...The Hawthorne Experiments: Management Takes A New Direction General Electric, the major manufacturer of light bulbs, had preliminary evidence that better lighting of the work place improved worker productivity, but wanted to validate these findings to sell more light bulbs, especially to businesses. GE funded the National Research Council (NRC) of the National Academy of Sciences to conduct an impartial study. AT&T's Western Electric Hawthorne plant located in Cicero, Illinois, was chosen as the laboratory. Beginning with this early test, the “Hawthorne Experiments” were a series of studies into worker productivity performed at the Cicero plant beginning in 1924 and ceasing in 1932. Illumination Studies, 1924 -1927 The earliest experiment (1924) was conducted by the NRC with engineers from MIT. The study would end in 1927 with the NRC abandoning the project. The group examined the relationship between light intensity and worker efficiency. The hypothesis was that greater illumination would yield higher productivity. Two work groups of female employees were selected for “control” and “experimental” groups. By comparing the changes on worker productivity by manipulating lighting in the experimental group with the production of the control group, the researchers could validate and measure the impact of lighting. The study, however, failed to find any simple relationship as poor lighting and improved lighting seemed in increase productivity. Indeed, in the final stage...
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...History banks Part 1 changes in executive mgt and shariah advisory board Qualification of top mgt and mgt team Part 2 changes in banking philosophy or principles Mision vision obj corporate strategy Part 3 changes in banking practices and practical application of islamic bank Implement islamic or not Trading activities Product Annual reports Donation Sponsorship Part 4 problem Effect Solution Financial statement PART ONE Board of Directors | | Mr. Salah Mohd I Al Jaidah Chairman | | Dr. Saleh Jameel Malaikah Deputy Chairman | | | | Dr. Fouad Hayel Saeed Director | | Mr. Shahzad Shahbaz Director | | | | Mr. Subrata Kumar Mitra Director | | Mr. Syed Maqbul Quader Director | | | | | | | | | Dato’ Dr Md Khir Bin Abdul Rahman Independent Non Executive Director | | Dato’ Noorazman Bin Abd Aziz Independent Non Executive Director | | | | Dato' Sri Dr. Muhammad Shafee Bin Muhammad Abdullah Independent Non Executive Director | | | | Management Team | | | Datuk Mohamed Azahari Kamil Chief Executive Officer | | | | | | Roslan Hj Shafiei Chief Operating Officer | | | Abdul Latif Bujang Masli Chief Financial Officer | | | | | | Sharifah Normah Acting Head, Risk Management | | | Azidy Bin Daud Treasurer | | | | | | Faris Yahya Head, Investment Banking | | | Zamri Shariff Head, Asset...
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...JOMO KENYATTA UNIVERSITY OF AGRICULTURE AND TECHNOLOGY NAME; KIPTOO ABRAHAM KURGAT REG; HD211-4006/2011 COURSE; BPS UNIT; PRINCIPLES OF HRM YEAR; 1ST SEM 2 ASSIGN; HISTORY OF HRM LEC; MR MBITHI DATE ; 10TH JULY 2012 INTRODUCTION. This assignment traces the history of Human Resource Management from the Industrial Revolution in the 18th century to present times. The assignment discusses key periods and movements in this field and expands on their contribution to modern Human Resource Management. Human Resource Management can be described as "The comprehensive set of managerial activities and tasks concerned with developing and maintaining a qualified workforce - human resources - in ways that contribute to organisational effectiveness." (DeNisi and Griffin) A HISTORICAL REVIEW. The Industrial Revolution. The momentum for the industrial revolution grew through the 17th century. Agricultural methods were continually improving, creating surpluses that were used for trade. In addition, technical advances were also occurring, for example the Spinning Jenny and the Steam Engine. These advances created a need for improved work methods, productivity and quality that led to the beginning of the Industrial Revolution. Adam Smith. In 1776, Adam Smith wrote about the economic advantages of the division of labour in his work The Wealth of Nations. Smith (1776) proposed that work could be made more efficient through specialisation and he suggested that work...
