We should not accept social life as it has “trickled down to us,” the young journalist Walter Lippmann wrote soon after the twentieth century began. “We have to deal with it deliberately, devise its social organization, . . . educate and control it.” The ambition to harness and organize the energies of modern life of which Lippmann spoke cut through American economy, politics, and society in many different, sometimes contradictory ways between 1900 and 1929, but it left virtually none of its major institutions unchanged. The modern business corporation, modern politics, the modern presidency, a modern vision of the international order, and modern consumer capitalism were all born in these years (D.T Rodgers, 1978).
The issue of employment relations
When the productivity is not achieved as expected, the management perceived employee as not fit for the job. This scientific management approach to work greatly have proportional effect on employment relationships as employees relations is subjected to the overall goals and aspiration of an organization and the management structure in place. This period witness lack of tenure for employees as Eaton Mayo asserted that the driving for behind management theory is the search for better ways to utilize organizational resources. This better way of doing things in a way determine the phase of employments relations during this period. With high level of unionism and little diversity, employees were able to stand up with a common front to resist the oppression of the owners of industries to protect skilled craftsmen from extortion. Taylorism management approach weakened the rationale for mainstream workers to act collectively to negotiate pay and working conditions. The success of labor coming together was fraught by organized employers with political connections to push for anti-union employment laws. This continued until the great depression of the 1930s that lead to the unionization of factory workers. This lead to the growth of the
This school advocates that man are not machines as standardization may vary among emotional beings. This school delved into incorporation of human behaviour into managerial science of employees as the management of an organization not focusing on production technologies and structures but the best way to motivate and support employees within the organization. This arguments was supported by the Hawthorne experimental studies which increases the social participation of employees in the work process to improve performance and motivation of employees. They note the effect of intrinsic value that employees may derive from their job which the standardization of Taylorism did not provide. This allow for employees to be structured in a way that task, information and skills can be shared. The neoclassical theories was widely supported as it considered the human relations and the behavioural movement of employment. Eaton Mayo was one of the major proponent of this approach to management. This has a great impact on employment relations as many organization were forced to
The period of time running from the 1890’s through the early 1930’s is often referred to as the “Progressive Era.” It was a time where names such as J.P. Morgan, Andrew Carnegie, Jay Gould and John D. Rockefeller stood for the progress of America and their great contributions to American industry and innovation. This chapter however, has a much darker side. Deplorable working conditions, rampant political corruption and power hungry monopolies and trusts threatened the working class of America and the steady influx of European immigrants hoping to make a better life for themselves and their families. What started as a grass-roots movement pushing for political reform at the local and municipal levels soon began to encompass
“Industrial unions dominated the landscape of the late nineteen century U.S. labor movement.” They gathered all level workers together without discrimination of gender, race, or nationality. They declared the eight-hour workday for the first time when normal work time should be 12. Low wage of workers caused the “Great Strike of 1877”, which began with railroad workers in Pennsylvania and West Virginia. After the “Great Strike”, industrial union started to
In the late1960’s American politics were shifting at a National level with liberalism being less supported as its politics were perceived as flawed, both by people on the left who thought that liberalism was not as effective as more radical political enterprises and by conservatives who believed that liberal politics were ostensibly crippling the American economy.
Expansive growth was the moniker which expressly defined the Gilded Age. Industry in all sectors, witnessed massive growth leading to the creation of an American economy. Due to the rapidly changing nature of industrialization important men of both the public and private sectors attempted to institute their own controls over it. However this transforming landscape integrated both economic and political changes, but also cultural and social interactions. In turn, those who controlled the flow of business would also steadily impact the American social scene by extension. Alan Trachtenberg, professor of American studies at Yale and author of The Incorporation of America, argues that the system of incorporation unhinged the idea of national identity that all American’s had previously shared. As a result incorporation became the catalyst for the great debate about what it meant to actually be American, and who was capable of labeling themselves as such. Throughout his work Trachtenberg consistently tackles the ideas of cultural identity and how those ideas struggled against one another to be the supreme definition of Americanism. This work not only brings to life the issue of identity but it attempts to synthesize various scholarly works into a cohesive work on the Gilded Age and demonstrates that concepts developed during the incorporation of the time period have formed the basis for the American cultural, economic, and political superstructure. The Incorporation of America sets a high standard for itself one in which it doesn’t necessarily meet; however the work is still expansive and masterful at describing the arguments of the Gilded Age.
Beginning in the late 1700’s and growing rapidly even today, labor unions form the backbone for the American workforce and continue to fight for the common interests of workers around the country. As we look at the history of these unions, we see powerful individuals such as Terrence Powderly, Samuel Gompers, and Eugene Debs rise up as leaders in a newfound movement that protected the rights of the common worker and ensured better wages, more reasonable hours, and safer working conditions for those people (History). The rise of these labor unions also warranted new legislation that would protect against child labor in factories and give health benefits to workers who were either retired or injured, but everyone was not on board with the idea of foundations working to protect the interests of the common worker. Conflict with their industries lead to many strikes across the country in the coal, steel, and railroad industries, and several of these would ultimately end up leading to bloodshed. However, the existence of labor unions in the United States and their influence on their respective industries still resonates today, and many of our modern ideals that we have today carry over from what these labor unions fought for during through the Industrial Revolution.
