Is it true that the ideas proposed by Taylor are called human relations theory?

No, this statement is wrong.

It was not Taylor who came up with ideas called human relations theory.

Rather, the ideas that Mayo came up with are known as the Theory of Human Relations.

The theory of interpersonal relations is a complete new management theory that studies the influence and role of human motivation on improving labor productivity.

The theory of interpersonal relations is a complete new management theory that studies the influence and role of human motivation on improving labor productivity.

Taylor came up with the theory of scientific management.

Scientific management theory, by the father of scientific management.

Frederick Winslow Taylor.

In his main book "Principles of Scientific Management".

1911).

Frederick Winslow Taylor is an American classical management scholar, the founder of scientific management, and is known as the father of scientific management in the management community. At the Midville plant, he began as an apprentice and was promoted to shop manager, technician, team leader, foreman, design office director and chief engineer. His experience at the factory had taught him the causes of the widespread slackness among workers, and he felt that the lack of effective management tools was a serious obstacle to productivity.

To this end, Taylor began to explore scientific management methods.

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Theoretical essence: scientific management is not only the introduction of scientific and standardized management, but more importantly, it puts forward the core issue of the implementation of scientific management - spiritual revolution. The spiritual revolution is based on scientific management, and the belief that the interests of both employers and employees are aligned.

Because for employers, the pursuit is not only profit, but more importantly, the development of the career.

The development of the career will not only bring more generous wages to employees, but also mean giving full play to their personal potential and meeting the needs of self-realization. It is this business that brings employers and employees together, and when both parties cooperate and help each other instead of confrontation and struggle, they can improve their work efficiency through the joint efforts of both parties.

Producing greater profits than in the past can increase the profits of the employer and the size of the enterprise.

Be enlarged. Correspondingly, it can also lead to higher wages and higher satisfaction of employees.

Taylor is known as () for his outstanding contribution to the model of management theory.

a.The originator of process theory.

b.The father of tissue theory.

c.The father of scientific management.

d.Founder of Behavioral Sciences.

Correct answer: The father of scientific pipe vertical code resistance.

What theories Taylor came up with are as follows:

First, take management as a real science. Taylor believes that workers will have many different ways to do any kind of work, and even each action will have dozens or even hundreds of forms, and the tools used in the same type of work will be very numerous.

It is necessary for the factory to set up a special organization, equipped with full-time personnel, through accurate, precise and continuous research on the dust book, working hours and tools, to find out the best action, the shortest working hours and the most appropriate operating tools, and then determine them as the work standard.

Second, scientifically select workers and posture people. In traditional management, workers are randomly assigned to different jobs, but not every worker is suitable for any one job in the factory. Scientific management requires that the management must study the work potential of each worker according to the work standards determined by the factory through scientific methods, and select the most suitable candidate for a specific job.

Third, the workers are carefully trained. Carefully selected workers are to work according to the best methods and the most suitable tools provided by the factory, and not according to the workers' own ideas. This requires the establishment of special institutions and personnel to educate and train workers to help them establish the concept of scientific management and master how to use the best working methods and appropriate tools determined by the management.

Fourth, the management maintains friendly and close cooperation with the workers.

A theory of interpersonal relationships based on the assumption of the "social person".

The theory of interpersonal relations is a relatively complete new management theory, which began in the 20s of the 20th century in the United States, the famous Hawthorne experiment conducted by Mayo and others, a psychologist at Harvard University.

The influence and role of human enthusiasm on improving labor productivity have gradually been shown in production practice, and have attracted the attention of many enterprise management scholars and industrialists, and they have been studied in a special and systematic way.

Birth

The birth of human relations management, the Hawthorne Studies, was conducted at the Hawthorne plant of the Western Electric Company in the United States, and the Hawthorne Experiment, which was conducted for nine years in the United States, really opened the prelude to the study of human behavior as an organization.

From 1924 to 1932, Hawthorne experimented to find a way to increase labor productivity by improving external factors such as working conditions and the environment, and from 1924 to 1932, four phases of experimentation were carried out: lighting tests, panel tests by relay assemblers, large-scale interviews, and research in wiring studios for wiring wiring boards.

However, the results of the test were unexpected: regardless of whether the working conditions (illumination, length of breaks, plant temperature, etc.) were improved or eliminated, the output of both the experimental and non-experimental groups was constantly rising;

When experimenting with the effect of piece-rate wages on production efficiency, it was found that there was a tacit understanding in the production group that most of the workers deliberately limited their output, otherwise they would be treated coldly and rejected by the group, and the incentive wage did not maximize the production efficiency of the workers as the traditional management theory believed.

In the two-year large-scale interview experiment, employees were able to talk about their thoughts without restraint and vent their sullen feelings, so their attitudes changed and their productivity was improved accordingly.

Answer]: E McGregor proposed Theory X and Theory Y; Wei Zhenbo put forward the theory of "ideal administrative organization system"; Kurt Lein developed the theory of group mechanics; Fayol proposed the theory of the rules of the management of the town; Mayo developed the doctrine of human relations.

Answer]: c1) Experience management period: Owen created a job performance evaluation system, "the father of modern personnel management".

2) Scientific management period: Taylor, (1) improve efficiency: conduct research on workers' working hours and movements, and determine the daily workload of workers; 2) Standardization of labor methods and differential piecework wage system; (3) Specialization of management functions:

Clearly divide planning functions and executive functions, and implement functional management.

3) Modern Management Period: Mayo, the main research result is the Hawthorne experiment.

The main theories of behavioral science in the later stages are: Hierarchy of Needs Theory (Maslow), Two-Factor Theory (Herzberg), X-Y Theory (McGregor), Z Theory, Achievement Needs Theory, Expectation Theory, Goal Theory, Frustration Theory, Reinforcement Theory, etc.

4) Postmodern management.

On the basis of the research results of the original system theory, system theory, cybernetics and information theory, three new branches of system theory have emerged, namely, dissipative structure theory, synergy theory and mutation theory.