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...The current issue and full text archive of this journal is available at www.emeraldinsight.com/1751-1348.htm JMH 12,3 Management history: an umbrella model 278 Robert Morris University, Allegheny, Pennsylvania, USA Nell Tabor Hartley Abstract Purpose – To assist colleagues in tying current ideas to previously established practices. To generate discussion of the current relevance of students’ understanding management history. Design/methodology/approach – A review of representative classic theorists with an eye toward matching their behavior to that of current newsmakers. This is presented in a model to insure that like areas are compared. Findings – The past is in the present. Although we may live in the day of “enlightened” “collaborative” management; there are still successful people who operate differently. Practical implications – Readers of the paper will be able to make immediate application of the model. Originality/value – Even presentation of the obvious has value. The model format is a dynamic document that others can use and improve upon. Keywords Management history, Management theory Paper type General review ˆ Plus ca change, plus c’est la meme chose. The more things change, the more they stay ¸ the same. Whatever the intended interpretation, this well-known phrase communicates the idea that the past serves as an accurate prologue and interpreter for the present as well as the future. Plutarch, centuries ago, observed: To make...
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...History of management Theory of scientific management Scientific management was proposed by Frederick Taylor. He said that “Modern management is the collaboration of people and machines to create value.” In the early days of industrialization the innovators of machines and the innovators of organization and management were engineers. Engineers, after all, were the ones closest to the machines, and this fact placed them at the interaction of workers and machines. He was an engineer at Midvale Steel Company. His direct observations of men at work led him to develop what we would call "motivation" theory. He saw human labor very much analogous to machine work--- something to be "engineered" to achieve efficiency. His theories on management would be promoted worldwide (and maybe took stronger root in Japan than in the U.S. or Europe) and would be controversial at home. If greater economic development through efficient and productive work was Taylor's own view of his work, the growing Labor Movement would see "Taylorism" as exploitive. Organized labor's antagonism to the American popularity of Taylor's work would eventually lead to Congressional hearings and, pretty much, the demise of "Scientific Management". Taylor developed his management theories in his book Shop Management published in 1903, making it arguably the first scholarly work on management. The problem, as Taylor saw it, was that workers were inefficient because: (1) Workers tended to work less than they could,...
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...There are two types of bullying; physically and emotionally. These two types of bullying are completely different but have the same effects to their victims. The jocks usually bully their victims physically. By bullying the victims physically, bullies make their targets injured.For example, by punching, slapping, strangling, drowning, etc. Jocks pick on the nerds who are physically small and / or have disability. By doing these harms to their victims, bullies think that they are strong and it will make them popular. On the other side, the victims can do nothing against them because they realize that they are smaller or because of their disability. The mean girls, on the other side, bully their victims emotionally. They don’t just go around slapping or strangling other girls. But they act mean to them, and make their victims self-esteem lower. These mean girls’ victims could be anyone, boys or girls. Even boys can’t do anything when the girls are being mean to them because sometimes they are fascinated by their beauty. Bullying can always be stopped and prevented. It is just not that easy because there are many types of bullies, some of them are heartless and unstoppable. So it is better to prevent bullying to happen to you. One way to prevent bullying to happen to you is to stay with a group of friends. Bullies normally pick on the ones who are by themselves a lot. When you are with your friends, there is a smaller chance that bullies will pick on you because you have friends...
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...Everything except Tourism is walking distance to you… You have Walgreens, Hospital, Bars, Restaurants, everything you would need in that street. If you keep walking straight like 9 minutes from your hotel you will find more bars and restaurants. You don’t need to turn left or right in that street there is everything. Obviously you should explore, but you are in the perfect location. Puerto Rico is really nothing is far. Dress Code in Condado: People dress well is not American type LOL. No running or sport shoes cause they won’t let you in. They are kind of bitchy with this. There is always something going on in Condado ALWAYS! There is a great atmosphere, music everywhere and a lot of people walking around. Clubs: If you want tables, bottles, VIP or any service, let know. -Club Brava: 15-20 minutes away, you should go. (Thursday, Friday or Saturday) @ San Juan Hotel & Casino in Isla Verde- Isla Verde is a tourist are also, Condado is better -Di Zucchero Terrace Club @ Condado (Fridays or Saturdays) – Hip Hop, House Music, Electronic. ( In Condado- In front of the Marriott Hotel) ***Casinos: La Concha Resort is the best one. (Great atmosphere in the Lobby)*** Bars: -El Barril (Great music on Fridays) - Also in Condado really close to Di Zucchero. People usually pre-game here and then they move do Di Zucchero. -MoonBar: Really nice bar @ Condado -Stop and Go: If you need beers or want to just stop by to get a beer or chill, go there. It is cheap, there is...
