Vernice Marie D.

Pilar 2011-11770

MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

GURU OF MANAGEMENT Robert Owen

CONTRIBUTION TO MANAGEMENT Address to the Superintendents of Manufactories Managers should pay as much attention to their vital machine or employees as to their inanimate machines.

IMPLICATION TO SOCIAL WORK ADMINISTRATION This gives emphasis on the empowerment of people working with you and giving enough security to them. When you are a manager or administrator, you always want to strengthen the capacity of your subordinates to get the best results out of them and treat them with utmost respect. The latter is not just implied to achieve the best quality of work out of the employees but attests to the humanitarian principle.

LIMITATIONS AND CRITICS OF THE PERSPECTIVE This idea is limited to the perspective of seeing success only through employees, but there are various aspects that should be considered such as managerial techniques, budgeting, and other resources to relay the best output.

Charles Babbage

On the Division of Labor Highly skilled or generally highly paid workers spend parts of their job performing tasks that are 'below their skill level. If the labor process can be divided among several workers, it is possible to assign only high-skill tasks to highly skilled and highly costing workers and leave other working tasks to less skilled and paid workers, thereby cutting labor costs. Each individual so employed, discovering that he himself could thus make a greater profit of his labor than by pursuing more varied occupations.

Subordinates are task-oriented in a specific field of their expertise. In social work administration, this idea gives the best backbone of any form of action plan created in the work system to provide best results because it came from the worldviews of people who are highly commended from their knowledge in a certain field. The manager is complacent with the action plan thus being more confident and positive with the expected outcome.

This is highly criticized by Karl Marx who argued that it caused labor segregation and contributed to alienation; and I couldnt agree more. This principle is only commendable in an ideal workplace but not in a realistic one. In an ideal workplace everything is going smoothly and at the utmost perfection, but in a realistic workplace problems may occur. There may be instances that an expert in a certain field may be excused for a couple of days. If the subordinates labor force is only limited to a specific task, then no one can step in to the work of the absent sector. The point is that every person involved in the system should have sufficient knowledge in everything that goes around but still manages to be cunning in his/her field. The author of this paper only captures one critic on Metcalfes work; this is how laborious the card system is. The idea of dealing with time and material cards require

Captain Henry Metcalfe

The Science of Administration Comparison of accumulated observations that share a common

This applies specifically to social work administration in a way that Metcalfe emphasizes the idea of observation. In social work administration, observation is a crucial

Vernice Marie D. Pilar 2011-11770

MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

standard. Errors of observation: instrumental and personal bias of the observer. The excellence of an administration is universally measured by its cost costs of its actions. To value administration; know what it has done and the cost of doing it. Furthermore, management should maintain only relevant and crucial information. A manager should prepare the details of work, which will then be communicated to foreman and workers Administration reduces the labor to a minimum yet increases its scope by recording. Card System of cost accounting and production controltime card and material card

step to further understand the system in which the manager and the subordinates move in. The administrator, given that he/she has already accumulated observations, can interpret these data and draw conclusions form them. If the administrator observed that the subordinates lack cooperation and coordination in their work, then it would be necessary to supply solutions in these aspects. It is possible that the administrator also observes positive actions coming from his/her subordinates and with these good actions; the administrator can commend his/her subordinates. This exemplifies the characteristic of an administrator that has an open mind and does not only solely see the negative actions of the subordinates but the goodness in them.

much effort that is why in this endeavor, an administrator should hire additional personnel to see to it that the card system is smooth sailing. I feel that this idea of Metcalfe is too idealistic and would not generally apply to an ordinary workplace in which the administrator has too much in his/her hands. I feel that there is a better system that can be applied to assure that the subordinates are working with utmost precision without the card system.

Henry Robinson Towne

The Engineer as an Economist The association of engineers and economists as industrial managers added with at least some skill as an accountant is essential for the successful management of industry. The organized exchange of experience among managers and an organized effort to pool accumulated knowledge in the art of workshop management

It is fair enough that Towne expressed his ideal industrial manager as someone who is not solely educated about a certain field. I feel that this applies to social work administration because being an administrator is interdisciplinary. It does not only involve the knowledge of being a social work major but it involves the ideals of other disciplines as well. This idea clearly defines that an administrator should not stop learning different things, be it on his/her scope of knowledge or outside.

Towne presented his idea in an accessible manner and that is a very commendable aspect in his part but I still feel that there is a lack of explanation on the organized exchange of experience among managers and the organized effort to pool accumulated knowledge in the art of workshop management. I certainly believe in the idea of gathering information from other colleagues in different situations, but I feel like it is important to emphasize how you should disseminate the knowledge you

Vernice Marie D. Pilar 2011-11770

MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

were other points stated. Shop Managementorganization, responsibility, reports, systems of contracts, piecework, and all that relates to executive management of works vs. Shop Accountingtime and wages systems, determination of costs, distribution of various expense accounts, ascertainment of profits, methods of bookkeeping, and all that enters in the system of accounts

I also feel that the organized exchange of experience among managers has a distinct application to social work administration. This suggests the need for assemblies and conventions of different organization or agency heads. This effort to utilize different knowledge from different work places truly suffices that a professional cannot solely base his/her knowledge in theories/written articles but also through experiences coming from different perspectives.

gathered. Given your colleagues come from different workplaces, one should remember that in gathering information, you should remember that not all the knowledge you gather from them are applicable in your situation. One should be wise in applying the knowledge they have acquired.

