Date of Award
1994
Document Type
Thesis
Degree Name
Master of Science in Management
Department
Business
First Advisor
Daniel W. Kemper
Second Advisor
Carolyn Scott
Third Advisor
Jeffrey Harris
Abstract
This thesis examines the various managerial philosophies active in the American corporate environment in the late 1900's, their roots, and diverse influences. The management philosophies employed by an organization greatly influences the perceptions held by that organization's employees, the public, and other firms.
In recent years many management "gurus" have touted their programs as the key to the establishment of profitable managerial procedures. While a few programs have succeeded in turning organizations around, some enterprises are still in the development stage of their newfound philosophies and time will tell whether or not the programs will be successful. And then there are organizations that successfully incorporate what this thesis establishes as Proactive Management, a philosophy that cultivates an environment where the humanistic management approach can flourish.
The purpose of this thesis is to provide research validity and evidence to support the hypotheses that (1) job enrichment policies are the most effective in the long term development of employees and the organization and (2) Proactive management policies will create an environment receptive to job enrichment policies.
This thesis includes several research studies that provide evidence to support the hypothesis that the humanistic approach to motivation is most effective when focused on the satisfaction level of the employee. Campion and McClelland (1991) examine four major approaches to job satisfaction and weigh the costs and benefits of each.
In a follow up study Campion and McClelland (1993) establish a positive correlation between motivation and job satisfaction issues. Tubbs, Boehne, and Dahl (1993) examine the research findings of industrial psychologist Victor Vroom. Brockner, et al (1993) and Begley and Czajka (1993) examine the motivation levels of employees affected by organizational restructuring.
Also featured are research studies by Herzberg (1987) examining employee motivation and job satisfaction. Park (1988) observes employee motivation in diverse cultural settings, Levering (1988) compares employee motivation in different corporate settings, while Schaubroeck and Ganster (1993) and Phillips (1991) examine the effects of stress in the workplace and its influence on employee motivation.
This thesis investigates the motivational techniques applied by managers versed in the more humanistic approach to motivation and the influence of such policies on the organizational environment. Also examined are philosophies that focus on employee empowerment and autonomy; policies that influence employee participation in organizational development efforts. Furthermore, this thesis investigates the influence of such policies on organizational profitability and productivity.
After a thorough examination of the research evidence the following hypotheses are accepted: (1) Job enrichment policies are the most effective in the long term development of employees and the organization, (2) Proactive management policies may foster an environment receptive to job enrichment policies. The research evidence suggests that enrichment policies may provide prospective benefits in terms of improved quality and productivity. Such policies also may provide benefits through reductions in absenteeism, turnover, and burnout. Furthermore, research evidence suggests that proactive policies encouraging employee autonomy, and emphasizing employee involvement will promote an environment responsive to the overall development of the employee and the organization.
Recommended Citation
Slizewski, William C., "An Analysis of Management Philosophies: The Economic Benefits of Job Enrichment and Proactive Management Techniques" (1994). Theses. 1329.
https://digitalcommons.lindenwood.edu/theses/1329
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