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GURU OF
MANAGEMENT
CONTRIBUTION TO
MANAGEMENT
IMPLICATION TO SOCIAL WORK
ADMINISTRATION
LIMITATIONS AND CRITICS OF THE
PERSPECTIVE
Robert Owen Address to the Superintendents of
Manufactories
Managers should pay as much
attention to their vital machine or
employees as to their inanimate
machines.
This gives emphasis on the empowerment of
people working with you and giving enough
security to them. When you are a manager or
administrator, you always want to strengthen
the capacity of your subordinates to get the best
results out of them and treat them with utmost
respect. The latter is not just implied to achieve
the best quality of work out of the employees
but attests to the humanitarian principle.
This idea is limited to the perspective of
seeing success only through employees, but
there are various aspects that should be
considered such as managerial techniques,
budgeting, and other resources to relay the
best output.
Charles Babbage On the Division of Labor
Highly skilled or generally highly paid
workers spend parts of their job
performing tasks that are 'below their
skill level. If the labor process can be
divided among several workers, it is
possible to assign only high-skill tasks
to highly skilled and highly costing
workers and leave other working tasks
to less skilled and paid workers,
thereby cutting labor costs.
Each individual so employed,
discovering that he himself could thusmake a greater profit of his labor than
by pursuing more varied occupations.
Subordinates are task-oriented in a specific
field of their expertise. In social work
administration, this idea gives the best
backbone of any form of action plan created inthe work system to provide best results because
it came from the worldviews of people who are
highly commended from their knowledge in a
certain field. The manager is complacent with
the action plan thus being more confident and
positive with the expected outcome.
This is highly criticized by Karl Marx who
argued that it caused labor segregation and
contributed to alienation; and I couldntagree more. This principle is only
commendable in an ideal workplace but
not in a realistic one. In an ideal workplace
everything is going smoothly and at the
utmost perfection, but in a realistic
workplace problems may occur. There may
be instances that an expert in a certain field
may be excused for a couple of days. If the
subordinates labor force is only limited to a
specific task, then no one can step in to the
work of the absent sector. The point is that
every person involved in the system shouldhave sufficient knowledge in everything that
goes around but still manages to be cunning
in his/her field.
Captain Henry
Metcalfe
The Science of Administration
Comparison of accumulated
observations that share a common
This applies specifically to social work
administration in a way that Metcalfe
emphasizes the idea ofobservation. In social
work administration, observation is a crucial
The author of this paper only captures one
critic on Metcalfes work; this is how
laborious the card system is. The idea of
dealing with time and material cards require
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standard. Errors of observation:
instrumental and personal bias of the
observer.
The excellence of an administration isuniversally measured by its cost
costs of its actions. To value
administration; know what it has done
and the cost of doing it. Furthermore,
management should maintain only
relevant and crucial information. A
manager should prepare the details of
work, which will then be
communicated to foreman and
workers
Administration reduces the labor to aminimum yet increases its scope by
recording.
Card System of cost accounting and
production controltime card and
material card
step to further understand the system in which
the manager and the subordinates move in. The
administrator, given that he/she has already
accumulated observations, can interpret these
data and draw conclusions form them. If theadministrator observed that the subordinates
lack cooperation and coordination in their
work, then it would be necessary to supply
solutions in these aspects.
It is possible that the administrator also
observes positive actions coming from his/her
subordinates and with these good actions; the
administrator can commend his/her
subordinates. This exemplifies the
characteristic of an administrator that has an
open mind and does not only solely see thenegative actions of the subordinates but the
goodness in them.
much effort that is why in this endeavor, an
administrator should hire additional
personnel to see to it that the card system is
smooth sailing. I feel that this idea of
Metcalfe is too idealistic and would notgenerally apply to an ordinary workplace in
which the administrator has too much in
his/her hands.
I feel that there is a better system that can be
applied to assure that the subordinates are
working with utmost precision without the
card system.
Henry Robinson
Towne
The Engineer as an Economist
The association of engineers and
economists as industrial managersadded with at least some skill as an
accountant is essential for the
successful management of industry.