Frederick Winslow Taylor

Time Study, Piece Work and the First Class Man Time Study is the exact information as to how much of any given kind of work either as a first-class or an average man can do in a day. Maximum work coming from the employees will come to life; given that the workers have a suitable and permanent reward. High wages with low labor cost, accurate time study, and unit times are crucial for the whole system to materialize. What is Scientific Management? Scientific Management involves a complete mental revolution on the part of the workingman engaged in any particular establishment or industry

Taylor presented so many insightful ideas concerning management. I feel that most of it can be applied to social work administration. Ill emphasize the idea of having maximum work coming from the employees with the right compensation. This is a crucial idea in social work administration because first of all, the administrator does not only manages but sees to it that all of his subordinates are regarded with the right wage with concern to the efforts that they exert in the organization or agency. I also feel that the principles of management take great interest in the field of social work administration. Establishing standards is crucial because it evokes the feeling that managers and subordinates alike should follow a certain system that is attainable and is the leeway for the best performance that is possible. If the standards are to be followed then rest assured that the agency or organization is working at utmost ability to meet its goals and objectives.

My only critic of Taylors concepts is its too much focus on surplus. I agree with him that surplus is a vital idea that constitutes to the work system but there are more things to be considered such as willingness for learning, commitment to good work, etc. Yes, the only main purpose of workmen are to earn money to provide for their needs and wants but I am not discouraged that there are still workmen with good hearts that see their jobs as their passion and surplus comes secondary. Many might subject this idea as an idealistic point but through my thorough observations in different workplace settings, there are still people who have the heart for what they do and prioritize commitment to work rather than surplus.

Vernice Marie D. Pilar 2011-11770

MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

a complete mental revolution on the part of these men as to their duties toward their work, fellow men, and their employees. This is not an efficiency device, a new scheme of paying men, etc. It involves the great mental revolution. Surplus is the left amount after all the expenses have been diminished form the selling price. From the surplus come the profit of the manufacturer and the wages of the workmen. The division of surplus has always been an issue for the employees and employers. The great mental revolution takes part within the employees and employers and this happens when both sides take their eyes off the division of surplus as the priority but turn their attention toward increasing the size of the surplus until this becomes so large that it is unnecessary to quarrel over how it shall be divided. The Principles of Scientific Management The Four Principles of Scientific Management 1. The development of a science to replace the old rule-ofthumb knowledge of the workmen. 2. The scientific selection and

The principle that explains that everyone should be involved, even the workmen, is the most important application of Taylor to social work administration. I can associate this to Paulo Freires concept of libertarian education or problem-posing method. Social work administration should be grounded on this concept and should banish the idea of the banking concept in which only one sector contributes to the welfare of both. I believe that even if workmen are subordinates of educated administrators; they also have a voice that in one way or another may affect the system and alleviate it from its current condition.

Vernice Marie D. Pilar 2011-11770

MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

3.

4.

the progressive development of the workmen. To bring the scientifically selected workman and the science together. The deliberate division of the work which was formerly done by the workmen into two sections.

Standards should be established so that one can get the greatest improvements from the workmen in that way. Everyone should be involved; workmen, instead of holding back, should be eager to make suggestions. Teach and lead is has a distinct effect to social work administration. I believe that managers and administrators alike should not ponder on the idea of driving or just motivating their subordinates to perform the job at the best quality. They should remember that the subordinates could not perform the best work if they do not know the right manner on how to perform such task and if there is no guidance coming from the administrator. In social work administration, the head sees to it that every subordinate does his/her job in utmost capability to achieve optimum results that is why the administrator should guide the subordinate and teach him the right manner on how to accomplish tasks. The emphasis on the idea that the community

Henry Laurence Gantt

Training Workmen in Habits of Industry and Cooperation Task and bonus system of wage payment explains that if a workman does an excellent job for the day, he is given just compensationadditional pay and if he just does a regular job, he is given his regular pay. Do better than what is expected then you get a better salary for the dayreward system. Workers should take interest in what they do so it doesnt feel like a burden and they perform better. With this, quality of work does not need more time.

I agree to everything that Gantt had laid out in his article, but I feel that there should be more emphasis on how greatly the monopoly of different multinational industries are affecting small industries to the point that they die out and people are left to consume whatever this big companies lay out in front of them. Furthermore, if small scale industries are banished in the economy many people will result to seek employment opportunities rather than being self-employed. If the people could not seek the jobs and wages that they feel is appropriate for their capacity because of competition, then these people will result to better opportunities. If they feel that the country could not support provide them with opportunities then they result to migration.