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...Back to Modern History SourceBook Modern History Sourcebook: Adam Smith: The Wealth of Nations, 1776 An Epitome Book I, Chapter 1. Of the Division of Labor: THE greatest improvement in the productive powers of labor, and the greater part of the skill, dexterity, and judgment with which it is anywhere directed, or applied, seem to have been the effects of the division of labor....To take an example, therefore, the trade of the pin-maker; a workman not educated to this business, nor acquainted with the use of the machinery employed in it, could scarce, perhaps, with his utmost industry, make one pin in a day, and certainly could not make twenty. But in the way in which this business is now carried on, not only the whole work is a peculiar trade, but it is divided into a number of branches, of which the greater part are likewise peculiar trades. One man draws out the wire, another straights it, a third cuts it, a fourth points it, a fifth grinds it at the top for receiving, the head; to make the head requires two or three distinct operations; to put it on is a peculiar business, to whiten the pins is another; it is even a trade by itself to put them into the paper; and the important business of making a pin is, in this manner, divided into about eighteen distinct operations, which, in some factories, are all performed by distinct hands, though in others the same man will sometimes perform two or three of them. I have seen a small manufactory of this kind where ten men only were...
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...2011 Project Management Term Paper Jenna Volk Production Operations Management 2011 Project Management Term Paper Jenna Volk Production Operations Management Project Management “Trying to manage a project without project management is like trying to play a football game without a game plan.” * K. Tate Project management, in the modern sense, began in the early 1950s, although it has its roots much further back in the latter years of the 19th century. The need for project management was driven by businesses that realized the benefits of organizing work around projects and the critical need to communicate and coordinate work across departments and professions. The government, military and corporate world have now adopted this practice. History In the 19th century, the rising complexities of the business world showed how project management evolved from management principles. In this country, the first large organization was the transcontinental railroad, which began construction in the early 1870s. Suddenly, business leaders found themselves faced with the intimidating task of organizing the manual labor of thousands of workers and the manufacturing and assembly of unprecedented quantities of raw material. Near the turn of the century, Frederick Taylor (1856–1915) began his detailed studies of work. He applied scientific reasoning to work by showing that labor can be analyzed and improved by focusing on its elementary parts. He applied his thinking...
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...Introduction Before the concepts and ideas of TQM were formalised, much work had taken place over the centuries to reach this stage. This section charts the evolution, from inspection through to the present day concepts of total quality. From inspection to total quality During the early days of manufacturing, an operative’s work was inspected and a decision made whether to accept or reject it. As businesses became larger, so too did this role, and full time inspection jobs were created. Accompanying the creation of inspection functions, other problems arose: • More technical problems occurred, requiring specialised skills, often not possessed by production workers • The inspectors lacked training • Inspectors were ordered to accept defective goods, to increase output • Skilled workers were promoted into other roles, leaving less skilled workers to perform the operational jobs, such as manufacturing These changes led to the birth of the separate inspection department with a “chief inspector”, reporting to either the person in charge of manufacturing or the works manager. With the creation of this new department, there came new services and issues, e.g, standards, training, recording of data and the accuracy of measuring equipment. It became clear that the responsibilities of the “chief inspector” were more than just product acceptance, and a need to address defect prevention emerged. Hence the quality control department evolved, in charge of which was a “quality...
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...The history of human resource management started with providing welfare measures to apprentices of the putting-out system. The first personnel department came in the early 20th century. Human resource management has evolved through the ages and gained importance with each passing age. The Origins of Workforce Management The earliest forms of human resource management were the working arrangements struck between craftsmen and their apprentices during the pre-Industrial cottage-based guild system. The apprentice lived in the workshop or home of his master, and the master took care of his health and welfare. The Industrial Revolution of the mid-eighteenth century led to the emergence of large factories and the displacement of cottage-based guild manufacturing. The unhygienic and arduous work in factories led to many labor riots, and the government stepped in to provide basic rights and protections for workers. The need to comply with such statutory regulations forced factory owners to set up a formal mechanism to redress issues concerning labor. The National Cash Register Company (NCR) established the first personnel management department to look into issues such as grievances, safety, dismissals, court cases, and also record keeping and wage management, in the aftermath of a bitter strike and lockout in 1901. Many other factories soon set up similar personnel departments. The role of such labor departments in factories was a continuation of their previous commitment to monitor...