The organized exchange of experience
among managers and an organized
effort to pool accumulated knowledge
in the art of workshop management
It is fair enough that Towne expressed his ideal
industrial manager as someone who is not
solely educated about a certain field. I feel that
this applies to social work administrationbecause being an administrator is
interdisciplinary. It does not only involve the
knowledge of being a social work major but it
involves the ideals of other disciplines as well.
This idea clearly defines that an administrator
should not stop learning different things, be it
on his/her scope of knowledge or outside.
Towne presented his idea in an accessible
manner and that is a very commendable
aspect in his part but I still feel that there is
a lack of explanation on the organizedexchange of experience among managers
and the organized effort to pool
accumulated knowledge in the art of
workshop management. I certainly believe
in the idea of gathering information from
other colleagues in different situations, but I
feel like it is important to emphasize how
you shoulddisseminate the knowledge you
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were other points stated.
Shop Managementorganization,
responsibility, reports, systems of
contracts, piecework, and all thatrelates to executive management of
works vs. Shop Accountingtime and
wages systems, determination of costs,
distribution of various expense
accounts, ascertainment of profits,
methods of bookkeeping, and all that
enters in the system of accounts
I also feel that the organized exchange of
experience among managers has a distinct
application to social work administration. This
suggests the need for assemblies and
conventions of different organization or agencyheads. This effort to utilize different knowledge
from different work places truly suffices that a
professional cannot solely base his/her
knowledge in theories/written articles but also
through experiences coming from different
perspectives.
gathered. Given your colleagues come from
different workplaces, one should remember
that in gathering information, you should
remember that not all the knowledge you
gather from them are applicable in yoursituation. One should be wise in applying
the knowledge they have acquired.
Frederick Winslow
Taylor
Time Study, Piece Work and the First
Class Man
Time Study is the exact information as
to how much of any given kind of
work either as a first-class or an
average man can do in a day.
Maximum work coming from the
employees will come to life; given
that the workers have a suitable and
permanent reward.
High wages with low labor cost,
accurate time study, and unit times
are crucial for the whole system tomaterialize.
What is Scientific Management?
Scientific Managementinvolves a
complete mental revolution on the part
of the workingman engaged in any
particular establishment or industry
Taylor presented so many insightful ideas
concerning management. I feel that most of it
can be applied to social work administration.Ill emphasize the idea of having maximum
work coming from the employees with the right
compensation. This is a crucial idea in social
work administration because first of all, the
administrator does not only manages but sees
to it that all of his subordinates are regarded
with the right wage with concern to the efforts
that they exert in the organization or agency.
I also feel that the principles of management
take great interest in the field of social work
administration. Establishing standards is crucialbecause it evokes the feeling that managers and
subordinates alike should follow a certain
system that is attainable and is the leeway for
the best performance that is possible. If the
standards are to be followed then rest assured
that the agency or organization is working at
utmost ability to meet its goals and objectives.
My only critic of Taylors concepts is its too
much focus on surplus. I agree with him that
surplus is a vital idea that constitutes to thework system but there are more things to be
considered such as willingness for learning,
commitment to good work, etc.
Yes, the only main purpose of workmen are
to earn money to provide for their needs and
wants but I am not discouraged that there
are still workmen with good hearts that see
their jobs as their passion and surplus comes
secondary. Many might subject this idea as
an idealistic point but through my thorough
observations in different workplace settings,there are still people who have the heart for
what they do and prioritize commitment to
work rather than surplus.
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a complete mental revolution on the
part of these men as to their duties
toward their work, fellow men, and
their employees. This is not an
efficiency device, a new scheme ofpaying men, etc. It involves the great
mental revolution.
Surplus is the left amount after all the
expenses have been diminished form
the selling price. From the surplus
come the profit of the manufacturer
and the wages of the workmen. The
division of surplus has always been an
issue for the employees and
employers.
The great mental revolution takes part
within the employees and employers
and this happens when both sides take
their eyes off the division of surplus as
the priority but turn their attention
toward increasing the size of the
surplus until this becomes so large that
it is unnecessary to quarrel over how it
shall be divided.
The Principles of Scientific
Management
The Four Principles of Scientific
Management
1. The development of a scienceto replace the old rule-of-
thumb knowledge of the
workmen.