Vernice Marie D. Pilar 2011-11770

MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

No drive, Yes to teach and lead Training workmen in habits of industry and cooperation. The average workman is interested only in his daily wage and has no special desire to learn improved methods. The human element in productivity and the concept of motivation are emphasized. The Parting of the Ways The small industries were already replaced with big industries because they provide better results. In this phenomenon, the consumers are greatly affected. There are fewer options because there are smaller numbers of large establishments. The monopoly of the large players in the business is prevalent. The community needs service first, regardless of who gets the profits because its life depends upon the service it gets. The business system must accept its social responsibility and devote itself primarily on service, or the community will ultimately make the attempt to take it over in order to operate it in its own interest.

needs service first, exemplifies the concept of social work administration. The administrator should observe what the needs of the community are so that the services that they offer to the people are really apt to their current situation. Given that most if social work administrators work in organizations and agencies; they should always direct their efforts to the goals and objectives of the organization or agency.

From the latter comes pros and cons that should be specifiedlack of human resource, displacement of professionals, etc.

Russell Robb

Organization as Affected by Purpose and Conditions

All of the ideas that Robb presented applies to social work administration. His emphasis on

The only critic I have for Robb is that he dwelled so much on the idea that

Vernice Marie D. Pilar 2011-11770

MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

One must prevent assuming that organization always means the application of perfectly definite method or system to the carrying out of any large and complicated undertaking. The previous stated secret formulae for a successful organization have been centered on military organization, but not all of the organizations can take the system of the army. Theories should not only be the basis of knowledge, experience and time are the key points in which the organization can create a better knowledge base that specifically applies to their distinct system. No general principles can be applied to every organization. All organizations differ from one another because the goals and objectives they want to meet and he way on how these things can be achieved, are different. Moreover, the material out of which the organization is made differs in kind. The kind of organization one should have depends on the kind of results he/she wants to achieve. There are different factors that make an organizationstructure, lines of authority, responsibility, division of labor, system, discipline; accounting, records, and statistics; and esprit de corps. Their importance changes with

the different needs of different organizations extrudes the ideas. Every social work administrator should remember that their workplace is distinct from that of their colleagues, who may have the same orientation as them. Even though, many theories and studies have been done already and are effective statistically, the most important knowledge to run a distinct organization comes from experience and time. This can be associated with the analogy that through time comes wisdom. Social work administrators should take the time to study their current situation and address their needs accordingly. The factors that are presented in his works are the key areas in which a social work administrator should dwell on. Administrators should assess the current state of their organization and work from that point and enhance other factors and prioritize one from the other.

organizations are like humans that have individualization. This is a laudable concept but he almost disregarded the previous studies and theories that also constitute as a basis for the knowledge base of an organization. Believe me when I say that I pretty much agree on all his points, but I think that he also showed some regard on the different studies that were upheld by other gurus of management. For example, Taylors contribution to management cannot be simply disregarded since it has a great bearing to most of organizations.

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MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

the purpose, conditions and material of the specific organization. My only critic with Emersons work is that it is too idealistic and might be a little dreamy for my tasteregarding the setting up of ideals and incorporating the stand of the labor unions. I feel that it is somehow impossible that the ideals of the one above the workmen would be consistent throughout the subordinates, themselves. There are so many issues in society today that can attest to this fact. Most often than not, only the voices of the board of directors, stockholders, and CEOs are heard and the voices of employees or workmen are overshadowed because of their hierarchy. Emersons ideas are not feasible for me at the moment but remains as a challenge to the people in the industry.

Harrington Emerson

The First Principle: Clearly Defined Ideals The first principle is a clearly defined ideal. Ideals are the same as objectives or goals. Men should have a clear statement of what he intended to make and how the work should be done. The ideal should never stop at the big bosses or administrators, the foremen and workmen should also be aware. These ideals should be consistent all throughout the managers, foremen, and workmen. If the administrator has the specific ideal with him/her but the workmens ideal is not in line with what he/she believes in, then thered be discrepancy in the ideals and it would be hard to work from the negative resultant force that may come with it. If every manager would formulate his own ideals and promulgate them accordingly to different officials and every employee, then industrial organizations could attain the same high degree of individual and aggregate excellence. This ideal should include what labor unions stand for, but disregard their stands that are not in line with efficiency.

The concept of a clearly defined ideal best suits social work administration. The administrator and his/her subordinates should be fully aware on what their efforts stand for. The points laid out by Emerson are all applicable to administering agencies and organizations. If the subordinates, possibly coming from different fields of expertise do not have a clear understanding on the agencys objectives then he/she is doing a blind-folded work. This is simply working without knowing its purpose and would effect on being falsified by the act. If the goal is not stated clearly, then the worker is not passionate about what he is doing. He simply works for his wage and nothing more. If everyone works toward the established common goal then thered be no interfering points of views that may jeopardize the whole system. Differences in beliefs should be considered for optimum results. Administrators and subordinates alike should take part in the establishment of goals so that one side is not favored, but equality is implemented.

