The Psychology of Management - L. M. Gilbreth (read novel full TXT) 📗

learn to manage only by going out on the work and watching other managers, or by trying to manage, and not by studying about management in a class room or in a text book; that watching a good manager might help one, but no one could hope really to succeed who had not "the knack born in him."

With the advent of "Scientific Management," and its demonstration that the best management is founded on laws that have been determined, and can be taught, the study of management in the class room as well as on the work became possible and actual.2

Value of Psychology of Management. — Third, we must consider the value of the study of the psychology of management.3

This question, like the one that precedes it, is answered by Scientific Management. It has demonstrated that the emphasis in successful management lies on the man, not on the work; that efficiency is best secured by placing the emphasis on the man, and modifying the equipment, materials and methods to make the most of the man. It has, further, recognized that the man's mind is a controlling factor in his efficiency, and has, by teaching, enabled the man to make the most of his powers. 4 In order to understand this teaching element that is such a large part of management, a knowledge of psychology is imperative; and this study of psychology, as it applies to the work of the manager or the managed, is exactly what the "psychology of management" is.

Five Indications of This Value. — In order to realize the importance of the psychology of management it is necessary to consider the following five points: —

1. Management is a life study of every man who works with other men. He must either manage, or be managed, or both; in any case, he can never work to best advantage until he understands both the psychological and managerial laws by which he governs or is governed.

2. A knowledge of the underlying laws of management is the most important asset that one can carry with him into his life work, even though he will never manage any but himself. It is useful, practical, commercially valuable.

3. This knowledge is to be had now. The men who have it are ready and glad to impart it to all who are interested and who will pass it on.5 The text books are at hand now. The opportunities for practical experience in Scientific Management will meet all demands as fast as they are made.

4. The psychology of, that is, the mind's place in management is only one part, element or variable of management; one of numerous, almost numberless, variables.

5. It is a division well fitted to occupy the attention of the beginner, as well as the more experienced, because it is a most excellent place to start the study of management. A careful study of the relations of psychology to management should develop in the student a method of attack in learning his selected life work that should help him to grasp quickly the orderly array of facts that the other variables, as treated by the great managers, bring to him.

Purpose of This Book. — It is scarcely necessary to mention that this book can hope to do little more than arouse an interest in the subject and point the way to the detailed books where such an interest can be more deeply aroused and more fully satisfied.

What This Book Will Not Do. — It is not the purpose of this book to give an exhaustive treatment of psychology. Neither is it possible in this book to attempt to give a detailed account of management in general, or of the Taylor plan of "Scientific Management" so-called, in particular. All of the literature on the subject has been carefully studied and reviewed for the purpose of writing this book, — not only what is in print, but considerable that is as yet in manuscript. No statement has been made that is not along the line of the accepted thought and standardized practice of the authorities. The foot notes have been prepared with great care. By reading the references there given one can verify statements in the text, and can also, if he desires, inform himself at length on any branch of the subject that especially interests him.

What This Book Will Do. — This book aims not so much to instruct as to arouse an interest in its subject, and to point the way whence instruction comes. If it can serve as an introduction to psychology and to management, can suggest the relation of these two fields of inquiries and can ultimately enroll its readers as investigators in a resultant great field of inquiry, it will have accomplished its aim.

Definition of Management. — To discuss this subject more in detail —

First: What is "Management"?

"Management," as defined by the Century Dictionary, is "the art of managing by direction or regulation."

Successful management of the old type was an art based on no measurement. Scientific Management is an art based upon a science, — upon laws deducted from measurement. Management continues to be what it has always been, — the art of directing activity.

Change in the Accepted Meaning. — "Management," until recent years, and the emphasis placed on Scientific Management was undoubtedly associated, in the average mind, with the managing part of the organization only, neglecting that vital part — the best interests of the managed, almost entirely. Since we have come to realize that management signifies the relationship between the managing and the managed in doing work, a new realization of its importance has come about. 6

Inadequacy of the Terms Used. — It is unfortunate that the English language is so poor in synonyms in this field that the same word must have two such different and conflicting meanings, for, though the new definition of management be accepted, the "Fringe" of associations that belong to the old are apt to remain.7 The thoughts of "knack, aptitude, tact, adroitness," — not to speak of the less desirable "Brute Force," "shrewdness, subtlety, cunning, artifice, deceit, duplicity," of the older idea of management remain in the background of the mind and make it difficult, even when one is convinced that management is a science, to think and act as if it were.

