by The evolution of management thought refers to the gradual development of management principles, theories, and practices over a long period of time. As business organizations expanded due to industrialization, managers faced new challenges such as handling large numbers of workers, coordinating departments, and improving productivity. To solve these problems, different scholars and thinkers proposed various approaches to management. Each stage of development contributed new ideas and improved earlier concepts.
Management thought did not develop in a single day. It evolved step by step from simple supervision to a systematic and scientific discipline. Broadly, the development of management thought can be classified into three major approaches: Classical Approach, Neo-Classical Approach, and Modern Approach.
1. Classical Approach
The classical approach is the earliest school of management thought. It developed during the late 19th century and early 20th century when industries were expanding rapidly due to the Industrial Revolution. At that time, the main objective of organizations was to increase production and efficiency. Therefore, this approach focused on structure, discipline, and standardization of work. The classical approach considered workers mainly as economic beings motivated by wages.
The classical approach includes three important theories.
- Scientific Management Theory (F.W. Taylor)
Frederick Winslow Taylor is known as the Father of Scientific Management. He believed that traditional methods of working were inefficient and based on guesswork. According to him, work should be performed using scientific methods. Taylor conducted experiments in factories to find the most efficient way of doing a job.
He introduced techniques such as time study, motion study, standardization of tools, and proper selection and training of workers. He also suggested the differential wage payment system, in which efficient workers were paid higher wages to motivate them. Taylor emphasized cooperation between management and workers and proposed that managers should plan the work while workers should execute it.
The scientific management approach increased productivity and efficiency, but it was criticized because it ignored human feelings and treated workers like machines.
- Administrative Management Theory (Henri Fayol)
Henri Fayol focused on management from the viewpoint of top-level administration. He explained that management is a universal process and identified five basic functions: planning, organizing, commanding, coordinating, and controlling.
Fayol also proposed 14 Principles of Management, such as division of work, unity of command, discipline, scalar chain, and centralization. These principles helped managers perform their duties effectively and maintain proper organizational structure.
Fayol’s contribution was important because he presented management as a teachable subject. His ideas are still widely used in modern organizations.
- Bureaucratic Theory (Max Weber)
Max Weber developed the bureaucratic theory of organization. He believed that organizations should operate according to rules and regulations rather than personal relationships. According to him, efficiency can be achieved through a formal system of authority and hierarchy.
The main features of bureaucracy include division of labor, hierarchy of authority, written rules and procedures, impersonal relations, and selection based on qualifications. This system ensured discipline, fairness, and stability in organizations.
However, excessive bureaucracy sometimes creates rigidity and delays in decision-making.
2. Neo-Classical Approach (Human Relations Approach)
The neo-classical approach emerged in the 1930s as a reaction to the limitations of the classical theory. The classical approach focused only on structure and efficiency and ignored human needs. The new approach emphasized that employees are social beings and their attitudes, emotions, and relationships affect productivity.
The most important contribution to this approach was made by Elton Mayo through the Hawthorne Experiments conducted at the Western Electric Company in the United States.
- Hawthorne Experiments – Elton Mayo
Elton Mayo conducted experiments at the Hawthorne Plant of Western Electric Company. The study revealed that social and psychological factors, such as attention, recognition, and group relations, significantly influence worker productivity. The experiments proved that employee motivation and satisfaction improve performance.
This approach highlighted communication, leadership, teamwork, and employee welfare as important aspects of management.
The experiments showed that productivity improved not only because of physical working conditions but also because workers received attention, recognition, and a sense of belonging. Employees worked better when they felt important and valued.
This approach highlighted the importance of motivation, communication, leadership, teamwork, and employee satisfaction. It proved that good human relations in the workplace lead to higher productivity and organizational success.
The human relations approach changed the attitude of managers toward workers. Managers began to treat employees as valuable members of the organization rather than mere laborers.
3. Modern Approach
The modern approach developed after the Second World War. Business organizations became more complex due to technological advancement, globalization, and competition. Managers needed new methods for decision-making and problem-solving. Therefore, the modern approach combined knowledge from psychology, sociology, mathematics, and economics.
The modern approach includes several theories.
- Behavioral Science Approach
The behavioral science approach is an extension of the human relations movement. It studies human behavior in a scientific manner. It focuses on motivation, leadership, communication, group behavior, and job satisfaction.
Scholars such as Abraham Maslow proposed the hierarchy of needs theory, explaining that employees have different levels of needs, from basic needs to self-actualization. Douglas McGregor presented Theory X and Theory Y, which explained different assumptions about workers’ attitudes toward work.
This approach helps managers understand employees and create a positive work environment.
- Quantitative (Management Science) Approach
The quantitative approach applies mathematics, statistics, and scientific techniques to management problems. It is also known as operations research. Managers use models, forecasting, inventory control, and linear programming to make accurate decisions.
This approach is especially useful in planning production, scheduling, budgeting, and resource allocation. It improved managerial efficiency and reduced uncertainty in decision-making.
- Systems Approach
The systems approach considers the organization as a system made up of interrelated parts such as departments, employees, technology, and resources. Each part depends on the others, and all parts must work together to achieve organizational objectives.
According to this approach, an organization interacts with its external environment, including customers, suppliers, and government. Managers must coordinate all subsystems so that the organization functions smoothly as a whole.
- Contingency Approach
The contingency approach states that there is no single best method of management. The best solution depends on the situation, environment, and nature of the problem. A management technique that works in one organization may not work in another.
Managers must analyze circumstances and select appropriate actions accordingly. This approach emphasizes flexibility and practical decision-making.