Vernice Marie D. Pilar 2011-11770

MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

Alexander Hamilton Church and Leon Pratt Alford

The Principles of Management 1. The systematic use of experience

The three principles explained by the authors are very much applicable to social work administration since experience, effort, and personal effectiveness are key points to understand the field. First, the systematic use of experience explains my further analysis on how crucial a persons experience is to developing new strategies and reform to address the current hurdles the organization is facing. The concept of seeing a new experience and it becoming a habit is the only way in which it will be fully realized helps social work administrators that a reform on the system does not happen overnight, it takes great consciousness to realize this phenomena. Second, the concept of effort exemplifies how experiences are not the tail-end of any endeavor. Unless, these experiences are put into action, then it serves nothing to the administrator and subordinates. Third, the idea of personal effectiveness further explains that a persons capacity to be of full potential is not constrained to the physical conditions, but most likely on the psychological state of the person. Through this idea, the social work administrator can assess the conditions of his/her subordinates and could help them alleviate their current condition to achieve optimum results.

This is associated with standards of performance that explains the quantity and quality to any particular method in doing something. This is also the careful analysis of what is about to be attempted, and its reference to existing records and standards of performance. New experience can be transmitted in two waysminute instructions of which individual workers do not perceive the drift or as a connected body of new practice. Not until the new experience becomes a habit then will its full value be realized. 2. The economic control of effort

The critic I have for Hamilton and Alfords work is simple. I feel that the principles of management they presented lack further information that can attest the purpose of their work. I read that this might be the answer regarding the critic of Taylors principles on scientific management, but I feel that in itself, it lacked deeper associations with other important principles that should be included. I also feel that it lacked the association of the administrator and subordinate and how one interacts with the other in a system. Management does not only deal with the personal outlook of either the administrator or the subordinate, it goes more than that. Their individual realizations and experiences should be related with that of the other and should be further explained in the article to have a good grasp of what management really ismanager and subordinate/s.

Effort is experience in action. To produce organized action it is necessary to control efforts in various waysdivision: largely controlled by design and deals with unit part or component, wherein the design cannot be considered apart from operation; coordination: prearrangement of a number of separate efforts in such a manner as to produce a definite end; conservation: proceeding along the line of least effort to attain a given end; remuneration: this is not as vital

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SW131 Prof. Jerry Leones

as the first three stated but evokes the reality that no man works for pleasure. 3. The promotion of personal effectiveness

The ideal plant is one which has good equipment, good methods, and good men; underlying the welfare or square deal to working relations during working hours. Every human being desires to feel that his work is important. Physical plane is not the only degrading aspect but also psychological elements that play an important role in understanding personal effectiveness. My only concern of Fayols work is the lack of summary and explanation on the interrelationship of the different principles. I believe that if he presented a concise summary that connects each principle to the other then thered be a better understanding on how the system of the principles works. This explanation can also serve as the point to which a reader can understand the importance of one principle to the other and how it cannot stand independently. This will also serve as a basis for deeper understanding on how these are general principles that are applied in different ways; thus, unique in different work settings. This summary would somehow take into consideration the blur areas on why one principle stands alone, but it has a distinct

Henri Fayol

General Principles of Management Division of Work: Work should be divided among individuals and groups to ensure that effort and attention are focused on special portions of the task. Fayol presented work specialization as the best way to use the human resources of the organization. Authority: The concepts of Authority and responsibility are closely related. Authority was defined by Fayol as the right to give orders and the power to exact obedience. Responsibility involves being accountable, and is therefore naturally associated with

All of the principles presented by Fayol are applicable in social work administration. The general principles he presented are the altered ideas presented by the other gurus of management. He consolidated the principles that were basically presented individually by the different gurus. He saw the need to put it in tabulation wherein one is dependent of the other. The most outstanding principle that I feel is vital to social work administration is Subordination of Individual Interests to The General Interests. I feel that this is an important tool to direct an agency or organization to its goals and objectives. If everyone subordinate and administrators alike would prioritize the needs of the organization

Vernice Marie D. Pilar 2011-11770

MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

authority. Whoever assumes authority also assumes responsibility Discipline: A successful organization requires the common effort of workers. Penalties should be applied judiciously to encourage this common effort. Unity of Command: Workers should receive orders from only one manager. Unity of Direction: The entire organization should be moving towards a common objective in a common direction. Subordination of Individual Interests to The General Interests: The interests of one person should not take priority over the interests of the organization as a whole. Remuneration: Many variables, such as cost of living, supply of qualified personnel, general business conditions, and success of the business, should be considered in determining a workers rate of pay. Centralization: Fayol defined centralization as lowering the importance of the subordinate role. Decentralization is increasing the importance. The degree to which centralization or decentralization should be adopted depends on the

and work towards the common interest and put their personal interest as a secondary aspect, then thered be less problems about conflicting views. Pretty much everything of the fourteen principles is applicable to every aspect of running a social work administration. The interpretation of these principles is the only justification on how these principles can serve justice on different agencies.

relationship with the other. But despite of this, his fourteen principles are the best presentation to the science of management. These explain the vital needs of every system organization and do not generalize its principles since it works as an independent idea through different mediums or workplaces.

