1. Administrative Management (Henri Fayol)
Henri Fayol (1841–1925), a French industrialist, is known as the "Father of General Management." While Taylor focused on the "shop floor" (workers), Fayol focused on the top management level. He believed that management was a universal skill that could be taught.
Five Elements of Management
Fayol identified five key functions that every manager must perform:
- Planning: Examining the future and drawing up a plan of action.
- Organizing: Building up the dual structure (material and human) of the undertaking.
- Commanding: Maintaining activity among the personnel.
- Coordinating: Binding together, unifying, and harmonizing all activity.
- Controlling: Ensuring that everything occurs in conformity with established rules and expressed command.
2. 14 Principles of Management
Fayol's 14 principles serve as flexible guidelines for effective administration. Some of the most critical ones for exams include:
- Division of Work: Specialization increases output by making employees more efficient.
- Authority and Responsibility: Managers must be able to give orders, but with authority comes responsibility.
- Unity of Command: An employee should receive orders from one superior only to avoid confusion.
- Unity of Direction: One plan and one head for a group of activities having the same objective.
- Scalar Chain: The line of authority from top management to the lowest rank (the hierarchy). Fayol suggested "Gang Plank" as a shortcut for urgent communication.
- Esprit de Corps: Promoting team spirit and unity within the organization.
3. Human Relations Theory (Elton Mayo)
Elton Mayo (1880–1949) challenged the classical "machine" view of organizations. His Human Relations Theory shifted the focus from physical conditions and rules to social and psychological factors at work.
Core Argument
Workers are not just "economic men" motivated by money. They are social beings who need recognition, belonging, and a sense of participation. The organization is a social system, not just a technical one.
4. The Hawthorne Experiments (1924–1932)
Conducted at the Western Electric Company in Chicago, these experiments are the foundation of modern organizational behavior.
Four Major Phases
- Illumination Experiments: Found that productivity increased regardless of whether light was increased or decreased, because workers felt "special" being observed (The Hawthorne Effect).
- Relay Assembly Test Room Study: Productivity rose due to better social relationships and a friendly supervision style, not just rest pauses or shorter hours.
- Mass Interviewing Programme: Revealed that workers' attitudes were influenced by their social life and group dynamics.
- Bank Wiring Observation Room Study: Showed that workers formed "Informal Groups" with their own norms, often restricting output to protect group interests.
6. Exam Focus: Tips and FAQs
Exam Tips
- Unity of Command: This is a favorite short-note topic. Contrast it with Taylor’s Functional Foremanship (where one worker has 8 bosses).
- The Hawthorne Effect: Define it as the tendency of people to work harder when they know they are being studied or given attention.
- Informal Groups: In any long answer on Mayo, emphasize that productivity is a social phenomenon, not just a technical one.
Frequently Asked Questions
Q: What is the "Gang Plank"?
A: It is a bridge allowing horizontal communication between two officials of the same level in the scalar chain to avoid delays during emergencies.
Q: Why did Mayo criticize the "Rabble Hypothesis"?
A: He rejected the idea that individuals are only unorganized, self-interested atoms; he proved they are part of powerful social groups.