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      MBA Essay范文:Classical Management Theory Behavioral Managemen

      時間:2021-09-11 17:40來源:www.nguoikontum.com 作者:cinq 點擊:
      MBA Essay范文大全-經典管理理論 行為管理理論。本文是國外大學MBA Essay范文,主要內容是講述兩種不同的管理理論——經典管理理論、行為管理理論。并且提出如何在組織中使用經典管理和行為管理這一現實問題。留學生MBA Essay通常都是需要通過閱讀大量參考文獻并總結出作者的觀點,內容以簡短的形式展現。下面就是小編精選的一篇MBA Essay范文的全部內容,一起來看一下。
      MBA Essay范文
      MBA Essay范文
      經典管理理論關注于發現管理和執行任務的最佳方式。行為管理理論將員工視為具有真實人類需求的個人,是工作群體和社會的一部分。定量管理理論利用定量技能幫助計劃和控制組織中的一切。
      The different two theories of management are classical management theory, behavioral management theory. The classical management theory focuses on discovering the best way to manage and perform tasks. The behavioral management theory recognizes employees as individuals with real human needs, in the part of work groups, and parts of a society. The quantitative management theory makes use of quantitative skills to help planning and controlling everything in the organization.
      Classical versus Behavioral Management Theory 經典與行為管理理論
      經典理論先于行為管理理論,在一些基本方面有所不同。經典管理理論的一個特點是,它旨在提高效率和生產力。為了找到控制工人的最佳方法,雇主將改進大多數科學解決方案,如培訓員工和任務標準化方法,而經典管理理論產生了旨在提高效率的新管理方法,如能力標準和創造記錄。
      The classical theory is preceded the behavioral management theory, different on a number of basic aspects. One of the characters of the classical management theory is that it was devised to raise efficiency and productivity. For finding the best way to control workers, employers would improve most of scientific solutions, such as training employees and standardizing methods on a task and the classical management theory produces new managerial methods devised towards efficiency, such as competence standards and creating records.
      經典的方法側重于忽略動機和實現結果。行為管理理論在描述員工的行為和期望時談到了這一點。行為管理理論的一個特點是,為了更充分地取得成功,區分公司中的人際關系至關重要。研究表明,當給予員工特權和關注時,會使公司做得更好,從而讓公司取得更好的效果
      The classical method focused on ignoring the motivations and accomplishing results. The behavioral management theory speaks to this taking into description employee’s behavior and expectations. One of the characters of the behavioral management theory is that for more sufficiently achieving success, it is critical to distinguish the human relations in a company. Studies show that employees when given privileges and attentions, it would make better, therefore let the company to achieve better results.
      Classical Viewpoint in the three parts: 經典觀點分為三部分:
      科學管理——它被定義為使用科學方法來描述工作的“最佳方式”。
      Scientific management – It is defined as the make use of the scientific method to describe the “one best way” for a job.
      重要貢獻–弗雷德里克W。泰勒被譽為科學管理之父。泰勒在“伯利恒鋼鐵公司”的努力激發了他對提高效率的興趣。
      Important Contributions – Frederick W. Taylor is well-known as the “father” of scientific management. Taylor’s effort at the “Bethlehem Steel companies” motivated his interest in developing efficiency.
      泰勒希望通過確定提高生產效率的明確規則,在工人和管理者之間創造一場心理革命。他定義了四項管理原則。他的“生鐵”研究可能是科學管理最常被引用的實例。根據他的科學管理原則,泰勒可以定義一種最佳方式。泰勒在生產率方面取得了20%的可靠發展。他承認管理者的任務是控制和計劃工人按照指示行事。             
      Taylor wanted to create a psychological revolution among workers and managers by identifying clear rule for developing production efficiency. He defined four principles of management. His “pig iron” research is probably the most generally cited instance of scientific management. By his principles of scientific management, Taylor could define the one best way. Taylor achieved reliable developments in productivity in the part of 20%. He acknowledged the task of managers to control and plan of workers to perform as they were instructed.
      弗雷德里克·溫斯洛·泰勒(1856-1915)——他是第一位眾所周知的管理理論家。他的“泰勒主義”或“科學管理”是對商業運作的主要貢獻。他的研究總體思路如下:
      Frederick Winslow Taylor (1856-1915) – It was the first generally known management theorist. His “Taylorism” or “scientific management” was a main contribution to the business operations. The general idea of his studies is known below :
      a. Taylor improved scientific management to answer the problem of laziness by workers-intentionally working under full capacity. 泰勒改進了科學管理,以解決工人故意在滿負荷工作時懶惰的問題。
      b. Taylor pioneered the “time-and-motion” study, where by a work duty is broken down in its a variety of motions, is better by eliminating needless motions, and the motions timed to decide best daily production. 泰勒開創了“時間和動作”研究,在這項研究中,工作職責被分解為各種動作,最好是消除不必要的動作,并對動作進行定時,以決定最佳的日常生產。
      c. Through his 4 principles of scientific management, Taylor supported scientific study of the work to discover the best work way rather than relying on usual methods from one worker to another. 通過他的科學管理四原則,泰勒支持對工作進行科學研究,以發現最佳的工作方式,而不是依賴從一個工人到另一個工人的常規方法。
      d. Taylor effectively implemented the theory at “Bethlehem Steel” in two well-known studies relating pig-iron handling and shoveling. 泰勒在“伯利恒鋼鐵公司”的兩項有關生鐵處理和鏟鏟的著名研究中有效地實施了這一理論。
      e. Although actual and probable misuses or abuses of scientific management appeared, Taylor’s burly support of science remains his main contribution to the management theory. 盡管出現了對科學管理的實際和可能的濫用或濫用,泰勒對科學的堅定支持仍然是他對管理理論的主要貢獻。
      亨利L。甘特(1861-1919)–泰勒最近的聯系中有1個是通過他的甘特圖來確定的,甘特圖是準備、控制和調度的圖形助手。他的其他興趣是建立在獨家薪酬激勵結構和企業的共同責任之上的。
      Henry L. Gantt (1861-1919) – 1 of Taylor’s nearest connections is best identified for his Gantt chart, a graphic assistant to preparation, controlling and scheduling. His other interests built-in an exclusive pay incentive structure and the common responsibility of the business. (RussJulianne, 2012)