Vernice Marie D. Pilar 2011-11770

MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

specific organization in which the manager is working. Scalar Chain: Managers in hierarchies are part of a chain like authority scale. Each manager, from the first line supervisor to the president, possesses certain amounts of authority. The President possesses the most authority; the first line supervisor the least. Lower level managers should always keep upper level managers informed of their work activities. The existence of a scalar chain and adherence to it are necessary if the organization is to be successful. Order: For the sake of efficiency and coordination, all materials and people related to a specific kind of work should be treated as equally as possible. Equity: All employees should be treated as equally as possible. Stability of Tenure Of Personnel: Retaining productive employees should always be a high priority of management. Recruitment and Selection Costs, as well as increased product-reject rates are usually associated with hiring new workers. Initiative: Management should take steps to encourage worker initiative, which is defined as new or additional

Vernice Marie D. Pilar 2011-11770

MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

work activity undertaken through selfdirection. Espirit De Corps: Management should encourage harmony and general good feelings among employees.

Frank Bunker Gilbreth

Science in Management for the One Best Way to Do Work Employer and employee must cooperate in the work process for benefits to occur. The employee as an individual has his/her productivity depended on attitude, opportunity, and the physical environment as well as the correct methods and ideal equipment. The means for determining the One Best Way to do Work: Motion Study is the method of increasing the efficiency of the worker. It is the science of determining and perpetuating the scheme of perfection; the performing of the One Best Way to do work. Fatigue Study is the investigation of the causes and opportunities for the elimination of unnecessary fatigue, and the provision of rest from necessary fatigue. Skill Study is an inquiry into the

The points that Gilbreth presented are all applicable to social work administration. The best idea is how he emphasized that the employer and employee must always cooperate in the work process for benefits to occur. I liked how simple the statement is, but in all honesty, I feel that its the most important thought that a social work administrator has to know. This exemplifies that the hierarchical setting of power does not apply to the idea that one is favored than the other. The administrators and subordinates work dependently with one another and the knowledge that one has that is above the other bridges the gap towards attaining the goals and objectives. Motion study can also be applied to social work administration. This attests to the fact that administrators should have a keen eye on keeping the efficiency on the work of the subordinates to achieve the best outcome. If the manager sees to it that he/she made an effort to guide the subordinates to have efficient work; then this gives him/her a complacent feeling that they will get the job done.

Gilbreth presented a praiseworthy article regarding the one best way to do work, but I believe that there are some points in which he failed to take notes on. First, I feel that the variables to establish the one best way are too many. Id like it better if there were concise points laid out that formed the secret formula of utilizing the best way possible. Second, his view on standardizing everything seems to be a blur for me. As a consumer of the different management principles from the gurus, I established the thought that one cannot simply place an idea to every organization and claim it as the secret formulait doesnt exist. Third, the idea of motion study is very frustrating. Motion study presented a method in which it is not laid out to a point that it is easy to understand. I feel that if there is a more detailed yet concise explanation about how simplistic motion study is; then thered be a better understanding coming from us consumers of his work.

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SW131 Prof. Jerry Leones

causes of, and the best way of acquiring and transferring skill. It affects everyoneapprentice, journeyman, laborer, manager, employer or stockholder, and consumer. Time Study is the art of determining how long it takes to do work or how much work can be done in a given time. The most important implication of Sheldons study is its emphasis on who is the real boss of every organizationthe community. This is crucial information because in every social work administration, surely, the community has to be the real governing body of the institution. If this concept is clear with the administrator and his/her subordinates, theyd have a much better understanding on the purpose of their work. If people in general see the implication of what their service means to the whole community, a sense of deep clingy desire to work is formed. I guess in a deeper view, this perception is a mere inspirational leeway for workers and consumers alike to understand their position in the economy and act upon these to ensure the best interaction of their respective relationships. If this interaction in an agency or organization is clear from the start, no sector would have identity crisis and would be puzzled on what the role of the person may be. The community being the boss of everything, My only critic of Sheldons work is that it sounds too optimistic for my taste. I dont have anything against the idea and to my surprise; I like how it has been proposed. But while I was pondering on his quest for having the community as the boss of the system, it made me wonder if this is really possible. I guess that in my seventeen years of existence, I have never really sighted a company that fully embraces the needs of the people. In fact, the only thing that I suppose is important for stockholders and workmen alike are profits and wages, respectively. Though I do not disclose the possibility of this phenomenon, I just think that Sheldon shouldve presented concrete applications to management rather than presenting an improbable assumption. Generally, his assumption is good and can be presented as a healthy challenge for the administrators, stockholders, and employers. If this quest of him would materialize and the equilibrium of the workers and owners

Oliver Sheldon

A Professional Creed of Management Industrial management is governed by three principles: policies, conditions, and methods of industry shall conduce to communal well-being; in the ethical valuation, the management shall endeavor to interpret; the community is the ultimate authority in the determination of matterswages and profits. Management should be more concerned with the communitys interest and not just of the stockholders or employers. Science of Industrial Management s several purposes: forming a code to govern the general conduct of the industry, of raising the general level and providing a standard measure of managerial efficiency, of formulating the basis for further development and

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MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

improvement, and of instituting a standard as a necessary qualification for the practice of the profession. The evolution of management as a separate profession The need for a code or a set of rules to serve as a guide for good managerial practice The need for formalized management training, particularly at the university level. The greater importance of managerial ability over technical ability in the higher echelons of management The importance of developing better leadership to secure the best cooperation from the workers The importance of conferences in coordinating the overall effort The need for unity of command.

from the management to the economy reminds me of the famous line by the president, Ikaw (the people) ang boss ko!

are worked out with equity, then the fuss of labor unions rallies would come to an end and Utopia is not far behind.

