Henry Gantt
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Henry Gantt was an American mechanical engineer and management consultant in the early 20th century best known for developing the Gantt Chart, a production scheduling chart. He graduated from Johns Hopkins University and worked as an engineer before collaborating with Frederick Winslow Taylor on applying scientific management principles. Gantt later developed his own task and bonus system and the Gantt Chart, which helped visualize work schedules and became foundational for later project management tools. He received honors like the American Society of Mechanical Engineers medal for his contributions to workforce and productivity management.
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Gantt’s contribution to scientific management
Henry Gantt made several important contributions to scientific management including developing the Gantt chart, task and bonus system, and emphasizing the social responsibility of businesses. The Gantt chart visually depicts the tasks, start/end dates, durations, and dependencies of a project. Gantt's task and bonus system rewarded workers for completing tasks ahead of schedule. He believed businesses have a duty to improve society and workers' welfare, not just maximize profits.
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The classical theory of management evolved in the 19th century during the Industrial Revolution to establish management's role in organizations. It focused on efficiency and viewed employees as motivated solely by economic factors. The theory comprised three constituent theories: scientific management, which aimed to optimize work; bureaucratic management, which advocated a hierarchical structure; and administrative management, which saw management as a process of coordinating people. Classical theory emphasized specialization, structure, and economic incentives but ignored social and informal aspects of organizations. While it brought rationality and predictability, it also risked rigidity and goal displacement.
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Philosophies & approaches to management practices
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2. Taylor advocated for standardizing tools and procedures based on time studies to determine the most effective methods. He also pushed for assigning workers daily quotas based on these studies to incentivize higher productivity.
3. Taylor's scientific management principles included developing a true science of work, scientifically selecting and training employees, equally dividing work and responsibility between management and workers, and fostering intimate cooperation between the two groups. The goal was to increase overall efficiency and prosperity for both workers and employers.
Henry fayol
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Gantt’s contribution to scientific management
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1. Frederick Taylor is considered the father of scientific management. He developed theories and techniques to optimize productivity, including time and motion studies to determine the most efficient ways to perform tasks.
2. Taylor advocated for standardizing tools and procedures based on time studies to determine the most effective methods. He also pushed for assigning workers daily quotas based on these studies to incentivize higher productivity.
3. Taylor's scientific management principles included developing a true science of work, scientifically selecting and training employees, equally dividing work and responsibility between management and workers, and fostering intimate cooperation between the two groups. The goal was to increase overall efficiency and prosperity for both workers and employers.
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This document discusses the history and principles of scientific management as developed by Frederick Winslow Taylor in the late 19th/early 20th century. It traces the origins of scientific management from the Industrial Revolution and describes Taylor's four main principles: replacing rule-of-thumb work with scientific analysis, developing each worker's maximum efficiency, cooperation instead of individualism, and separating planning from doing. The document also outlines criticisms of Taylor's approach, such as its exploitation of workers and mechanical treatment of humans.
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2. New demands are placed on managers due to trends like the rise of the knowledge economy and changing demographics. Managers must adapt to these new realities.
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- Theories discussed include Maslow's hierarchy of needs, findings from the Hawthorne studies that social factors impact productivity, McGregor's Theory X and Y about management assumptions of workers, and Herzberg's motivation-hygiene theory distinguishing job factors and environmental factors.
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Importance of motivation
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2. Motivated employees and empowered teams are more likely to help businesses succeed and achieve goals.
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evolution of management
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Administrative management theory and comparison of administrative vs scienti...
BRIEF TO ADMINISTRATIVE MANAGEMENT THEORY
HISTORY OF ADMINISTRATIVE MANAGEMENT THEORY
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DEFINISTION OF ADMINISTRATIVE MANAGEMENT THEORY
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Classical and Neo Classical Theory
The document summarizes classical management theories including scientific management, administrative management, and bureaucratic management. Scientific management focused on improving efficiency through tasks analysis, time-motion studies, and differential wages. Administrative management principles emphasized division of work, authority and responsibility, and discipline. Bureaucratic management was based on firm rules, hierarchies, and impersonal treatment of workers. Later, the human relations movement arose in response to classical theories, emphasizing that human factors are important for productivity and management style.
Frederick herzberg theory of motivation
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Henry gantt
Henry Gantt fue un ingeniero industrial estadounidense conocido como el "Padre de la Gestión". Colaboró estrechamente con Frederick Taylor y desarrolló técnicas como el diagrama de Gantt y un sistema de salarios basado en tareas y bonificaciones. Gantt se centró no solo en las ganancias sino también en mejorar las condiciones de los trabajadores y crear un ambiente de cooperación entre la administración y los obreros.