A common trend was always that wages were not keeping up with the cost of living. Many could not make ends meet and were struggling to simply survive. They started to question the effectiveness of the National Recovery Administration (N.R.A.). It was unfair to them that businesses were still making enormous profits while its employees were forced into poverty. Pushing for a unionization was disowned by factories where they threatened to close their doors if a worker’s union formed. Some thought businesses were crooked and angled themselves to take advantage of the economy to increase their
Johnson, Paul. Modern Times: The World from the Twenties to the Nineties. Revised. New York
The way in which people work in the labor force and are managed has changed quite a big deal since the beginning of the Industrial Revolution. Prior to the Industrial Revolution many people worked on the land and worked at a pace that was applicable for them with no one looking over their shoulder to make sure work was being done. One of the biggest reasons for the changes to the industrial society pertains to the discipline and surveillance in the labor force. Some of the many changes that that occurred because of the how laborers worked and having a manager were: strikes, the ending to child labor, creation of the middle class, and new political ideology.
...ion leadership knew how to and did thwart the divide-and-conquer tactics of businesses. Legislation was more pro-worker, and striking became easier. Workers, no longer getting major benefits from their community, made greater demands from their employers in order to complement those benefits provided by the government. They were getting much of what they sought with relative ease after 1942. A legal pattern for addressing grievances had been set for the workers of today.
After the end of the World War I in 1920, the United States entered in a period where great changes were made. During this period known as the New Era of the 1920’s, many innovations were taking place as well as many economic developments, which were stimulating the way through a change in America’s society. However, while for some Americans this was an era of better opportunities for living, some others were suffering the consequences. Later on, with an unequal distribution of wealth and low incomes, America’s economy was in a vulnerable point of a catastrophic collapse. And so it was. By the end of the 1920’s, when the stock market crashed, the prosperity of that period disappeared and the nation was sunk into an economic catastrophe known as the Great Depression. Many factors constituted the reasons for this collapse, for example, the Wall Street crash, the oligopolies domination over American industries, the weaknesses in some industries (textile, coal and agriculture), and also the government policies and international economic difficulties. Then, by the early 1930 with the depression spreading and affecting the entire society, the policies, philosophy and optimism that Herbert Hoover had brought to his presidency was being challenged. As a result, by the time of the elections in 1932, Hoover lost the presidency against the candidate of the Democratic Party, Franklin D. Roosevelt and his campaign of what he called the New Deal. Based on this, FDR pushed towards many solutions for the “crises of a collapsing financial system, crippling unemployment, and agricultural and industrial breakdown” (Goldfield, Page 704). Even thought when various changes were made, it was during the period right after the elections of 1936 that polit...
Taylorism is a system that was designed in the late 19th century, not only to maximise managerial control, but to also expand the levels of efficiency throughout workplaces. With this being said, productivity levels increased and fair wage distribution was the main result. However, with other, more recent theories and systems, such as Maslow and Herzburg’s theories, these helped to focus on the satisfaction and motivation of the workers rather than the concern of managerial control and empowerment. Fredrick W. Taylor ended up developing 4 main principles to help increase the work efficiency and productivity in workplaces; these will be discussed later on. Other theories relating to this include, Fayol, Follett, Management Science Theory as well as Organisational-Environmental Theory. All theories listed have an influence on the way businesses work effectively and put their skills to action. This essay will highlight how Taylorism was designed to maximise managerial control and increase productivity, furthermore, showing how more recent theories were developed to focus on empowering employees and to extend the use of organisational resources.
“Management is a process of planning, organisation, command, coordination, and control” (Morgan 2006, p.18). Rational organisation design is a bureaucratic method of management which emphasizes efficiency to achieve the end goal and the management of multiple companies have taken upon this system. Figures such as Frederick Taylor and Henry Ford have both shown and laid a path way for Rational Organisation which has become known as Taylorism and Fordism. The design has received criticism and both Taylor and Ford have been portrayed as villains with Taylor being called “enemy of the working man” (Morgan 2006, p.23) as the system dehumanised workers by taking all of the thought and skill from them and giving it to the managers this is because the tasks given were simple and repetitive. As staff needed little training they became an easily replaceable asset and thus more machine than human.
The relationship between employer and employees plays a pivotal role in the performance of the organization. Employers and employees have certain responsibilities towards each other which facilitate a fair and productive workplace. Positive work relationships create a cooperative climate with effort towards the same goals. Conflict, on the other hand, is likely to divert attention away from organizational performance.
Over the past hundred years management has continuously been evolving. There have been a wide range of approaches in how to deal with management or better yet how to improve management functions in our ever changing environment. From as early as 1100 B.C managers have been struggling with the same issues and problems that manager’s face today. Modern managers use many of the practices, principles, and techniques developed from earlier concepts and experiences.
Hawthorne Studies have been subjected to many criticisms. Yet, the evolvement of many of the management theories today would not have come about without the experiments done by Elton Mayo. This essay will cover the various aspects of management that has been refined through the findings of the tests conducted and how improvements were made to aid in the development of organisational behaviour. It will also discuss the various studies and will show how these theories implement Hawthorne studies as the foundation and the basis of the human relations movement. It will also investigate the criticisms that arise within it.