Mary Parker Follett

Management as a Profession Business management should have a scientific standard applied to it or scientific method. It involves a technical side or knowledge of production and distribution; and the

Every part of Folletts article reminded me the simplistic view on how social work administration is not a traditional organization that works with the same principle as that of with industrial setups. First, the management as a profession can be

The criticism I have for Folletts idea is that it presented countless ideas that deserve reasonable acknowledgements, but I lacked the feeling of the connection between the three articles. The articles may be of separate nature, but I feel that it is importance that she explained the bearing of

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SW131 Prof. Jerry Leones

personal side or the knowledge on how to deal fairly and fruitfully with ones fellow. One should make experiments, compare and discuss this with each other, and see what consensus we can come to in our conclusions. Managerial workers have to acquire habits and attitudes with three conditionsdetailed information in regard to a new method; the stimulus to adopt this method; and the opportunity to practice it so that it may become a habit. Men must prepare themselves for the professionassuming grave responsibilities, taking a creative part in one of the large functions of society and realize success in the end. The Essentials of Leadership Leadership is the ability to grasp a total situation, who can organize the experience of the group, the ability to organize all the forces there are in an enterprise and make them serve a common purpose. The leader should teach his followers their part of leadership and how to control the situations for which they are specifically responsible. The requisite of leadership is the

applied to social work administration in a way that an administrator should know that the task he/she is taking on requires adequate knowledge and is not just a facade that one can impose on different people. The importance of experimenting in the profession proves that an administrator does not follow a definite set of guidelines that may be the answer to every query that pops in ones head. Second, the reiteration of the idea of leadership explained to me that an administrator does not only deal with the hierarchical situation of the norm but also has to keep into mind that the key is the method on how one can organize the given system. Subordinates are there as implementing hands to perform the likely goal that one is oriented with. Lastly, the principles of coordination explain that coordination is not a mere coming together of the different units in the organization, it involves more than that. In social work administration where subordinates may come from different expertise and fields, the administrator should specifically impose the importance of seeing the role of each person and its bearing to the process of relaying services to meet objectives.

each to the other. I suppose that if the first article had been clearly associated with the last two articles, then itd be better to hear the different points of view of the other two. If more ideas regarding the relationship of each point to the other is made then a consumer of her thought like me would be more likely to go on and read further the other articles she presented outside of the book. Folletts thoughts would be better up summarized and explained further to grasp the deep understanding of what one thought influences the other.

Vernice Marie D. Pilar 2011-11770

MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

thorough knowledge of your job. The ability to grasp the total situation is essential to leadership. Leadership has the capability of transforming experience to power. The great leader creates as well as direct power. Functional leadership vs. multiple leadership; in which multiple leadership is the only one given importance in history. Coordination This is a system of cross-functioning between the different departments of an organization. There are three ways of settling differences: by domination, by compromise, or by integration. Principles of coordination: Early stagemust start during the planning stage of the process. Continuitymust not be a one-time activity, sustainable Direct contactmanagers must have a good contact with subordinates Reciprocal relations decisions and actions of all managers, employees and departments of the organization are inter-related Effective communication good communication avoids misunderstandings

Vernice Marie D. Pilar 2011-11770

MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

Mutual respectbrotherly hood among managers and employees Clarity of objectives statement of clear objectives Scalar chaineach manager possesses a certain amount of authority

Collective responsibility is not the matter of adding but interweaving, a matter of reciprocal modification and the matter of integration. There is no such thing as unity, but there exists only unifying. Each man learning to fit his work into that of every other in the spirit of cooperation, in any understanding of the methods of cooperation. My only critic with Hopfs work is that he presented it with the assuming feeling that it applies to every existing organization possible. I somehow have apprehensions with that because the previous papers placed strong points that explained that not all of the ideas presented are standardized. Some would even reiterate that a standard quest for management does not exist at all. I captured this thought because I believe that it is important to see different organizations as unique systems. Yes, many concepts may apply to majority of organizations but not necessarily to all.

Harry Arthur Hopf

Management and the Optimum Optimology is the science of the optimum. The optimum is the state of development of a business enterprise which tends to perpetuate an equilibrium among the factor size, cost and human capacity and thus to promote in the highest degree regular realization of the business objectives. Efficient planning, organizing, coordinating, and controlling might be of good help in achieving the optimum.