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...The history of human resource management Written by Jodonna Green In the 1700s , the Industrial Revolution started in England that brought a transformation in the practices of production. The machine-made goods replaced hand-made goods, large factories replace cottage industries, and small-scale replaced large-scale production. The US economy converted from agri-based to industry-based. This new system required an well-organized structure, and led to recruitment of a large number of immigrants. Employment were created for the immigrants, recruitment and management of individuals gained vitality. Managers were higher than the employees. This system created a gap between the labour force and the management. Social welfare approached in the early HRM helped the immigrants to get adjusted to their jobs and to 'American' way of life. The programs was assigned to ensured an increase in productivity. In the 1790s, employees empower considerably and increased at a quick pace .In the 1800s and 1900s the advent of Labour Union led HR department more capable in politics and diplomacy. HR department has management, labour unions, and Frederick W. Taylor's (1856-1915) theory of 'Scientific Management'. In 1902, National Cash Register was formed to handle employee grievances, record keeping, wage management and other employee-related functions. In 1913, the US Department of Labour promoted the welfare of employees. In 1920s and 30s, the impact of the Hawthorne studies enhanced the physical...
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...We as humans have unlimited wants with limited resources. Everyday we demand more, and we expect it to be better in quality and cheaper in price. For somebody it is relatively easy to build a State of the Art product; however, it is hard to imitate it massively in a way that everybody can obtain the same output. It is a dishonor for a company to offer one level of worth to their product and then a customer receives something similar to the expected. In some way, it affects company’s reputation. It does not necessarily have to be something negative to the customer, perhaps a company ships something better in construction, but that suppose a negative balance to the company, as they could charge the customer more for a better product. Indeed, most companies try to be fair to their clients and to their own interests; they want to earn money out of their sales as well as have all of their consumers happy. That is why quality control exists, to make sure that everybody gets what he or she wanted to get at the stipulated cost. As a matter of fact, quality is a term that existed since the early ages. It can be observed in architecture and articles from ancient civilizations as China, Rome and Greece. For example, the Great Wall of China expands about 13,000 miles and it is similar in both construction and aspect. Also, we can take a look at ancient Greek edifications where all pillars and details are similar among all the temples to keep consistency in Greek architecture. It is noticeable...
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...grow gradually in the organisation. Human Resource Management, also known as HRM, is the function we can find within the organisation that focuses on recruitment, management, and provide direction for the employees. Humans and the potential they process are really important, they drive an organisation. Without them, everything is falling apart. Human Resource Management works to ensure that employees are able to meet the organisation’s goals. “Human Resource Management is responsible for how people are treated in the organisation. It is responsible for bringing people into the organisation, helping them perform their work, compensating them for their labours, and solving problems that rise” (Cherrington, 1995, p5). Human Resource Management deals with ensuring that the employees display the highest level of efficiency and effectiveness in the performance of the organisational functions through providing the basic conditions of work to the employees to ensure achievements of the highest levels. It is difficult to define de HRM. Some people think that it is just a modern term for the personnel management, or that it’s a generic term for all management activities. They also can think that now the HRM is more for the companies than for the employees. It’s a vague and elusive concept and we can find different definitions and interpretation in the books about Human Resource Management. The place of the Human Resource Management differs for each company, so do the activities associated...
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...Leadership Management History Summary Exam Paper The basis of Maslow’s motivation in a paper he wrote in 1943 A Theory of Human Motivation (Hierarchy of Needs) theory is that human beings are motivated by unsatisfied needs, and that certain lower factors need to be satisfied before higher needs, and that certain lower factors need to be satisfied before higher needs can( Daft p.229). According to Maslow, there are general types of needs physiological, safety, belongingness, esteem, self- actualization that must be satisfied before a person can act unselfishly. These needs arranged by ascending order of importance with self-actualization being the most important. He called the other three “deficiency needs” such as physiological, safety and belonging. Maslow's concept of self-actualization, which is personal growth and fulfillment relates directly to the present day challenges and opportunities for employers and organizations to provide real meaning, purpose and true personal development for their employees. Maslow saw these issues fifty years ago: the fact that employees have a basic human need and a right to strive for self-actualization, just as much as the corporate directors and owners do. In actuality almost all-individual growth, whether in a hobby, a special talent or interest, or a new experience, produces new skills, attributes, behaviors and wisdom that is directly manageable to any sort of job role. The Hierarchy of Needs theory remains valid today for understanding...
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