The document discusses several theories of human resources and organizational management that emerged over time:
Classical management theory from the early 1900s focused on efficiency through bureaucratic, scientific, and administrative approaches. Human relations theory from the 1920s addressed human/social factors and motivation. Human resources management from the 1950s emphasized meaningful work, participation, and motivation/leadership techniques. Organizational behavior theory from the late 1950s examined relationships within organizations and building relationships.
Bureaucratic management relies on a rational set of structuring guidelines, such as rules and procedures, hierarchy, and a clear division of labor. Scientific management focuses on the “one best way” to do a job. Administrative management emphasizes the flow of information in the operation of the organization.
Hawthorne Studies – the bias that occurs when people know they are being studied 4 Phases – study the effect of working conditions on productivity
Behavioral approach did not always increase productivity
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