The Classical Approach To Organizational Management

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The Classical Approach • A Classical approach to organizational management and early organizational theories were designed to predict and control behavior in organizations. A classical approach to management is a set of homogeneous ideas on the management of organizations that came in the late 19th century and early 20th century. This type of perspective emerged from the industrial revolution and centers on theories of efficiency. At the end of the 19th century when production pervasive in large scaled organizations raise, people working for factory companies have been looking for ways to motivate employees and productivities. A need for management idea’s came to pass which directed to classical contributors such as Frederick Taylor, Henry…show more content…
Although he passed the entrance exam for Harvard Law School, instead of becoming a lawyer as his family wanted, in 1874 he took a manual job in an engineering company and became skilled pattern maker and machinist. In 1878, he joined the Midvale Steel Company as a labourer, but eventually rose up the ranks to become the Chief Engineer. Frederick had enough of working for other people, in 1893 he set up his own consultancy (Sheldrake, 1996). Taylor was an accomplished and talented engineer, and became a leading authority on metal cutting and a successful inventor. It Was Taylor’s contribution to work organization the he is more infamous for. Taylor was a highly controversial figure during his lifetime and still remains so more than 90 years after his death. Fredrick’s theory of management was a direct challenge to both workers and managers. Taylor was a notorious neurotic many would not hesitate to write crank and there is even a case for upgrading the diagnosis to maniac. Through his experience as a shop floor worker, manager and consultant, Taylor made a major contribution to the development of managerial theory and practice in the 20th century. His original attempts to improve productivity were less than successful. Not only was his use of sacking, blacklisting and victimization counterproductive, the bitterness that this provoked haunted him for the rest of his life. It was his failure to achieve change by as Taylor termed it “managerial thuggery ” that led him to seek an alternative method of change management that the workers and management would accept because they could see that it was rational and fair. Thereafter his prime preoccupation became the pursuit and promotion of a scientific approach to
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