2. The scientific selection and
The principle that explains that everyone
should be involved, even the workmen, is the
most important application of Taylor to social
work administration. I can associate this to
Paulo Freires concept of libertarian educationor problem-posing method. Social work
administration should be grounded on this
concept and should banish the idea of the
banking concept in which only one sector
contributes to the welfare of both. I believe that
even if workmen are subordinates of educated
administrators; they also have a voice that in
one way or another may affect the system and
alleviate it from its current condition.
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the progressive development
of the workmen.
3. To bring the scientificallyselected workman and the
science together.4. The deliberate division of the
work which was formerly
done by the workmen into
two sections.
Standards should be established so
that one can get the greatest
improvements from the workmen in
that way. Everyone should be
involved; workmen, instead of holding
back, should be eager to make
suggestions.
Henry Laurence
Gantt
Training Workmen in Habits of
Industry and Cooperation
Task and bonus system of wage
paymentexplains that if a workman
does an excellent job for the day, he is
given just compensationadditional
pay and if he just does a regular job,
he is given his regular pay. Do better
than what is expected then you get abetter salary for the dayreward
system.
Workers should take interest in what
they do so it doesnt feel like a burden
and they perform better. With this,
quality of work does not need more
time.
Teach and lead is has a distinct effect to
social work administration. I believe that
managers and administrators alike should not
ponder on the idea of driving or just motivating
their subordinates to perform the job at the best
quality. They should remember that the
subordinates could not perform the bestwork if
they do not know the right manner on how to
perform such task and if there is no guidance
coming from the administrator. In social workadministration, the head sees to it that every
subordinate does his/her job in utmost
capability to achieve optimum results that is
why the administrator should guide the
subordinate and teach him the right manner on
how to accomplish tasks.
The emphasis on the idea that the community
I agree to everything that Gantt had laid out
in his article, but I feel that there should be
more emphasis on how greatly the
monopoly of different multinational
industries are affecting small industries to
the point that they die out and people are
left to consume whatever this big companies
lay out in front of them. Furthermore, if
small scale industries are banished in the
economy many people will result to seekemployment opportunities rather than being
self-employed. If the people could not seek
the jobs and wages that they feel is
appropriate for their capacity because of
competition, then these people will result to
better opportunities. If they feel that the
country could not support provide them with
opportunities then they result to migration.
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No drive, Yes to teach and lead
Training workmen in habits of
industry and cooperation. The average
workman is interested only in his dailywage and has no special desire to
learn improved methods. The human
element in productivity and the
concept of motivation are emphasized.
The Parting of the Ways
The small industries were already
replaced with big industries because
they provide better results. In this
phenomenon, the consumers are
greatly affected. There are feweroptions because there are smaller
numbers of large establishments. The
monopoly of the large players in the
business is prevalent.
The community needs service first,
regardless of who gets the profits
because its life depends upon the
service it gets.
The business system must accept its
social responsibility and devote itselfprimarily on service, or the
community will ultimately make the
attempt to take it over in order to
operate it in its own interest.
needs service first, exemplifies the concept of
social work administration. The administrator
should observe what the needs of the
community are so that the services that they
offer to the people are really apt to their currentsituation. Given that most if social work
administrators work in organizations and
agencies; they should always direct their efforts
to the goals and objectives of the organization
or agency.
From the latter comes pros and cons that
should be specifiedlack of human
resource, displacement of professionals, etc.
Russell Robb Organization as Affected by Purpose
and Conditions
All of the ideas that Robb presented applies to
social work administration. His emphasis on
The only critic I have for Robb is that he
dwelled so much on the idea that
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One must prevent assuming that
organization always means the
application of perfectly definite
method or system to the carrying outof any large and complicated
undertaking. The previous stated
secret formulae for a successful
organization have been centered on
military organization, but not all of the
organizations can take the system of
the army. Theories should not only be
the basis of knowledge, experience
and time are the key points in which
the organization can create a better
knowledge base that specifically
applies to their distinct system. Nogeneral principles can be applied to
every organization.
All organizations differ from one
another because the goals and
objectives they want to meet and he
way on how these things can be
achieved, are different. Moreover, the
material out of which the organization
is made differs in kind. The kind oforganization one should have depends
on the kind of results he/she wants toachieve.