Henry l. gantt
Henry L. Gantt fue un ingeniero industrial estadounidense que colaboró con Frederick W. Taylor y contribuyó a la Escuela de Administración Científica. En 1917 creó el diagrama de Gantt, una herramienta de programación aún ampliamente utilizada que permite planificar y visualizar tareas de manera flexible y de fácil comprensión. Gantt también propuso otros métodos para mejorar la eficiencia industrial y fomentar un enfoque humanista en la administración.
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Scientific management
This document discusses the history and principles of scientific management as developed by Frederick Winslow Taylor in the late 19th/early 20th century. It traces the origins of scientific management from the Industrial Revolution and describes Taylor's four main principles: replacing rule-of-thumb work with scientific analysis, developing each worker's maximum efficiency, cooperation instead of individualism, and separating planning from doing. The document also outlines criticisms of Taylor's approach, such as its exploitation of workers and mechanical treatment of humans.
Management Theories
Management theories can be categorized into different groups such as motivation theories, scientific management theories, bureaucratic theories, and human relations theories. Motivation theories try to explain what motivates employee behavior and include theories such as Maslow's hierarchy of needs and Herzberg's hygiene theory. Scientific management theories focus on improving efficiency and include Taylor's principles of scientific management and Gantt charts. Bureaucratic theories emphasize hierarchy, rules, and standardization as represented by Weber's bureaucracy model. Human relations theories view employees as the source of productivity and include the work of Elton Mayo and William Ouchi's Theory Z.
scientific management
Scientific management emerged between 1910-1935 and was pioneered by Frederick Taylor, Henry Gannt, Frank and Lillian Gilbreth, Luther Gulick, Max Weber, and Henri Fayol. They approached management in a scientific manner using tools like research, analysis, and standardization of tasks. Taylor is known for his time and motion studies and piece-rate payment systems. Gannt developed charting methods and incentive plans. The Gilbreths analyzed motions to reduce wasted time. Gulick established principles of administration and coordination. Weber described bureaucratic organization and authority. Fayol identified functions and principles of management. Scientific management emphasized efficiency and standardized work processes.
Behavioral management theory
The behavioral management theory addresses human behavior and motivation in the workplace. Theorists like Hugo Munsterberg, Douglas McGregor, and Abraham Maslow contributed ideas around applying psychology to industries. McGregor proposed "Theory X" and "Theory Y" assumptions about human nature and motivation. Maslow developed a hierarchy of needs that classified human needs from physiological to self-actualization and how satisfying lower needs impacts motivation.
Scientific management
Scientific management is a theory of management that was developed by Frederick Winslow Taylor in the 1880s-1890s. The theory aimed to improve economic efficiency, especially labor productivity, through analyzing and establishing optimized workflow processes. Some key elements of scientific management include selecting the best employees for each job, determining the one best way to perform each job, implementing a system of financial incentives like pay-per-piece work. While it aimed to increase efficiency, scientific management has been criticized for being too focused on specialization and individual performance over group efforts and innovation. It also prioritized monetary motivations over employee development.
Porter and lawler model
The Porter and Lawler Model is a theory of work motivation that expanded on Victor Vroom's expectancy theory. It proposes that an individual's motivation to complete a task depends on the reward they expect to receive and that satisfaction is determined by the perceived fairness of intrinsic and extrinsic rewards for high performance. The model incorporates personal and environmental factors, individual differences, and choice among alternative behaviors to explain motivation in work organizations.
Peter drucker management
This document discusses Peter Drucker's views on management. Some key points:
1. Drucker sees management as a discipline that involves setting objectives, organizing work, motivating people, measuring performance, and developing individuals within an organization.
2. New demands are placed on managers due to trends like the rise of the knowledge economy and changing demographics. Managers must adapt to these new realities.
3. Drucker discusses various aspects of effective management including decision making, developing people, innovation, organizational structure, and social responsibilities of institutions.
4. The role of the individual is also changing in the knowledge society, with new demands for continuous learning and adapting to different jobs and careers over a lifetime.
Human relation theory_l5
This document provides an overview of human relations theory in organizational analysis. Some key points:
- Human relations theory emerged in the 1930s as an alternative to classical management theories that treated workers as cogs in a machine. It focused on social and emotional aspects of work.
- Theories discussed include Maslow's hierarchy of needs, findings from the Hawthorne studies that social factors impact productivity, McGregor's Theory X and Y about management assumptions of workers, and Herzberg's motivation-hygiene theory distinguishing job factors and environmental factors.
- Human relations theory sought to increase efficiency and productivity by addressing issues like specialization, hierarchies, and dehumanization through practices like counseling, incentives, and
Evolution of management theories
The document traces the evolution of management theories from early customized production approaches to modern concepts. It discusses early theorists like Fayol who identified core management functions including planning and controlling. It also outlines classical theorists like Taylor who emphasized scientific analysis of work and Ford who developed assembly line production. Later thinkers like Sloan incorporated concepts like market segmentation and annual styling changes. The Toyota Production System introduced just-in-time production and quality control methods like Jidoka.
