Assignment

On

Management Thoughts
{Contribution of Oliver Sheldon, Elton mayo & James D.
Mooney}

Prepared By:
Ahmadullah

Roll: 148, Section: B,

Batch: 13th,

Department of Management Studies,

University of Dhaka.

Prepared For:
Mr. Md. Mosharraf Hossain

Associate Professor,

Department of Management Studies,

University of Dhaka.

Date of Submission:
24th March 2011
Oliver Sheldon:
After graduating from Oxford and completing his military service, he joined Rowntree
Company in York, in the UK, in the 1920s.

He was closely involved in restructuring the management and organization of the growing
confectionery company at a stage where its growth meant by necessity it had to move away from
the personal, family-centered management of its founder.

Basically, he concerned himself with the totality of management and its logical position in the
community.

He emphasixed the ethics or “oughtness” and the human elements of industrial responsibility.
His management responsibility to the community grew out of four observations. Those are public
interest, growing desire, association of workers in larger groups & scientific approach.

“The philosophy of management” is the best of his books published in 1923.

Contributions:

1. The evolution of management as a separate profession.

2. The need for a code or a set of rules to serve as a guide for good managerial practice.
3. The need for formalized management training, particularly at the university level.
4. The greater importance of managerial ability over technical ability in the higher echelons
of management.
5. The importance of developing better leadership to secure the best cooperation from the
workers.
6. The importance of conferences in coordinating the overall effort.
7. The need for unity of command.

Elton Mayo:
Mayo is known as the founder of the Human Relations Movement, and is known for his research
including the Hawthorne Studies and his book The Human Problems of an Industrialized
Civilization (1933). The research he conducted under the Hawthorne Studies of the 1930s
showed the importance of groups in affecting the behavior of individuals at work. Mayo's
employees,

The outcome of the study:

Disagreement regarding his employees' procedure while conducting the studies:

 The members of the groups whose behavior has been studied were allowed to choose
themselves.
 Two women have been replaced since they were chatting during their work. They were later
identified as members of a leftist movement.
 One Italian member was working above average since she had to care for her family alone.
Thus she affected the group's performance in an above average way.

Summary of Mayo's Beliefs:

 Individual workers cannot be treated in isolation, but must be seen as members of a

group.

 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.

 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.

James D. Mooney:
James D. Mooney, engineer and corporate executive, was born in Cleveland, Ohio on 18
February, 1884.

he worked successively at Westinghouse, B. F. Goodrich and Hyatt Roller Bearing Company

during which time he became increasingly involved in corporate management.

In 1926 Mooney conceived of the idea that the principles of organization employed by all great
leaders throughout history must surely be the same.

He found that all sound organization structures, including the catholic church, arre based ojn a
system of superior-subordinate relationships arranged in a hierarchical fashion. He called it
scalar principle. He was the precise and classic in scalar processes, functional definitions of
jobs,and fundamental coordination. He made no mention of the human side of organization or of
its sociological aspects.