- The Oxford Handbook of Management
- List of Figures
- List of Tables
- List of Contributors
- Introduction and Theoretical Overview: Management—Past, Present, and Future
- Scientific Management
- Human Relations
- Operations Management
- Peter F. Drucker’s Management by Objectives and Self-Control
- Studying Culture in Organizations: Not Taking for Granted the Taken-for-Granted
- The Opening Up of Organization Theory: Open Systems, Contingency Theory, and Organizational Design
- Future in the Past: A Philosophical Reflection on the Prospects of Management
- Managing People: Understanding the Theory and Practice of Human Resources Management
- Managing Operations
- Managing Projects
- Managing Data, Information, and Knowledge
- Managing Meaning—Culture
- Management and Leadership
- Fragmentation in Strategic Management: Process and Agency Issues
- Management Practice—and the Doing of Management
- Managing Change
- Management as a Practice of Power
- Management and Morality/Ethics—The Elusive Corporate Morals
- Management and Modernity
- Evidence-Based Management
- Management Education in Business Schools
- Management as an Academic Discipline?
- Culture, Context, and Managerial Behaviour
- International Management
- Management and Consultancy: Ambivalence, Complexity, and Change
- Author Index
- Subject Index
Abstract and Keywords
As ritualistically conveyed in management and organization studies textbooks, the Human Relations ‘school’ of management (HRS) is understood to have emerged from investigations into human association in the workplace by Elton Mayo and his associates between 1924 and 1932 at the Hawthorne plant of Western Electric. The HRS is said to have brought people’s social needs into the limelight and thereby increased their capacity for ‘spontaneous collaboration’ at work. This perspective, however, has been challenged by a growing body of scholars who have demonstrated that HRS provided employers with an authoritarian management model that held employees are irrational, agitation-prone individuals whose demand for better wages and working conditions was symptomatic of a deep psychosocial maladjustment. This perspective enabled employers to monopolise authority in the workplace and justify this monopoly on the grounds that workers lacked the rationality required to participate in management decision-making.
Kyle Bruce is a Senior Lecturer in the Graduate School of Management, Macquarie University, Australia. He has published papers on the historiography of Scientific Management and Human Relations, institutional theory in economics, organization studies and international business, US interwar business history, the history of US economic and management thought, and evolutionary economics, strategy, and the theory of the firm.
Professor of International Business, Monash University
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