Evolution of management
This document provides an overview of the evolution of management theories from ancient civilizations to modern times. It discusses early management practices in ancient Egypt, Babylon, China, and among Hebrews. It then outlines several classical management schools from 1880-1950 including scientific management theorists like Taylor and Gilbreth, as well as Weber's bureaucracy theory and Fayol's 14 principles of management. The document also discusses neoclassical thinkers like Mary Parker Follett who emphasized common goals and ethics over command-style hierarchies.
Organization Theory
This document provides an overview of classical and modern organization theory as applied to health care organizations. It discusses several theories of organization including scientific management, administrative management, behavioral, systems, and contingency theories. Scientific management theory focuses on standardization, time studies, and dividing work responsibilities. Administrative theory examines formal structure, rules, and principles of management. Behavioral theory emphasizes human factors like motivation, leadership, and group dynamics. Systems theory views organizations as goal-oriented systems, while contingency theory contends there is no single best way to manage and the approach must fit the situation. The theories provide frameworks for functions like management structures, performance evaluation, process standardization, and adapting to changing environments in health care.
Importance of motivation
1. Motivation is important for organizations and individuals as it leads to improved performance and productivity.
2. Motivated employees and empowered teams are more likely to help businesses succeed and achieve goals.
3. Motivation fosters job satisfaction, self-development, and a positive work environment.
evolution of management
This document summarizes the historical roots and evolution of management theories from pre-scientific management to modern approaches. It describes key contributors and ideas from each era, including: Robert Owen and Charles Babbage in the pre-scientific period; Adam Smith's contributions around division of labor during the Industrial Revolution; Frederick Taylor's scientific management principles; Henri Fayol's administrative management functions; Max Weber's bureaucratic model; the human relations movement led by Hawthorne Studies and Elton Mayo; systems approach defining organizations as interconnected systems; and contingency approach emphasizing adapting to changing environments. The document traces over 200 years of management theory development and changing views on organizations, work, and workers.
Classical schools of management
This document summarizes the classical schools of management theory that developed during the Industrial Revolution to address problems in managing employees and increasing productivity. The two branches discussed are the classical scientific school and the classical administrative school. The classical scientific school focused on analyzing jobs and standardizing work processes, as championed by Frederick Taylor. The classical administrative school emphasized formal organizational structures and management principles, as studied by theorists like Max Weber, Henri Fayol, and Mary Parker Follett.
Task-Oriented Leader
A task-oriented leader focuses on completing tasks and achieving goals. They define work and roles, plan and organize tasks, and monitor progress. Key strengths are meeting deadlines and ensuring work gets done efficiently. However, criticisms include neglecting employee welfare and happiness, which can demotivate staff and limit creativity. While necessary for completing work, task-oriented leadership alone is not ideal if it does not also attend to individual and team needs.
Frankn and lillian gilberth
Frank and Lillian Gilbreth were pioneering industrial engineers who developed motion study and time study techniques to analyze workplace efficiency. Frank focused on time and motion studies, while Lillian studied workplace psychology. Together they developed the concept of "therbligs", which are the 18 basic elemental motions of any task. Their research found that minimizing unnecessary motions and analyzing tasks at a granular level could significantly improve productivity and reduce worker fatigue. Their theories demonstrated how scientific analysis of work processes can increase efficiency and satisfaction.
Administrative management theory and comparison of administrative vs scienti...
BRIEF TO ADMINISTRATIVE MANAGEMENT THEORY
HISTORY OF ADMINISTRATIVE MANAGEMENT THEORY
INTRODUCTION TO ADMINISTRATIVE MANAGEMENT THEORY
DEFINISTION OF ADMINISTRATIVE MANAGEMENT THEORY
WORKS OF HENRY FAYOL
PRINICIPLES OF ADMINISTRATIVE MANAGEMENT THEORY
COMPARISON OF ADMINISTRATIVE VS SCIENTIFIC MANAGEMENT THEORY
Power, authority and influence
This document defines power, authority, and influence and identifies their key characteristics. It discusses six sources of power according to French and Raven's framework: position, control of resources, social connections, expertise, control of information, and personal characteristics. Six influence strategies ("6 Ps") are also identified: position, push, pull, persuasion, preparatory, and preventative. The document concludes with a discussion of traditional theories of leadership, including trait, style, and contingency theories.
Classical and Neo Classical Theory
The document summarizes classical management theories including scientific management, administrative management, and bureaucratic management. Scientific management focused on improving efficiency through tasks analysis, time-motion studies, and differential wages. Administrative management principles emphasized division of work, authority and responsibility, and discipline. Bureaucratic management was based on firm rules, hierarchies, and impersonal treatment of workers. Later, the human relations movement arose in response to classical theories, emphasizing that human factors are important for productivity and management style.