The most applicable concepts in social work administration presented by Hopf are the suggestions he concluded his paper with. The presentations of the objectives down to the more specific actions to attain these are suitable for social work administration. I feel that if administrators would see the scheme on how Hopf presented the techniques for optimal size and relations on his paper and how simple yet meaningful his words are, then theyd have a better understanding on the idea of how the system of the organization works. I also believe that his emphasis on the need for specific classification of objectives and

Vernice Marie D. Pilar 2011-11770

MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

Suggestions: 1. Establish the objectives of the business in comprehensive terms; 2. Define those general policies which should be followed regardless of operating conditions or results; 3. Define the task of management in human terms; 4. Staff the executive group with members who are competent to perform successfully the tasks assigned to them; 5. Furnish the executive group with standards of accomplishment by which performance can be accurately measured. 6. Study operating results and establish trends of accomplishment; 7. Adjust the rate of replacement of members of the executive group in line with requirements for maintaining the standard set; 8. Consider particularly the factor of age in its relation to productive capacity of executives; 9. Analyze all dynamic elements so as to discern the possible operation of the law of diminishing returns with respect to any element, substituting measurement for judgment wherever possible; 10. Establish the optimal size of organization at the level at which

methods on how to attain them places a good knowledge base for managers. If administrators fully understand these concepts then he/she will be at better relationship with the subordinates. If this relationship is kept with good communication and respect, as what is explained by Follett in her principles of coordination; then thered be a harmonious environment between workmen and administrators.

Hopf failed to explain this fact that is why I had a difficulty about debating with myself the previous insights I got from the latter stated principles to his point of view.

Vernice Marie D. Pilar 2011-11770

MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

the most favorable operating results can be secured, within the limits of the predetermined objectives and policies and without causing an executive overload at any point of the organization. Mayos emphasis on groups in the workplace is very much applicable to social work administration. If administrators are aware about how cliques in workplaces affect the performance of the person, then he/she may find ways on how to avoid such instances or if not possible, to address the situation of his/her subordinates. This phenomenon has its pros and cons. Pros if the groups of his/her people are aiding themselves to do the best they can in their jobs; cons if it pulls a persons capacity down because the group has a negative effect on the subordinate. Several action plans towards the situation may alleviate the current trend of group setups to ensure that it happens for the betterment of the workmen. The reality of the interview method also opens up a new venture for administrators to strengthen their belief, Walang madadaan sa magandang usapan. As social workers by profession, administrators are fully aware that a persons apprehensions and feeling can only be addressed by communicating them to professionals that can help them to address these accordingly. This can apply to their subordinates and how good communication is a vital tool to acquire the best outcome from the Mayos work produced promising results that in my reading of the latter gurus articles, I feel that this study of his in the Hawthorne and Western Electric Company provided good results without taking too much standardization on their part. My only concern for his work is that it only presented the conclusion but there was a lack of analysis with it. If he further examined the details on how to go about the interview method with less partiality to address the ongoing debate regarding its validity, then I would have realize how his study is still acceptable regardless of the debate. In spite of this, I still feel that Mayo gave the best points regarding group affiliations of workmen in the workplace.

George Elton Mayo

The First Inquiry Sense of participation and a feeling of being a member of a team are stronger motivating forces than economic selfinterest, lighting, rest periods and similar material influences. Individual workers cannot be treated in isolation, but must be seen as members of a group to establish a better outcome from them. In relation to this, monetary incentives and good working conditions are less important to the individual than the need to belong to a group. Informal or unofficial groups formed at work have a strong influence on the behavior of those workers in a group. Furthermore, managers must be aware of these 'social needs' and cater for them to ensure that employees collaborate with the official organization rather than work against it. Hawthorne and the Western Electric Company

Vernice Marie D. Pilar 2011-11770

MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

subordinates. The study pondered on examining the effects of social relations, motivation and employee satisfaction. It concluded that workers are best motivated by better communication, more managerial involvement and working in teams. The three persistent problems of management are: the application of science and technical skill to some material good or product; the systematic ordering of operations; the organization of teamworkthat is, of sustained cooperation. Discoveries regarding interview method: 1. Interview aids the individual to get rid of useless emotional complications and to state his problem completely. 2. Interview has demonstrated its capacity to aid the individual to associate more easily, more satisfactorily with other persons. 3. Interview develops his desire and capacity to work better. 4. Interviewing possesses immense importance for the training of administrators in the difficult future. 5. Interview is a source of information. The three persistent problems of modern large-scale industry: the application of science and technical

Vernice Marie D. Pilar 2011-11770

MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

skill to a material product, the systematization of operations, and the organization of sustained cooperation. Barnards concepts of authority and nature of leadership are applicable to social work administration. I believe that an administrator should realize that the idea of authority does not just go with the position. Yes, the subordinate might see you as someone who is above him but this does not give you the ticket to capture his attention and respect right away, unless you are worthy of it. This disseminates the idea that it is not always the subordinate that needs a little fixing or upgrade, once in a while the administrator should see to it that he is also apt to the position to do his/her job. Regarding the nature of leadership, I see this as a vital tool for administrators to see to it that they have what it takes to govern the subordinates and lead them to the right path to produce fruitful outcomes. The things presented here may serve as a guideline for the administrator to work on what he sees as requirements to be of best service to his subordinates, the agency or organization, and the clients. My concern for Barnards concept is that it is too focused on the concept of the administrators or the ones in-charge of the organization. It would have sounded better if he also presented ideas regarding how important the role of the subordinate is and how the manager and subordinate interact accordingly to produce the desired results. It lacked the connection and explanation of the reason why he insisted on putting these thoughts in paper. I would have liked it if he presented more subjective concerns into his writing for me to understand further where he is coming from. Id also like it if he placed his ideas in a more concise yet insightful explanation that would have captured by attention quickly for me to be glued to his writing. In spite of this, I still liked how he took the time and effort to write the roots of leadership per se and his idea of authority.