It must be noticed and constantly remembered that one of the greatest difficulties to overcome in studying management and its development is the meaning of the terms used. It is most unfortunate that the new ideas have been forced to content themselves with old forms as best they may.

Psychological Interest of the Terms. — Psychology could ask no more interesting subject than a study of the mental processes that lie back of many of these terms. It is most unfortunate for the obtaining of clearness, that new terms were not invented for the new ideas. There is, however, an excellent reason for using the old terms. By their use it is emphasized that the new thought is a logical outgrowth of the old, and experience has proved that this close relationship to established ideas is a powerful argument for the new science; but such terms as "task," "foreman," "speed boss," "piece-rate" and "bonus," as used in the science of management, suffer from misunderstanding caused by old and now false associations. Furthermore, in order to compare old and new interpretations of the ideas of management, the older terms of management should have their traditional meanings only. The two sets of meanings are a source of endless confusion, unwarranted prejudice, and worse. This is well recognized by the authorities on Management.

The Three Types of Management. — We note this inadequacy of terms again when we discuss the various types of Management.

We may divide all management into three types —

(1) Traditional

(2) Transitory

(3) Scientific, or measured functional. 8

Traditional Management, the first, has been variously called "Military," "Driver," the "Marquis of Queensberry type," "Initiative and Incentive Management," as well as "Traditional" management.

Definition of the First Type. — In the first type, the power of managing lies, theoretically at least, in the hands of one man, a capable "all-around" manager. The line of authority and of responsibility is clear, fixed and single. Each man comes in direct contact with but one man above him. A man may or may not manage more than one man beneath him, but, however this may be, he is managed by but one man above him.

Preferable Name for the First Type. — The names "Traditional," or "Initiative and Incentive," are the preferable titles for this form of management. It is true they lack in specificness, but the other names, while aiming to be descriptive, really emphasize one feature only, and in some cases with unfortunate results.

The Name "Military" Inadvisable. — The direct line of authority suggested the name "Military," 9 and at the time of the adoption of that name it was probably appropriate as well as complimentary.10 Appropriate in the respect referred to only, for the old type of management varied so widely in its manifestations that the comparison to the procedure of the Army was most inaccurate. "Military" has always been a synonym for "systematized", "orderly," "definite," while the old type of management was more often quite the opposite of the meaning of all these terms. The term "Military Management" though often used in an uncomplimentary sense would, today, if understood, be more complimentary than ever it was in the past. The introduction of various features of Scientific Management into the Army and Navy, — and such features are being incorporated steadily and constantly, — is raising the standard of management there to a high degree. This but renders the name "Military" Management for the old type more inaccurate and misleading.

It is plain that the stirring associations of the word "military" make its use for the old type, by advocates of the old type, a weapon against Scientific Management that only the careful thinker can turn aside.

The Names "Driver" and "Marquis of Queensberry" Unfortunate. — The name "Driver" suggests an opposition between the managers and the men, an opposition which the term "Marquis of Queensberry" emphasizes. This term "Marquis of Queensberry" has been given to that management which is thought of as a mental and physical contest, waged "according to the rules of the game." These two names are most valuable pictorially, or in furnishing oratorical material. They are constant reminders of the constant desire of the managers to get all the work that is possible out of the men, but they are scarcely descriptive in any satisfactory sense, and the visions they summon, while they are perhaps definite, are certainly, for the inexperienced in management, inaccurate. In other words, they usually lead to imagination rather than to perception.

The Name "Initiative and Incentive" Authoritative. — The term "Initiative and Incentive" is used by Dr. Taylor, and is fully described by him. 11 The words themselves suggest, truly, that he gives the old form of management its due. He does more than this. He points out in his definition of the terms the likenesses between the old and new forms.

The Name "Traditional" Brief and Descriptive. — The only excuses for the term "Traditional," since Dr. Taylor's term is available, are its brevity and its descriptiveness. The fact that it is indefinite is really no fault in it, as the subject it describes is equally indefinite. The "fringe" 12 of this word is especially good. It calls up ideas of information handed down from generation to generation orally, the only way of teaching under the old type of management. It recalls the idea of the inaccurate perpetuation of unthinking custom, and the "myth" element always present in tradition, — again