Capitalist Philosophers

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The Capitalist Philosophers Jerry Godwin Tom Brownfield Bruce Hughes Rob VanDerWall Aleisha Knochenhauer Greg Darnell Team 3 November 10, 2001

Transcript of Capitalist Philosophers

Page 1: Capitalist Philosophers

The Capitalist Philosophers

Jerry Godwin Tom Brownfield

Bruce Hughes

Rob VanDerWall Aleisha Knochenhauer

Greg Darnell

Team 3

November 10, 2001

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The Capitalist Philosophers

1800 1850 1940 1950 1960 1970 1980

McGregor

Roethlisberger

Mayo

Maslow

Barnard

Drucker

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Fritz Jules Roethlisberger

Born: October 29, 1898 in New YorkDied: May 17, 1974

Fractured IdentityDad – died when Fritz was very youngMom – was a young mom and she remarried having three more siblingsIdentity Crisis – Fritz never had friends at school, got along with his family, or had hobbies other than reading

The Hawthorn Studies - Roethlisberger is Mayo’s Workhorse

Fritz uncovers The Hawthorne effectFritz suggests “methods of supervision”Fritz discovers an “informal organization”Fritz coins the “man in the middle syndrome”

Roethlisberger’s CallingMayo Gives Fritz a JOB that he begins to enjoyMayo’s view of Fritz was one of a technical bore and someone who could help him with his projects

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The Hawthorn Studies - EffectsAT&T CompanyWorld War IIManagement and the WorkerMayo & RoethlisbergerAn Achilles heel

Roethlisberg Becomes His Own Man Old Anxieties resurfaceThe Rift of Mayo and FritzRoethlisberger’s elusive phenomenonNewfound ChallengesWhat to do now?Fame & Success

The BacklashFritz’s fadMalcom McNairRoethlisberger’s Summation

Fritz Jules Roethlisberger

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Elton Mayo

Raised in Adelaide, Australia second of seven children Failed out of medical school while two siblings went on to become prominent physicians 1904 found inspiration in academia while teaching English at the Working Men’s College in London Undergraduate degree in philosophy at Univ. of Adelaide

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Elton Mayo

Favored government by “aristocrats of intellect” instead of aristocrats of wealth 1913, married Dorothea McConnel, daughter of a prominent Australian family 1923, began lecture circuit at Wharton’s Industrial Research Department, (interpreted work of Freud, Jung, and Pierre Janet) rising star in Philadelphia 1924, joined the faculty of Harvard Business School and became part of the Harvard Circle (Dean Wallace Donham, Chester Barnard and Lawrence J. Henderson)

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Elton Mayo

Harvard Circle laid the foundations for Harvard’s Human Relations School Mayo was able to draw on his diverse academic background (medical, economics, philosophy and psychology) to develop his ideas on the problems facing industrial man Best known accomplishment was his industrial research work with Fritz Roethlisberger on the Hawthorne Studies

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The Capitalist Philosophers

The Hawthorne Studies were conducted from 1927 to 1932 at the Western Electric Hawthorne Works in Chicago, Illinois. The studies grew out of original experiments that were conducted from 1924 to 1927 that examined the effects of light on productivity. These experiments showed no clear connection between illumination and productivity, but researchers wondered what factors would influence output.

Mayo was originally interested in the effects of monotony and fatigue and how to control them. In the process, he stumbled upon a principle of human motivation that would revolutionize the theory and practice of management.

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The Capitalist Philosophers

Structure of the Hawthorne Studies

1. Six women who assembled telephone relays were taken off the shop floor and put on a team.

2. These women were observed by a manager who acted more as a friend than a foreman.

3. The productivity of the team was measured under various conditions.

4. A general upward trend in productivity was observed, independent of any changes made by Mayo and his team.

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The Capitalist Philosophers

The Hawthorne Effect has been described as the benefits you reap when you pay attention to people. The mere act of showing people you are interested in them usually spurs them to better job performance. It has been referred to as the ‘Somebody upstairs cares’ syndrome. When people spend a large portion of their time at work, they must have a sense of belonging, of being a part of a team. When they do, they produce better. This was a tremendous break from the idea that industrial man was motivated by economic means only.

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Human relations has become viewed as vital to the long term sustainability of any organization. Prior to the Hawthorne Studies, employees were treated as nothing more than plant assets by management. The results of “scientific management” on society were disastrous. The work of Mayo and Roethlisberger began the break from Taylorism. Their studies brought forth the concepts that work takes place in a social environment and employees are motivated by more than economic incentives. While this may seem obvious today, the results of the Hawthorne Studies were seen as revolutionary in 1932.

