdivide management into functional categories in this way. More and more processes simultaneously involve several categories. Instead, one tends to think in terms of the various processes, tasks, and objects subject to management. Branches of management theory also exist relating to nonprofits and to government: such as public administration, public management, and educational management. Further, management programs related to civil-society organizations have also spawned programs in nonprofit management and social entrepreneurship.Note that many of the assumptions made by management have come under attack from business ethics viewpoints, critical management studies, and anti-corporate activism.As one consequence, workplace democracy has become both more common, and more advocated, in some places distributing all management functions among the workers, each of whom takes on a portion of the work. However, these models predate any current political issue, and may occur more naturally than does a command hierarchy. All management to some degree embraces democratic principles in that in the long term workers must give majority support to management; otherwise they leave to find other work, or go on strike. Despite the move toward workplace democracy, command-and-control organization structures remain commonplace and the de facto organization structure. Indeed, the entrenched nature of command-and-control can be seen in the way that recent layoffs have been conducted with management ranks affected far less than employees at the lower levels. In some cases, management has even rewarded itself with bonuses after laying off level workers.[6]According to leading leadership academic Manfred F.R. Kets de Vries, it's almost inevitable these days that there will be some personality disorders in a senior management team.[7]TopicsBasic functionsManagement operates through various functions, often classified as planning, organizing, staffing, leading/directing, controlling/monitoring and motivation. Planning: Deciding what needs to happen in the future (today, next week, next month, next year, over the next five years, etc.) and generating plans for action.Organizing: (Implementation)pattern of relationships among workers, making optimum use of the resources required to enable the successful carrying out of plans.Staffing: Job analysis, recruitment and hiring for appropriate jobs.Leading/directing: Determining what needs to be done in a situation and getting people to do it.Controlling/monitoring: Checking progress against plans.Motivation: Motivation is also a kind of basic function of management, because without motivation, employees cannot work effectively. If motivation does not take place in an organization, then employees may not contribute to the other functions (which are usually set by top-level management).Basic rolesInterpersonal: roles that involve coordination and interaction with employees.Informational: roles that involve handling, sharing, and analyzing information.Decisional: roles that require decision-making.Management skillsPolitical: used to build a power base and establish connections.Conceptual: used to analyze complex situations.Interpersonal: used to communicate, motivate, mentor and delegate.Diagnostic: ability to visualize most appropriate response to a situation.Technical: Expertise in one's particular functional area.[8]Formation of the business policyThe mission of the business is the most obvious purpose-which may be, for example, to make soap.The vision of the business reflects its aspirations and specifies its intended direction or future destination.The objectives of the business refers to the ends or activity at which a certain task is aimed.The business's policy is a guide that stipulates rules, regulations and objectives, and may be used in the managers' decision-making. It must be flexible and easily interpreted and understood by all employees.The business's strategy refers to the coordinated plan of action that it is going to take, as well as the resources that it will use, to realize its vision and long-term objectives. It is a guideline to managers, stipulating how they ought to allocate and utilize the factors of production to the business's advantage. Initially, it could help the managers decide on what type of business they want to form.Implementation of policies and strategiesAll policies and strategies must be discussed with all managerial personnel and staff.Managers must understand where and how they can implement their policies and strategies.A plan of action must be devised for each department.Policies and strategies must be reviewed regularly.Contingency plans must be devised in case the environment changes.Assessments of progress ought to be carried out regularly by top-level managers.A good environment and team spirit is required within the business.The missions, objectives, strengths and weaknesses of each department must be analysed to determine their roles in achieving the business's mission.The forecasting method develops a reliable picture of the business's future environment.A planning unit must be created to ensure that all plans are consistent and that policies and strategies are aimed at achieving the same mission and objectives.All policies must be discussed with all managerial personnel and staff that is required in the execution of any departmental policy.Organizational change is strategically achieved through the implementation of the eight-step plan of action established by John P. Kotter: Increase urgency, get the vision right, communicate the buy-in, empower action, create short-term wins, don't let up, and make change stick.[9]Policies and strategies in the planning processThey give mid and lower-level managers a good idea of the future plans for each department in an organization.A framework is created whereby plans and decisions are made.Mid and lower-level management may add their own plans to the business's strategies.Levels of managementMost organizations have three management levels: first-level, middle-level, and top-level managers.