Chester Irving Barnard

The Theory of Authority The Source of Authority Authority is the character of communication in a formal organization by virtue of which it is accepted by a contributor to or member of the organization as governing the action he contributes. It involves two aspects: the subjective, the personal, the accepting of communication as authoritative; and the objective aspectthe character of communication by virtue of which it is accepted. Four conditions wherein a person can and will accept communication as authoritative: 1. He can and does not understand communication. 2. At his time of decision he believes that it is not inconsistent with the purpose of the organization. 3. At the time of his decision, he believes it to be compatible with his personal interest as a whole. 4. He is able mentally and physically to comply with it.

Vernice Marie D. Pilar 2011-11770

MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

The System of Coordination Authority of Position vs. Authority of Leadership It doesnt necessarily mean that a superior have authority, nor is a communication authoritative except when it is an effort or action of the organization. The determination of authority remains with the individual. The competence of the persons serving as communication centers, that is, officers, supervisory heads, must be adequate. The line of communication should not be interrupted during the time when the organization is to function. Every communication should be authenticated. Reconciliation with Legalistic Conceptions Legalistic conceptions seem to have support in the relations between superior and subsidiary organizations. The Nature of Leadership Addressed to the problem of understanding the nature of leadership A. Four Sectors of Leadership Behavior: o The determination of

Vernice Marie D. Pilar 2011-11770

MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

objectives The manipulation of means The instrument of action The stimulation of coordinated action B. The Conditions of Leadership C. The Active Qualities of Leaders Vitality and endurance Decisiveness Persuasiveness Responsibility Intellectual Capacity D. The Development of Leaders Training Balance and perspective Experience E. Selection o o o The explanation of McGregors view on Theory X and Theory Y is an important idea with association to social work administration. This difference between the two points can shed light to the more favored style of management. I personally believe that Theory Y is of good help for the administrator because this concept is in line with the principles of social work per se believes in the capacity of the person. If the administrator uses this as his/her guide in managing the subordinates, then theyd be better results. This is so because the administrator sees the person in a positive manner as capable and willing to do the task despite possible hurdles that may come his/her way. The statements regarding the different needs of My only concern for McGregors work is that it didnt really explain much further the concepts and how it can be utilized as an effective tool in the organization. I believe that it is more appropriate if most of the details are taken into account so that thered be better understanding coming from a consumer like me. His explanation on the trends of the new definition of management, for me, has not much of a bearing that may be incorporated in the real workplace. I feel that it only summarized the evolution of management and has no particular use in real managing. Furthermore, I guess that his explanation has nothing bad about it. I just feel that a more thorough explanation would have been

Douglas Murray McGregor

The Human Side of Enterprise Theory X and Theory Y These deals with the perceptions managers hold on their employees, not the way they generally behave. It is attitude not attributes. They describe two contrasting models of workforce motivation. McGregor suggests that these are not different ends of the same continuum. Rather they are two different continua in themselves. Theory X In this theory, which has been proven counter effective in most modern practice, management assumes employees are inherently lazy and will

Vernice Marie D. Pilar 2011-11770

MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

avoid work if they can and that they inherently dislike work. As a result of this, management believes that workers need to be closely supervised and comprehensive systems of controls developed. Theory Y In this theory, management assumes employees may be ambitious and selfmotivated and exercise self-control. It is believed that employees enjoy their mental and physical work duties. According to them work is as natural as play. They possess the ability for creative problem solving, but their talents are underused in most organizations Mans Needs: Physiological and safety needs Social needs Ego needs Self-Fulfillment Needs The Carrot and Stick Approach The means for satisfying mans physiological needs can be provided or withheld by management. Employment, wages, working conditions, and benefits are means. By this means the individual can be controlled as long as he is struggling for subsistence. Man lives for bread alone when there is no bread.

man are also useful tools in social work administration. If the administrator has a clear vision on what the needs of a person may be, then he/she may use this knowledge to see to it that most of the needs of the subordinate are met. This knowledge would also help the administrator to look deeper into the possible causes of the unsuitable work effort coming from the subordinates. With this understanding, the manager can now infer different conclusions and validate them to respond to them adequately and guide the subordinate so that he/she may perform better.

better for me.

Vernice Marie D. Pilar 2011-11770

MATRIX OF CLASSICS IN MANAGEMENT

SW131 Prof. Jerry Leones

New Concepts of Management Trends in the Concept of Management: 1. The explosive growth of science; both behavioral and physical 2. The rapidly increasing complexity of technology 3. The growing complexity of industry-society relationships 4. The changing composition of the industrial work force