MBA Essay范文：Classical Management Theory Behavioral Managemen

MBA Essay范文大全-经典管理理论 行为管理理论。本文是国外大学MBA Essay范文，主要内容是讲述两种不同的管理理论——经典管理理论、行为管理理论。并且提出如何在组织中使用经典管理和行为管理这一现实问题。留学生MBA Essay通常都是需要通过阅读大量参考文献并总结出作者的观点，内容以简短的形式展现。下面就是小编精选的一篇MBA Essay范文的全部内容，一起来看一下。

MBA Essay范文

经典管理理论关注于发现管理和执行任务的最佳方式。行为管理理论将员工视为具有真实人类需求的个人，是工作群体和社会的一部分。定量管理理论利用定量技能帮助计划和控制组织中的一切。
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 经典与行为管理理论
经典理论先于行为管理理论，在一些基本方面有所不同。经典管理理论的一个特点是，它旨在提高效率和生产力。为了找到控制工人的最佳方法，雇主将改进大多数科学解决方案，如培训员工和任务标准化方法，而经典管理理论产生了旨在提高效率的新管理方法，如能力标准和创造记录。
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.
经典的方法侧重于忽略动机和实现结果。行为管理理论在描述员工的行为和期望时谈到了这一点。行为管理理论的一个特点是，为了更充分地取得成功，区分公司中的人际关系至关重要。研究表明，当给予员工特权和关注时，会使公司做得更好，从而让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: 经典观点分为三部分：
科学管理——它被定义为使用科学方法来描述工作的“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.
重要贡献–弗雷德里克W。泰勒被誉为科学管理之父。泰勒在“伯利恒钢铁公司”的努力激发了他对提高效率的兴趣。
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.
泰勒希望通过确定提高生产效率的明确规则，在工人和管理者之间创造一场心理革命。他定义了四项管理原则。他的“生铁”研究可能是科学管理最常被引用的实例。根据他的科学管理原则，泰勒可以定义一种最佳方式。泰勒在生产率方面取得了20%的可靠发展。他承认管理者的任务是控制和计划工人按照指示行事。             
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·温斯洛·泰勒（1856-1915）——他是第一位众所周知的管理理论家。他的“泰勒主义”或“科学管理”是对商业运作的主要贡献。他的研究总体思路如下：
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. 泰勒改进了科学管理，以解决工人故意在满负荷工作时懒惰的问题。
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. 泰勒开创了“时间和动作”研究，在这项研究中，工作职责被分解为各种动作，最好是消除不必要的动作，并对动作进行定时，以决定最佳的日常生产。
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. 通过他的科学管理四原则，泰勒支持对工作进行科学研究，以发现最佳的工作方式，而不是依赖从一个工人到另一个工人的常规方法。
d. Taylor effectively implemented the theory at “Bethlehem Steel” in two well-known studies relating pig-iron handling and shoveling. 泰勒在“伯利恒钢铁公司”的两项有关生铁处理和铲铲的著名研究中有效地实施了这一理论。
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. 尽管出现了对科学管理的实际和可能的滥用或滥用，泰勒对科学的坚定支持仍然是他对管理理论的主要贡献。

亨利L。甘特（1861-1919）–泰勒最近的联系中有1个是通过他的甘特图来确定的，甘特图是准备、控制和调度的图形助手。他的其他兴趣是建立在独家薪酬激励结构和企业的共同责任之上的。
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 行为管理理论的持久效应
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?管理者如何在组织中使用经典管理和行为管理？
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范文中提到要理解为什么科学管理被视为一项重要的进步，他们需要观察吉尔布雷斯、泰勒和科学管理支持者生活的时代。             
1.这一点很重要，因为它可以提高各国提高工人效率和生产力的价值。            
2.重要的是要记住，“科学管理从业者”开发的许多技术和技能仍在组织中应用。             
MBA Essay范文总结行为科学用途——它强调科学研究是发展“组织中的人类行为”理论的基础，可用于为管理者制定有用的计划。             
1.重要的是培养管理者的有用技能。由于不喜欢古典时代的“科学管理”，行为研究中的答案往往很难在统计上确定。科学进步不应该是努力，但这并不意味着这种进步的答案不那么有用。             
2.例子是通过设定目标来改进行动的建议。个人目标的实现并不那么容易。
本文提供各国MBA Essay写作指导服务，如有需要可咨询本平台。