Frederick herzberg theory of motivation
Fredrick Herzberg developed the two-factor theory of motivation in the 1950s and 1960s based on interviews with 200 engineers and accountants. The theory distinguishes between hygiene factors, like salary and working conditions, which prevent dissatisfaction but do not motivate, and motivational factors like achievement, recognition, and responsibility, which positively motivate employees. Herzberg concluded managers should focus on motivational factors like job enrichment to increase employee satisfaction and motivation rather than just hygiene factors. However, the theory has been criticized for having a limited scope and methodology.
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Henry Gantt fue un ingeniero industrial estadounidense conocido como el "Padre de la Gestión". Colaboró estrechamente con Frederick Taylor y desarrolló técnicas como el diagrama de Gantt y un sistema de salarios basado en tareas y bonificaciones. Gantt se centró no solo en las ganancias sino también en mejorar las condiciones de los trabajadores y crear un ambiente de cooperación entre la administración y los obreros.
Henry l. gantt
Henry L. Gantt fue un ingeniero industrial estadounidense que colaboró con Frederick W. Taylor y contribuyó a la Escuela de Administración Científica. En 1917 creó el diagrama de Gantt, una herramienta de programación aún ampliamente utilizada que permite planificar y visualizar tareas de manera flexible y de fácil comprensión. Gantt también propuso otros métodos para mejorar la eficiencia industrial y fomentar un enfoque humanista en la administración.
Henri Gantt
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Henry laurence gantt
Henry Laurence Gantt fue un ingeniero industrial estadounidense del siglo XIX que trabajó con Frederick Winslow Taylor en mejorar la organización del trabajo industrial. Gantt es conocido por desarrollar el diagrama de Gantt, una herramienta gráfica para representar el progreso de un proyecto a lo largo del tiempo que aún se usa hoy en día. El diagrama de Gantt permite observar retrasos y adelantos de un proyecto y calcular los recursos y costos totales.
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Frederick Taylor Teoría Administrativa.
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09 gantt charts
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Gantt chart
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Introduction to objective, scope and outcome the subject
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Henry Gantt
- 1. HENRY GANTT Presented by DEVAKI NAIR MPOB, MBA, ASIET Prof. Nimal C Namboodiripad
- 2. Henry Gantt • Henry Laurence Gantt (1861-1919) was an American Mechanical Engineer and Management Consultant best known for developing the Gantt Chart in the 1910s. • He graduated from John Hopkins University in 1880 • Did his Masters in Engineering from Stevens Institute of Technology, New Jersey • In 1884 he joined as Mechanical Engineer with Pool and Hunt of Baltimore
- 3. Gantt’s Legacy • From 1887 he worked with FW Taylor at Midvale and Bethlehem Steel in applying his scientific principles of management • He felt industrial efficiency can only be produced by the application of scientific analysis to all aspects of the work in progress. • The management role is to improve the system by eliminating chance and accidents
- 4. Gantt’s Legacy • But later reworked on Taylor’s ideas to come out with his own task and bonus system. • Each person who finished his quota will get a bonus • So also the supervisor under whom he is working • If all workers under a supervisor attained quota he will get additional bonus
- 5. Gantt’s Legacy • Each worker’s job was publicly graded black when achieved standard, red when not • He believed that businesses have obligations to the welfare of the society in which they operate. • Originated a charting system for production scheduling called Gantt Chart • Forms basis of CPM of DuPont and PERT of Navy
- 6. Gantt Chart • Gantt created many types of charts so that foremen or other supervisors could quickly know whether production was on schedule, ahead of schedule, or behind schedule. • The chart describes two types of balances: – the "man’s record", which shows what each worker should do and did do & – the "daily balance of work", which shows the amount of work to be done and the amount that is done.
- 7. Gantt Chart • According to Gantt his charts: • measure activities by the amount of time needed to complete them besides • represent the amount of the activity that should have been done in that time.
- 8. Honours • The American Society of Mechanical Engineers (ASME) awards an annual medal in honour of Henry Laurence Gantt.
- 9. Publications • A graphical daily balance in manufacture (1903) • Training Workmen in Habits of Industry and Coöperation (1908) • The Compensation of Workmen ...: Lecture at Harvard Graduate School of Business Administration (1910) • Work, Wages, and Profits: Their Influence on the Cost of Living, Engineering Magazine Company, New York (1910)
- 10. Publications • Co-authored with Dabney Herndon Maury, The Efficiency of Fluid in Vapor Engines (1884). • Industrial leadership, Yale University Press, New Haven (1916). • Organizing for Work, Harcourt, Brace, and Howe, New York (1919).