ORGANISATIONAL BEHAVIOUR

CHAPTER-3 HISTORICAL EVOLUTION OF ORGANISATIONAL BEHAVIOUR

Milestones in the History of Organisation Behaviour

Industrial Revolution

Robert Owen, Andrew Ure and J.N. Tata provided certain welfare facilities. The ideas degenerated into paternalistic approach. Scientific Management Taylor believed in rationalising production. He believed Early 20th Century that human behaviour was based on rabble hypothesis. Human Relations Movement Great Depression, labour movement and during 1920s to 1940s Hawthorne studies led to the movement. The movement subsequently became a fad Organisational behaviour 1950s

Summary

Interest in the welfare of workers is age old but experts trace the development of organisational behaviour from the beginning of the 19th century. Prior to the 19th century the plight of an average worker was miserable. He had to work under inhuman working conditions as he had no other option. He had to live. The Industrial Revolution benefited the worker in the form of increased wages and reduced working hours. Robert Owen, Andrew Ure and J.N. Tata were the pioneers in providing welfare facilities to workmen. But the ideas of these three eminent personalities deteriorated more into a paternalistic, do-good-approach than to a genuine recognition of the importance of people at work. Taylor revived interest in human resources at work. But he wanted to increase production by rationalising everything. His assumption that human behaviour was based on the rabble hypothesis was not liked by many. The Great Depression, the labour movement and results of the Hawthorne studies gave birth to the human relations movement. The human relations movement developed fast, so fast, that, it almost became a fad. The movement lost its flavour and gave place to organisational behaviour.