Organisational Behavior (Historical Perspective)
Organisational Behavior (In Historical Perspective)
-Lalhriatsangi III B.A.
Evolution of OB:
History bears no evidence for sequence of human behaviour and thinking ever has had one point where it clearly can be said to have started.
The early examples of written records on human behaviour at work did not amount to a full philosophical system encompassing most aspects of human behaviour.
Too little concern and effort were devoted to their job satisfaction in the early ages.
The behaviourist scientist tried to chronicle the growth of the subject i.e., OB only from the beginning of the nineteenth century.
The Industrial Revolution (1776):
Begins in the last quarter of the eighteen century.
It brought about materialism, discipline, monotony, boredom, job displacement, impersonality, work interdependence and other related behavioural phenomena.
Lead to increasing wages followed by increased job satisfaction and decreases work hours.
Robert Owen, a young Welsh Factory Owner, about the year 1800, was one of the first to emphasize the human needs of his employees. he was called the ‘Father of Personnel Administration’ by an early writer Frank Podmore.
In 1835, Andrew Ure, a pioneering behavioural scientist, published his work on The Philosophy of Manufacturers. Besides, the mechanical and commercial parts of manufacturing, Ure recognized a third factor, i.e. human factor.
J.N. Tata took a special interest in the welfare of his workers. The welfare schemes included were installing humidifiers and fire sprinkles, installation of pension fund, payment for accident compensation.
Scientific Management:
The interests in the behavioural aspects of management was recognized.
Frederick W. Taylor inaugurated the interest in people’s behaviour at work in the United States in the early 1900s.
Taylor is often called ‘The father of scientific management’.
He converted broad generalizations into practical and scientific manners
-Lalhriatsangi III B.A.
Evolution of OB:
History bears no evidence for sequence of human behaviour and thinking ever has had one point where it clearly can be said to have started.
The early examples of written records on human behaviour at work did not amount to a full philosophical system encompassing most aspects of human behaviour.
Too little concern and effort were devoted to their job satisfaction in the early ages.
The behaviourist scientist tried to chronicle the growth of the subject i.e., OB only from the beginning of the nineteenth century.
The Industrial Revolution (1776):
Begins in the last quarter of the eighteen century.
It brought about materialism, discipline, monotony, boredom, job displacement, impersonality, work interdependence and other related behavioural phenomena.
Lead to increasing wages followed by increased job satisfaction and decreases work hours.
Robert Owen, a young Welsh Factory Owner, about the year 1800, was one of the first to emphasize the human needs of his employees. he was called the ‘Father of Personnel Administration’ by an early writer Frank Podmore.
In 1835, Andrew Ure, a pioneering behavioural scientist, published his work on The Philosophy of Manufacturers. Besides, the mechanical and commercial parts of manufacturing, Ure recognized a third factor, i.e. human factor.
J.N. Tata took a special interest in the welfare of his workers. The welfare schemes included were installing humidifiers and fire sprinkles, installation of pension fund, payment for accident compensation.
Scientific Management:
The interests in the behavioural aspects of management was recognized.
Frederick W. Taylor inaugurated the interest in people’s behaviour at work in the United States in the early 1900s.
Taylor is often called ‘The father of scientific management’.
He converted broad generalizations into practical and scientific manners