[citation needed] These managers are classified in a hierarchy of authority, and perform different tasks. In many organizations, the number of managers in every level resembles a pyramid. Each level is explained below in specifications of their different responsibilities and likely job titles.[10] Top-level managersConsists of board of directors, president, vice-president, CEOs, etc. They are responsible for controlling and overseeing the entire organization. They develop goals, strategic plans, company policies, and make decisions on the direction of the business. In addition, top-level managers play a significant role in the mobilization of outside resources and are accountable to the shareholders and general public.According to Lawrence S. Kleiman, the following skills are needed at the top managerial level. [11]Broadened understanding of how: competition, world economies, politics, and social trends effect organizational effectiveness .The role of the top management can be summarized as follows -Top management lays down the objectives and broad policies of the enterprise.It issues necessary instructions for preparation of department budgets, procedures, schedules etc.It prepares strategic plans & policies for the enterprise.It appoints the executive for middle level i.e. departmental managers.It controls & coordinates the activities of all the departments.It is also responsible for maintaining a contact with the outside world.It provides guidance and direction.The top management is also responsible towards the shareholders for the performance of the enterprise.Middle-level managersConsist of general managers, branch managers and department managers. They are accountable to the top management for their department's function. They devote more time to organizational and directional functions. Their roles can be emphasized as executing organizational plans in conformance with the company's policies and the objectives of the top management, they define and discuss information and policies from top management to lower management, and most importantly they inspire and provide guidance to lower level managers towards better performance. Some of their functions are as follows:Designing and implementing effective group and intergroup work and information systems.Defining and monitoring group-level performance indicators.Diagnosing and resolving problems within and among work groups.Designing and implementing reward systems supporting cooperative behavior.First-level managersConsist of supervisors, section leads, foremen, etc. They focus on controlling and directing. They usually have the responsibility of assigning employees tasks, guiding and supervising employees on day-to-day activities, ensuring quality and quantity production, making recommendations, suggestions, and upchanneling employee problems, etc. First-level managers are role models for employees that provide:Basic supervision.Motivation.Career planning.Performance feedback.See alsoMain article: Outline of business management Scientific managementHuman relations movementStrategic managementTotal quality managementReferences^ Oxford English Dictionary^ Administration industrielle et générale - prévoyance organization - commandment, coordination - contrôle, Paris : Dunod, 1966^ Vocational Business: Training, Developing and Motivating People by Richard Barrett - Business & Economics - 2003. - Page 51.^ a b Gomez-Mejia, Luis R.; David B. Balkin and Robert L. Cardy (2008). Management: People, Performance, Change, 3rd edition. New York, New York USA: McGraw-Hill. pp. 19. ISBN 978-0-07-302743-2.^ a b c Gomez-Mejia, Luis R.; David B. Balkin and Robert L. Cardy (2008). Management: People, Performance, Change, 3rd edition. New York, New York USA: McGraw-Hill. pp. 20. ISBN 978-0-07-302743-2.^ Craig, S. (2009, January 29). Merrill Bonus Case Widens as Deal Struggles. Wall Street Journal. [1]^ Manfred F. R. Kets de Vries The Dark Side of Leadership - Business Strategy Review 14(3), Autumn Page 26 (2003).^ Kleiman, Lawrence S. "Management and Executive Development." Reference for Business: Encyclopedia of Business (2010): n. pag. Web. 25 Mar 2011. [2].^ Kotter, John P. & Dan S. Cohen. (2002). The Heart of Change. Boston: Harvard Business School Publishing.^ Juneja hu Juneja, FirstHimanshu, and Prachi Juneja. "Management." Management Study Guide. WebCraft Pvt Ltd, 2011. Web. 17 Mar 2011.[3].^ Kleiman, Lawrence S. " MANAGEMENT AND EXECUTIVE DEVELOPMENT."Reference for Business:Encyclopedia of Business(2010): n. pag. Web. 25 Mar 2011. 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What are the contributions of Frank and Lilian Gilbreth to the scientific Management theory?
what are contributions of frank and lillian
What were the contributions to management theory of Frank and Lillian Gilbreth?
Frank (1868-1924) and Lillian (1878-1972) Gilbreth refined the field of motion study and laid the foundation for modern applications of job simplification, meaningful work standards, and incentive wage plans
Who was the first lady of management?
Lillian, Moller Gilbreth is considered the first lady of management. She was was a psychologist and industrial enegineer.
What did Frederick Taylor Frank and Lillian Gilbreth and Henry Ford have in common?
Frederick Taylor, Frank and Lillian Gilbreth, and Henry Ford were all pioneers in the field of scientific management. They focused on improving efficiency in the workplace by studying processes, implementing standardized procedures, and optimizing productivity through time and motion studies. Their contributions revolutionized modern industrial practices.
What nicknames did Lillian McMurray go by?
Lillian McMurray went by Lillian Spicer, and Lillian Curry McMurray Spicer.
What nicknames did Lillian Carter go by?
Lillian Carter went by Miss Lillian.
What is the birth name of Lillian Roth?
Lillian Roth's birth name is Rutstein, Lillian.
What is the birth name of Lillian Worth?
Lillian Worth's birth name is Lillian Murphy.
What is the birth name of Lillian Walker?
Lillian Walker's birth name is Wolke, Lillian.
What is the birth name of Lillian Miles?
Lillian Miles's birth name is Bradley, Lillian.
How tall is Lillian Moore?
Lillian Medville is 5' 4".
What is the birth name of Lillian Culver?
Lillian Culver's birth name is Roberts, Lillian.
