The document discusses the history and evolution of management from Frederick Taylor's scientific management principles in the 1850s to modern approaches. It outlines Taylor's four principles of scientific management but notes that when taken to an extreme, a focus only on profits can be detrimental. Later researchers like Elton Mayo, who studied motivation, and W. Edwards Deming, who emphasized that problems often lie with systems not people, argued for approaches that consider human factors like belongingness, involvement in decision-making, and treating people with respect. The document concludes by providing six tips for modern managers to eschew hierarchy, be approachable, avoid micromanaging, teach problem-solving skills, foster safety to take risks, and remain engaged at work.

1. Let’s get rid of all the managers!
not
Julia Wester
Manager, Customer Education at LeanKit
@everydaykanban | everydaykanban.com

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Julia

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The birth of management
Frederick W. Taylor
1850s
Primary goal:
maximum prosperity for
the employer AND the
employee.
Taylor: The Principles of Scientific Management

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4 Principles of Taylorism
• Develop a science for each element
of a job, replace rule-of-thumb
• Scientifically select and then train,
teach and develop the workers
• Cooperate with workers to ensure
work is done in accordance with the
science
• Management takes the burden of
figuring out how to do the job
Taylor: The Principles of Scientific Management

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When good management turns bad
In Taylor’s words:
Taylor: The Principles of Scientific Management
“An employer driven by
dividends alone, who
doesn’t do his share of the
work, and who cracks the
whip on his employees”

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Rethinking motivation
Elton Mayo
1930s
F. W. Taylor
1850s
Belonging, involved
in decision making.
Monetary incentives;
working conditions
<

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Rethinking decision-making
1940s: introduced the idea
of decentralization – fast
decisions made close to the
source
1950s: originated idea of
the corporation as a human
community built on trust &
respect for the worker

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People are already doing
their best; the problems are
not the people but are with
the system.
It is mgmt’s responsibility to
change the system.
W. Edwards Deming

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Quick Doc! We gotta save management!

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+ =
6 tips for being a great manager

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#1
Eschew
hierarchy.
Be part of
the team

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Resources
So… treat people like
people, NOT

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Be approachable#2
Gallup: State of the American Manager

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§ Make goals and
boundaries clear
§ Adopt back-
briefing
§ Keep open channels
of communication
§ Don’t punish for
mistakes within
boundaries
Avoid micromanaging#3

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Teach
people
to be
problem
solvers
#4

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#5
Foster
cognitive
safety

18. @everydaykanban Joshua Kerievsky, Industrial Logic, @joshuakerievsky

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Be
engaged
at work
#6
Gallup: State of the American Manager

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Project Oxygen
Employees with high-scoring bosses
consistently reported greater satisfaction in
multiple areas, including innovation, work-life
balance, and career development.

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Project Oxygen
Good managers don’t need to be experts, but should:
• be even keeled
• make time for one-on-ones
• help by asking questions, not dictating answers
• take an interest in employees’ lives and careers.
http://www.nytimes.com/2011/03/13/business/13hire.html

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Management is
about human beings.
Its task is to make people
capable of joint performance,
to make their strengths
effective,
and their weaknesses
irrelevant.
Peter Drucker

23. www.leankit.com
Julia Wester | @everydaykanban | EverydayKanban.com