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The Capitalist Philosophers

Development of the Informal Group

1. Taylorism tried to minimize the effects of informal groups (teams).

2. Mayo tried to harness the power of teams.

3. TQM has attempted to formalize the power of teams.

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The Capitalist Philosophers

Human Relations at Work Today1. Current work problems are the result of

social disintegration (increased labor mobility, weakened communal ties, isolated family life).

2. Changes justified by placing high value on economic growth and ignoring the need to cooperate and communicate.

3. Labor mobility social functions blur people become maladjusted.

4. Lack of collaboration between management and employees results in restricted output.

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Abraham Maslow - Biography Born April 1, 1908 Brooklyn NY and died June 8, 1970 Humanistic psychologist Attended Community College of NY studying law for 3 semestersReceived BA ‘30-MA ‘31-PhD ’34 from Univ. of Wisconsin with all degrees in psychology Worked at Columbia Univ. under E.L. Thorndike studying human sexuality year after receiving PhD Professor at Brooklyn College (1937-51) and Brandeis University (1951-61) Third Force or humanistic psychology. Articulated the concepts of needs hierarchy, self-actualization, and peak experience, which became founding principles of the humanistic model. Wrote “Motivation and Personality” (1954), “Toward a Psychology of Being” (1968), “Eupsychian Management, Maslow on Management” (1962)

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Maslow’s Humanistic Psychology Human beings need to experience meaning and a sense of purpose in life. Human beings all experience a hierarchy of needs, from basic physical needs to higher needs of emotion and ego. Self-actualization is the highest need and the driving force of human personality. Deficit needs: essential to survival. Being needs: growth motivation or “be all that you can be”. Maslow placed actualization into a hierarchy of motivation. Self-actualization is the highest drive, but before a person can address it, he or she must satisfy lower motivations like hunger, safety and belonging .

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Maslow’s Hierarchy of Needs

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Douglas McGregor - Biography Born 1906 Detroit MI and died 1964 of a heart attack Social psychologist Attended Oberlin College and Wayne Universities, graduating from the latter in 1932 Received a Ph.D. from Harvard in 1935 in Experimental Psychology Taught at Harvard 1935-37 President of Antioch College 1948-1954 MIT 1937-64. First professor of Psychology at MIT. Funded by the Alfred P. Sloan Foundation he worked with Theodore M. Alfred on a study of management development in large companies Consultant working in human relations and industrial relations while at MIT Published “The Human Side of Enterprise” 1960

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McGregor’s Integrative Approach to Management

Basis for McGregor’s theory is from Maslow’s needs model for motivation Theory X

the assumptions that people dislike work, will avoid it if they can; must be coerced, controlled and directed and threatened with punishment to get results; have little ambition and desire security most of all.

Theory Y the assumptions that work is as natural as play, self-direction and self-control are equally natural, that motivation results from self-esteem and a sense of achievement; that most people seek responsibility. Theory Y also holds that imagination is present in most people and that organizations used only a tiny part of the intellectual capacity of their workforce.

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Kurt Lewin and Group Dynamic studies applied psychological theories to real human situations (socio-psychology)

Role groups play in influencing a person’s emotional & mental well being Force field analysis: the factors working for or against change Team based approach: Interdependence

Workplace depends on group skills & self knowledge of individuals in the group Symbiotic relationship between group and individuals – group skills further self knowledge and self knowledge furthers group skills

McGregor’s impact at the MIT Research Center for Group Dynamics

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Current Impact of Maslow’s and McGregor’s Theories

Influenced organizational development through their theories and applications focusing on human relations & the individuals in organizations “Focus was on making people feel important by both listening to and acting on employees’ concerns” The Capitalist Philosophers “T-Groups” & group dynamic studies: Team Based Approach Performance appraisal systems vs. merit review systems. Advocated motivating employees with proper work environment and value rather than command and control structure.

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Capitalist Philosophers

The Big Picture…so far

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What is appetite vs. hunger? Why do psychologists observe animal behavior (monkey’s) to conclude about human organization behavior? Isn’t it easier to evaluate species that have dialogue?Proponents of HR seem to be racked with self-doubt while industrialists such as Taylor and McNamara seem to be filled with certainty about their philosophies. Which methods do you identify with and which are more effective in today’s business environment?What is today’s management fad that will be discredited in the future?

Questions

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