Management Theory Flashcards
What is management
The process of coordinating and overseeing the work of others to achieve organisation goals efficiently and effectively- involves planning, organising, leading and controlling resources
What are the origins of management
Renaissance Italy - maneggiere
Industrial Revolution
Europe - menagement
Modern Era
What’s the timeline of management theory development
1916 - Fayols
1960 - mcgregor xy
1964 - Becker human capital
1966 - foxes frames of reference
1975 agency
1979 - lewin leadership styles
1989 -Rousseau psych contract
2003 - ADKAR change management
Explain Fayols principles
Proposed 14 principles
Eg division of work, authority, discipline and unity of command
What were the limitations of Fayols theory
Mechanistic
Assumes static environments
No account for human behaviour or conflict
What was Fayols contribution
Created framework to formalise managerial roles - this was crucial for transitioning small organisations to larger hierarchical
Key ideas of Foxes frames of reference 1966
Identified 3 perspectives in workplace relations
Unitary harmonious/conflict
Pluralist competing interests/conflict is inevitable and manageable
Radical Marxist systemic inequalities and power imbalances
What was Foxes contribution
Highlighted sociopolitical nature of organisations contrasting Fayols structural approach by emphasising different perceptions and stakeholder interests
What was Foxes impact on management
Managers consider diverse employee perspectives preparing way for theories that focus on psychological and motivational aspects
What were key ideas of mcgregors theory 1960
Theory x- assumes employees are lazy, dislike work and need constant supervision
Theory y- assumes employees are self motivated seek responsibility and are capable of innovation
What’s mcgregors contribution
Encouraged managers to reconsider their assumptions about employees and advocate for empowerment and participative decision making under theory y
Mcgregors impact on management
Laid groundwork for people orientated leadership styles influencing future motivation theories like Herzberg and maslow
Frederick Herzbergs theory
The Motivation to Work 1959
Bernard Mausner
Barbara Bloch Snyderman
Motivator Hygiene 2 factor
Motivator ensures job satisfaction
Lack of hygiene ensures job dissatisfaction
Maslows theory
Theory of hierarchical needs 1954
D set and b set 1943
Each must be met before one can level up
Self actualisation
Self esteem
Social
Safety
Physiological
What’s Beckers theory
Human capital 1964
Key ideas of beckers theory
Emphasised investment in employee skills and education to enhance organisation productivity and economic performance
Contribution of beckers human capital theory
Reframed employees as assets
Impact of beckers theory on management
Aligned with mcgregors emphasising employee potential and need for organisations to invest in workforce development
Rousseaus theory
1989
Psychological contract theory
Key ideas of Rousseau theory
Described the unwritten contract between employees and employers eg fairness job security
Impact of Rousseaus theory on management
Managers realised that Maintaining psychological contract was critical for engagement loyalty and retention complementing human centric of mcgregors and becker
Contribution of Rousseau theory
Emphasised trust, mutual respect and fairness
Lewin1979
Leadership styles
Transactional
Transformational
Servant
What’s transactional leadership
Focus on structured tasks, rewards and punishment
What’s transformational leadership
Emphasis on vision, inspiration and organisational change
What’s servant leadership
Prioritising well being and development of followers
What’s the impact of Lewins theories of leadership styles
Managers adapt their styles to be situational recognising the diverse needs of teams and contexts
What was lewins contributions
Bridged earlier motivational theories with organisational dynamics showcasing how leadership can directly influence performance and culture
Agency theory
Mitnick 1975
Ross 1973
Principal agent relationship
Agents ie managers may not act in best interests of principal ie owners
Contribution of agency theory
Introduced mechanisms like performance based incentives to align agent behaviour with principal interests
Impact of agency theory on management
Added economic perspective focused on alignment, control and trust complementary to earlier psychological and leadership theories
ADKAR change management theory HIATT 2003
Aware - recognise need for change
Desire - willingness to support change
Knowledge - equip ppl with know how
Ability - develop skills to implement
Reinforcement - ensure sustainability of change
Contribution of ADKAR
Synthesised earlier theories into practical people focused model accountable for structural and human elements
Impact of ADKAR on management
Provided managers with actionable insights to guide change addressing resistance and ensuring long term adoption
Modern perspective of management
Adaptability
Innovation
Stakeholder focus
How can we incorporate management theories into better public management
Efficiency and structure- Fayol
Managing conflict - fox
Employee motivation- mcgregor
Workforce development- human capital trust and expectation- psychological contract
Visionary leadership - leadership styles
Accountability- agency
Change management- ADKAR
Example of Fayols theory
Streamlining processes in health service by implementing efficient reporting structures and ensuring resources are directed at high priority areas like reducing waiting lists
Key applications of fayol
Authority and responsibility- empower managers with decision making power while ensuring they’re accountable for outcomes
Unity of direction- align dept objectives with overarching national policies ensuring all units work towards shared goals
Outcome of application of fayol
Improved org efficiency enabling effective delivery of public projects
Key application of Fox in managing conflict
Pluralist approach- recognise diverse interests of public servants, citizens and trade unions- requires dialogue and compromise
Practical example of Fox frames of reference
Use collaborative decision making re public sector pensions by involving union reps and employees in negotiations
Outcome of Fox application in managing conflict
Enhanced industrial relations
Application of mcgregors x y in employee motivation
Shift from x top down to y
Allow employees to contribute to decision making process especially in local government ie community planning
Practical example of xy
Incentives for employees who come up with ideas eg digitising public records
Outcome is higher employee satisfaction
Application of human capital theory on workforce development
Invest in professional development
Develop leadership training which specifically address public sector challenges including navigating political pressure and managing public accountability
Practical example of human capital
Upskill upcoming professionals in environmental policy or social services
Outcome of applying human capital
Future ready workforce adaptable to emerging challenges including navigating political public service
Application of psychological contract theory
Foster strong contract by addressing employee expectations re security and progression work life balance
Ensure transparency in communication especially on org changes such as dept restructuring
Practical application of psychological contract
Rollout of remote working demonstrate fairness by ensuring all employees have tools and clear guidelines
Outcome of psychological contract application
Increased trust and loyalty = better service
Lewins leadership application
Train leaders in public service to adopt transformational to inspire teams
Encourage servant for leaders to prioritise team and community
Outcome of visionary leadership application
A culture that motivates employees and drives societal change
Application of agency
Design systems that align actions of civil servants which meet expectations of government
Practical example of agency theory
Implement KPIs
Outcome of application of agency theory
Improved governance and trust
Key applications of ADKAR
Use it to manage transitions in public sector such as adopting new tech or implementing climate adaptation strategies
A - communicate reason for change
D - engage employees in shaping change
K- provide training
A- support employees with resources
R- recognise achievements and institutionalise changes to make them sustainable
Practical example of ADKAR
Transition public sector employees to digital platform for citizen engagement to reduce admin burden
Outcome of ADKAR example
Smooth implementation of reform and advanced tech with little resistance