      Durable Effects of the Behavioral Management Theory 行為管理理論的持久效應
      The growth of the “behavioral management theory” has had an amount of durable effects on the all business operations. One of the major benefits of the behavioral management theory is the human relationships movement in the researches it would study the behavior of organizations in place of work settings. The researchers decided that it’s important to raise communication and interpersonal relationships in a workplace, rather than focusing singly on mindless manufacture. One of the major goals of the human relationships movement was to produce an efficient workplace without sacrifice the motivations of the workers. The “behavioral management theory” is faulty in that it ignored outside environment, assuming that the outside environment was fixed. Besides, expectations studies would explain that satisfaction only plays a part in exact situations. Nevertheless, the durable effects of the “behavioral management theory” can be seen in the completion of human relationships practices in the businesses today.
      “Four people show up as near the beginning advocates of the OB move toward. That includes Robert Owen, Hugo Munsterberg, Mary Parker Follett, and Chester Barnard.
      1. Robert Owen, a successful Scottish businessman, proposed a utopian workplace.
      2. Hugo Munsterberg created the field of industrial psychology-the scientific study of individuals at work to maximize their productivity and adjustment.
      3. Mary Parker Follett was a social philosopher who thought the manager’s job was to harmonize and coordinate group efforts.
      4. Chester Barnard, president of New Jersey Bell Telephone Company, saw organizations as social systems that required human cooperation.
      a. He believed that managers’ major roles were to communicate and stimulate subordinates to high levels of effort.
      b. He also introduced the idea that managers have to examine the environment and then adjust the organization to maintain a state of equilibrium.” (zainbooks, 2008)
      Mary Parker Follett (1868-1933) – He brought to management the standpoints of social work and supporting science. She acknowledged the consequence of the functioning of organizations, not just persons, the “principle of power with rather than Power over” in management worker relationships. Argument resolution through combination, e.g. finding a key to an argument that would convince both parties. The accomplishment of integrative union, where the group operates as a practical entire, with the variety of interconnected pieces working together efficiently to accomplish organizational purposes.
      Douglas McGregor (1906-1964) – He improved the “Theory X and Theory Y” dichotomy about the theories managers make about employees and how these theories effect behavior.
      a. “Theory X managers” tend to suppose that employees are lazy, need to have little ambition, be forced, and are paying attention on safety needs. The managers then treat their inferiors as if these theories were correct.
      b. “Theory Y managers” tend to suppose that employees do not naturally dislike their work, have the ability to be innovative and creative, are competent of self-control, and normally have higher-level needs that are not often met on their job. The managers then care for their inferiors as if these theories were correct.
      c. Employees tend to work better or worse to expectations. (business.com, 2011)
      How the Managers Use Classical and Behavioral Management in the organization?管理者如何在組織中使用經典管理和行為管理?
      To comprehend why scientific management was shown as an important improvement, they need to watch the times in the Gilbreths, Taylor, and the scientific management supporters lived.
      1. It was significant because it could increase countries’ values of making workers more efficient and productive.
      2. It was significant to keep in mind that a lot of the techniques and skills developed by the “scientific management practitioners” are still applied in organizations.
      The Behavioral Science Use – It gives emphasis to scientific study as the base for developing theory about “human behavior in organizations” that can be used for developing useful plans for managers.
      1. The importance is on developing useful skills for managers. Dislike “Scientific Management” from the Classical Era, the answers in behavioral study are often difficult to discover with statistical certainty. That the scientific advance should not be effort but that does not mean the answers of such an advance are less useful.
      2. The example is the proposal of improving act by set the goals the personal purpose to be achievable is not so easy.
       
      MBA Essay范文中提到要理解為什么科學管理被視為一項重要的進步,他們需要觀察吉爾布雷斯、泰勒和科學管理支持者生活的時代。             
      1.這一點很重要,因為它可以提高各國提高工人效率和生產力的價值。            
      2.重要的是要記住,“科學管理從業者”開發的許多技術和技能仍在組織中應用。             
      MBA Essay范文總結行為科學用途——它強調科學研究是發展“組織中的人類行為”理論的基礎,可用于為管理者制定有用的計劃。             
      1.重要的是培養管理者的有用技能。由于不喜歡古典時代的“科學管理”,行為研究中的答案往往很難在統計上確定??茖W進步不應該是努力,但這并不意味著這種進步的答案不那么有用。             
      2.例子是通過設定目標來改進行動的建議。個人目標的實現并不那么容易。
      本文提供各國MBA Essay寫作指導服務,如有需要可咨詢本平臺。


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