There are different factors that make
an organizationstructure, lines of
authority, responsibility, division of
labor, system, discipline; accounting,
records, and statistics; and esprit de
corps. Their importance changes with
the different needs of different organizations
extrudes the ideas. Every social work
administrator should remember that their
workplace is distinct from that of their
colleagues, who may have the same orientationas them. Even though, many theories and
studies have been done already and are
effective statistically, the most important
knowledge to run a distinct organization comes
from experience and time. This can be
associated with the analogy that through time
comes wisdom. Social work administrators
should take the time to study their current
situation and address their needs accordingly.
The factors that are presented in his works are
the key areas in which a social workadministrator should dwell on. Administrators
should assess the current state of their
organization and work from that point and
enhance other factors and prioritize one from
the other.
organizations are like humans that have
individualization. This is a laudable concept
but he almost disregarded the previous
studies and theories that also constitute as a
basis for the knowledge base of anorganization. Believe me when I say that I
pretty much agree on all his points, but I
think that he also showed some regard on
the different studies that were upheld by
other gurus of management. For example,
Taylors contribution to management cannot
be simply disregarded since it has a great
bearing to most of organizations.
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the purpose, conditions and material
of the specific organization.
Harrington Emerson The First Principle: Clearly DefinedIdeals
The first principle is a clearly defined
ideal. Ideals are the same as objectives
or goals. Men should have a clear
statement of what he intended to make
and how the work should be done. The
ideal should never stop at the big
bosses or administrators, the foremen
and workmen should also be aware.
These ideals should be consistent all
throughout the managers, foremen,and workmen. If the administrator has
the specific ideal with him/her but the
workmens ideal is not in line with
what he/she believes in, then thered
be discrepancy in the ideals and it
would be hard to work from the
negative resultant force that may come
with it.
If every manager would formulate his
own ideals and promulgate them
accordingly to different officials andevery employee, then industrial
organizations could attain the same
high degree of individual and
aggregate excellence. This ideal
should include what labor unions
stand for, but disregard their stands
that are not in line with efficiency.
The concept of a clearly defined ideal best suitssocial work administration. The administrator
and his/her subordinates should be fully aware
on what their efforts stand for. The points laid
out by Emerson are all applicable to
administering agencies and organizations. If the
subordinates, possibly coming from different
fields of expertise do not have a clear
understanding on the agencys objectives then
he/she is doing a blind-folded work. This is
simply working without knowing its purpose
and would effect on being falsified by the act.
If the goal is not stated clearly, then the workeris not passionate about what he is doing. He
simply works for his wage and nothing more.
If everyone works toward the established
common goal then thered be no interfering
points of views that may jeopardize the whole
system. Differences in beliefs should be
considered for optimum results. Administrators
and subordinates alike should take part in the
establishment of goals so that one side is not
favored, but equality is implemented.
My only critic with Emersons work is thatit is too idealistic and might be a little
dreamy for my tasteregarding the setting
up of ideals and incorporating the stand of
the labor unions. I feel that it is somehow
impossible that the ideals of the one above
the workmen would be consistent
throughout the subordinates, themselves.
There are so many issues in society today
that can attest to this fact. Most often than
not, only the voices of the board of
directors, stockholders, and CEOs are heard
and the voices of employees or workmenare overshadowed because of their
hierarchy.
Emersons ideas are not feasible for me at
the moment but remains as a challenge to
the people in the industry.
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Alexander Hamilton
Church and Leon
Pratt Alford
The Principles of Management
1. The systematic use ofexperience
This is associated with standards of
performance that explains the quantity
and quality to any particular method in
doing something. This is also the
careful analysis of what is about to be
attempted, and its reference to existing
records and standards of performance.
New experience can be transmitted in
two waysminute instructions of
which individual workers do not
perceive the drift or as a connectedbody of new practice. Not until the
new experience becomes a habit then
will its full value be realized.
2. The economic control ofeffort
Effort is experience in action. To
produce organized action it is
necessary to control efforts in various
waysdivision: largely controlled by
design and deals with unit part orcomponent, wherein the design cannot
be considered apart from operation;
coordination: prearrangement of a
number of separate efforts in such a
manner as to produce a definite end;
conservation: proceeding along the
line of least effort to attain a given
end; remuneration: this is not as vital
The three principles explained by the authors
are very much applicable to social work
administration since experience, effort, and
personal effectiveness are key points tounderstand the field.
