The Demonization of scientific management and the deification of human relations

Chris Nyland, Kyle Bruce

Research output: Contribution to conferenceAbstractResearch

Abstract

In recent years revisionist historians of management thought have come to re-evaluate the legacies of Taylor and Mayo. These scholars have rejected the notion that Mayo is the father of managerial humanism while at the same time questioning the claim that Taylor embraced a mechanistic and unsophisticated approach that was at odds with a democratized labor relations regime, both in the plant and throughout society. In this paper we build on these contributions by contrasting how the Taylorists and Mayoists viewed the notion of managerisal democracy and how their respective perspectives interacted with each other. We begin by indicating why the leaders of the Taylor Society supported the notion that workers should participate in all areas of management and then detail the distaste for managerial democracy that informed Mayo and his colleagues. Next we trace the continuing relationship between the Taylorist and Human Relations traditions through to the late 1940s. In undertaking this latter effort we explain how, with the help of John D. Rockefeller Jr. and other corporate oligarchs, Mayo managed to establish the Human Relations School (HRS hereafter) as the foundation upon which contemporary organization behavior and human resource management theory and practice is currently constructed.
LanguageEnglish
Number of pages1
Publication statusPublished - 2011
EventAcademy of Management Annual Meeting 2011 - San Antiono, Texas
Duration: 12 Aug 201116 Aug 2011

Conference

ConferenceAcademy of Management Annual Meeting 2011
CitySan Antiono, Texas
Period12/08/1116/08/11

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human relations
democracy
labor relations
human resource management
humanism
management
historian
father
regime
leader
worker
organization
school
Society

Keywords

  • Taylorism
  • Human Relations
  • Revisionism

Cite this

Nyland, C., & Bruce, K. (2011). The Demonization of scientific management and the deification of human relations. Abstract from Academy of Management Annual Meeting 2011, San Antiono, Texas, .
Nyland, Chris ; Bruce, Kyle. / The Demonization of scientific management and the deification of human relations. Abstract from Academy of Management Annual Meeting 2011, San Antiono, Texas, .1 p.
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author = "Chris Nyland and Kyle Bruce",
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Nyland, C & Bruce, K 2011, 'The Demonization of scientific management and the deification of human relations' Academy of Management Annual Meeting 2011, San Antiono, Texas, 12/08/11 - 16/08/11, .

The Demonization of scientific management and the deification of human relations. / Nyland, Chris; Bruce, Kyle.

2011. Abstract from Academy of Management Annual Meeting 2011, San Antiono, Texas, .

Research output: Contribution to conferenceAbstractResearch

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T1 - The Demonization of scientific management and the deification of human relations

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AU - Bruce, Kyle

PY - 2011

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N2 - In recent years revisionist historians of management thought have come to re-evaluate the legacies of Taylor and Mayo. These scholars have rejected the notion that Mayo is the father of managerial humanism while at the same time questioning the claim that Taylor embraced a mechanistic and unsophisticated approach that was at odds with a democratized labor relations regime, both in the plant and throughout society. In this paper we build on these contributions by contrasting how the Taylorists and Mayoists viewed the notion of managerisal democracy and how their respective perspectives interacted with each other. We begin by indicating why the leaders of the Taylor Society supported the notion that workers should participate in all areas of management and then detail the distaste for managerial democracy that informed Mayo and his colleagues. Next we trace the continuing relationship between the Taylorist and Human Relations traditions through to the late 1940s. In undertaking this latter effort we explain how, with the help of John D. Rockefeller Jr. and other corporate oligarchs, Mayo managed to establish the Human Relations School (HRS hereafter) as the foundation upon which contemporary organization behavior and human resource management theory and practice is currently constructed.

AB - In recent years revisionist historians of management thought have come to re-evaluate the legacies of Taylor and Mayo. These scholars have rejected the notion that Mayo is the father of managerial humanism while at the same time questioning the claim that Taylor embraced a mechanistic and unsophisticated approach that was at odds with a democratized labor relations regime, both in the plant and throughout society. In this paper we build on these contributions by contrasting how the Taylorists and Mayoists viewed the notion of managerisal democracy and how their respective perspectives interacted with each other. We begin by indicating why the leaders of the Taylor Society supported the notion that workers should participate in all areas of management and then detail the distaste for managerial democracy that informed Mayo and his colleagues. Next we trace the continuing relationship between the Taylorist and Human Relations traditions through to the late 1940s. In undertaking this latter effort we explain how, with the help of John D. Rockefeller Jr. and other corporate oligarchs, Mayo managed to establish the Human Relations School (HRS hereafter) as the foundation upon which contemporary organization behavior and human resource management theory and practice is currently constructed.

KW - Taylorism

KW - Human Relations

KW - Revisionism

M3 - Abstract

ER -

Nyland C, Bruce K. The Demonization of scientific management and the deification of human relations. 2011. Abstract from Academy of Management Annual Meeting 2011, San Antiono, Texas, .