“Rejection is an opportunity for your selection.

”
― Bernard Branson

MIT
ARTS COMMERCE AND SCIENCE COLLEGE, ALANDI(D),
PUNE
DEPARTMENT OF BBA & BBA-IB
ACADEMIC YEAR 2020-21
An Assignment
Contribution of Management Thinkers To Management
Under Principles Of Management
Submitted by
PRANAY SAKHARAM DHANDE
FC082
BBA®
TO
Pro. Shailendra Patil
Famous Management Thinkers and
their Contribution
HENRY FAYOL
JULY 1845 TO NOVEMBER 1925
 Henry Fayol’s Contribution
 Division of work - The division of work is the course of tasks assigned to, and completed
by, a group of workers in order to increase efficiency. Division of work, which is also
known as division of labour, is the breaking down of a job so as to have a number of
different tasks that make up the whole.
 Authority and Responsibility - Authority is the right to give orders and obtain obedience,
and responsibility is the corollary of authority.
 Discipline - Employees must obey and respect the rules that govern the organization.
Good discipline is the result of effective leadership.
 Unity of command - Every employee should receive orders from only one superior or
behalf of the superior.
 Unity of direction - Each group of organizational activities that have the same objective
should be directed by one manager using one plan for achievement of one common goal.
 Subordination - The interests of any one employee or group of employees should not
take precedence over the interests of the organization as a whole.
 Remuneration - All Workers must be paid a fair wage for their services.
 Henry Fayol’s Contribution
 Centralisation and decentralisation - Centralisation refers to the degree to which
subordinates are involved in decision making.
 Scalar chain - The line of authority from top management to the lowest ranks represents
the scalar chain. Communications should follow this chain.
 Order - this principle is concerned with systematic arrangement of men, machine,
material etc. There should be a specific place for every employee in an organization
 Equity - Managers should be kind and fair to their subordinates.
 Stability of tenure of personnel - High employee turnover is inefficient. Management
should provide orderly personnel planning and ensure that replacements are available to
fill vacancies.
 Initiative - Employees who are allowed to originate and carry out plans will exert high
levels of effort.
 Esprit de corps - Promoting team spirit will build harmony and unity within the
organization.
F.W. TAYLOR
Mar.1856 to Mar.1915
 F.W. Taylor’s Principles

 Replace rule-of-thumb work methods with methods based on a scientific

study of the tasks.
 Scientifically select, train, and develop each employee rather than
passively leaving them to train themselves.
 Provide "Detailed instruction and supervision of each worker in the
performance of that worker's discrete task" (Montgomery 1997: 250).
 Divide work nearly equally between managers and workers, so that the
managers apply scientific management principles to planning the work
and the workers actually perform the tasks.
Elton Mayo contribution to management theory helped pave the way from modern human
relations management methods. Mayo management theory states that employees are motivated

MAYO
more by relational factors rather than by monetary rewards.
December 1880 to September 1949
Contributions :-
Groups with low norms and low cohesiveness are ineffective; they have no impact, since none of
the members are motivated to excel, according to Mayo's theory.

ELTON
Groups with low norms and high cohesiveness have a negative impact, since fellow members
encourage negative behavior (e.g., gangs).
Groups with high norms and low cohesiveness have some degree of positive impact through
individual member accomplishments.
Groups with high norms and high cohesiveness have the greatest positive impact, Mayo's theory
predicts, since group members encourage one another to excel.
Elton Mayo’s Theories’
 Elton Mayo’s Theories’
Elton Mayo contribution to management theory helped pave the way from modern human
relations management methods. Mayo management theory states that employees are motivated
more by relational factors rather than by monetary rewards.
Contributions :-
Groups with low norms and low cohesiveness are ineffective; they have no impact, since none of
the members are motivated to excel, according to Mayo's theory.
Groups with low norms and high cohesiveness have a negative impact, since fellow members
encourage negative behavior (e.g., gangs).
Groups with high norms and low cohesiveness have some degree of positive impact through
individual member accomplishments.
Groups with high norms and high cohesiveness have the greatest positive impact, Mayo's theory
predicts, since group members encourage one another to excel.
 Nov.1909 to Nov.2005

Peter Drucker
 Contribution of Drucker
 MBO stands for Management by Objectives, a phrase coined by Peter Drucker in his book "The
Practice of Management," published in 1954. MBO measures the performance of employees as
compared to typical standards for the job. The belief is that, if employees help determine those
standards, they will be more likely to fulfill them.
 Drucker's SMART Method is a means of checking to make sure an objective is valid. Managers carried
out this verification by using the SMART acronym to make sure the objective is specific, measurable,
achievable, realistic and time-related.
 "Knowledge worker" is one of the many terms coined by Drucker within his management theories. By
the measure of today's society, a knowledge worker is equivalent to the executive of a company.
 Drucker was a believer in decentralization of management. He saw that many leaders try to take on
everything in a demonstration of power or a means of maintaining control, under the assumption that
only they can accomplish a task correctly. Drucker believed that managers should delegate tasks in
order to empower employees.