First, the systematic use of experience explains
my further analysis on how crucial a persons
experience is to developing new strategies and
reform to address the current hurdles the
organization is facing. The concept of seeing a
new experience and it becoming a habit is the
only way in which it will be fully realized helps
social work administrators that a reform on the
system does not happen overnight, it takes
great consciousness to realize this phenomena.Second, the concept of effort exemplifies how
experiences are not the tail-end of any
endeavor. Unless, these experiences are put
into action, then it serves nothing to the
administrator and subordinates. Third, the idea
of personal effectiveness further explains that a
persons capacity to be of full potential is not
constrained to the physical conditions, but most
likely on the psychological state of the person.
Through this idea, the social work
administrator can assess the conditions of
his/her subordinates and could help themalleviate their current condition to achieve
optimum results.
The critic I have for Hamilton and Alfords
work is simple. I feel that the principles of
management they presented lack further
information that can attest the purpose oftheir work. I read that this might be the
answer regarding the critic of Taylors
principles on scientific management, but I
feel that in itself, it lacked deeper
associations with other important principles
that should be included. I also feel that it
lacked the association of the administrator
and subordinate and how one interacts with
the other in a system.
Management does not only deal with the
personal outlook of either the administratoror the subordinate, it goes more than that.
Their individual realizations and
experiences should be related with that of
the other and should be further explained in
the article to have a good grasp of what
management really ismanager and
subordinate/s.
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as the first three stated but evokes the
reality that no man works for pleasure.
3. The promotion of personaleffectiveness
The ideal plant is one which has good
equipment, good methods, and good
men; underlying the welfare or square
deal to working relations during
working hours. Every human being
desires to feel that his work is
important. Physical plane is not the
only degrading aspect but also
psychological elements that play an
important role in understanding
personal effectiveness.
Henri Fayol General Principles of Management
Division of Work: Work should be
divided among individuals and groups
to ensure that effort and attention are
focused on special portions of the
task. Fayol presented work
specialization as the best way to use
the human resources of the
organization.
Authority: The concepts of Authority
and responsibility are closely related.
Authority was defined by Fayol as the
right to give orders and the power to
exact obedience. Responsibility
involves being accountable, and is
therefore naturally associated with
All of the principles presented by Fayol are
applicable in social work administration. The
general principles he presented are the altered
ideas presented by the other gurus of
management. He consolidated the principles
that were basically presented individually by
the different gurus. He saw the need to put it in
tabulation wherein one is dependent of the
other.
The most outstanding principle that I feel is
vital to social work administration is
Subordination of Individual Interests to The
General Interests. I feel that this is an
important tool to direct an agency or
organization to its goals and objectives. If
everyone subordinate and administrators alike
would prioritize the needs of the organization
My only concern of Fayols work is the lack
of summary and explanation on the
interrelationship of the different principles. I
believe that if he presented a concise
summary that connects each principle to the
other then thered be a better understanding
on how the system of the principles works.
This explanation can also serve as the point
to which a reader can understand the
importance of one principle to the other andhow it cannot stand independently. This will
also serve as a basis for deeper
understanding on how these are general
principles that are applied in different ways;
thus, unique in different work settings. This
summary would somehow take into
consideration the blur areas on why one
principle stands alone, but it has a distinct
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authority. Whoever assumes authority
also assumes responsibility
Discipline: A successful organization
requires the common effort ofworkers. Penalties should be applied
judiciously to encourage this common
effort.
Unity of Command: Workers should
receive orders from only one manager.
Unity of Direction: The entire
organization should be moving
towards a common objective in a
common direction.
Subordination of Individual Interests
to The General Interests: The interests
of one person should not take priority
over the interests of the organization
as a whole.
Remuneration: Many variables, such
as cost of living, supply of qualified
personnel, general business
conditions, and success of the
business, should be considered in
determining a workers rate of pay.
Centralization: Fayol defined
centralization as lowering the
importance of the subordinate role.
Decentralization is increasing the
importance. The degree to which
centralization or decentralization
should be adopted depends on the
and work towards the common interest and put
their personal interest as a secondary aspect,
then thered be less problems about conflicting
views.
Pretty much everything of the fourteen
principles is applicable to every aspect of
running a social work administration. The
interpretation of these principles is the only
justification on how these principles can serve
justice on different agencies.
relationship with the other.
But despite of this, his fourteen principles
are the best presentation to the science of
management. These explain the vital needsof every system organization and do not
generalize its principles since it works as an
independent idea through different mediums
or workplaces.
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specific organization in which the
manager is working.
Scalar Chain: Managers in hierarchies
are part of a chain like authority scale.Each manager, from the first line
supervisor to the president, possesses
certain amounts of authority. The
President possesses the most
authority; the first line supervisor the
least. Lower level managers should
always keep upper level managers
informed of their work activities. The
existence of a scalar chain and
adherence to it are necessary if the
organization is to be successful.
Order: For the sake of efficiency and
coordination, all materials and people
related to a specific kind of work
should be treated as equally as
possible.
Equity: All employees should be
treated as equally as possible.
Stability of Tenure Of Personnel:
Retaining productive employees
should always be a high priority ofmanagement. Recruitment and
Selection Costs, as well as increased
product-reject rates are usually
associated with hiring new workers.
Initiative: Management should take
steps to encourage worker initiative,
which is defined as new or additional
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work activity undertaken through self-
direction.
Espirit De Corps: Management should
encourage harmony and general goodfeelings among employees.
Frank Bunker
Gilbreth
Science in Management for the One
Best Way to Do Work
Employer and employee must
cooperate in the work process for
benefits to occur. The employee as an
individual has his/her productivity
depended on attitude, opportunity, and
the physical environment as well asthe correct methods and ideal
equipment.
The means for determining the One
Best Way to do Work:
Motion Study is the method ofincreasing the efficiency of the
worker. It is the science of
determining and perpetuating the
scheme of perfection; the
performing of the One Best Wayto do work.
Fatigue Study is the investigationof the causes and opportunities
for the elimination of unnecessary
fatigue, and the provision of rest
from necessary fatigue.
Skill Study is an inquiry into the
The points that Gilbreth presented are all
applicable to social work administration. The
best idea is how he emphasized that the
employer and employee must always cooperate
in the work process for benefits to occur. I
liked how simple the statement is, but in all
honesty, I feel that its the most important
thought that a social work administrator has to
know. This exemplifies that the hierarchicalsetting of power does not apply to the idea that
one is favored than the other. The
administrators and subordinates work
dependently with one another and the
knowledge that one has that is above the other
bridges the gap towards attaining the goals and
objectives.
Motion study can also be applied to social work
administration. This attests to the fact that
administrators should have a keen eye on
keeping the efficiency on the work of thesubordinates to achieve the best outcome. If the
manager sees to it that he/she made an effort to
guide the subordinates to have efficient work;
then this gives him/her a complacent feeling
that they will get the job done.
Gilbreth presented a praiseworthy article
regarding the one best way to do work, but I
believe that there are some points in which
he failed to take notes on.
First, I feel that the variables to establish the
one best way are too many. Id like it better
if there were concise points laid out that
formed the secret formula of utilizing thebest way possible. Second, his view on
standardizing everything seems to be a blur
for me. As a consumer of the different
management principles from the gurus, I
established the thought that one cannot
simply place an idea to every organization
and claim it as the secret formulait
doesnt exist. Third, the idea of motion
study is very frustrating. Motion study
presented a method in which it is not laid
out to a point that it is easy to understand. I
feel that if there is a more detailed yetconcise explanation about how simplistic
motion study is; then thered be a better
understanding coming from us consumers of
his work.
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causes of, and the best way of
acquiring and transferring skill. It
affects everyoneapprentice,
journeyman, laborer, manager,
employer or stockholder, andconsumer.
Time Study is the art ofdetermining how long it takes to
do work or how much work can
be done in a given time.
Oliver Sheldon A Professional Creed of Management
Industrial management is governed by
three principles: policies, conditions,and methods of industry shall conduce
to communal well-being; in the ethical
valuation, the management shall
endeavor to interpret; the community
is the ultimate authority in the
determination of matterswages and
profits.
Management should be more
concerned with the communitys
interest and not just of the
stockholders or employers.
Science of Industrial Managements
several purposes: forming a code to
govern the general conduct of the
industry, of raising the general level
and providing a standard measure of
managerial efficiency, of formulating
the basis for further development and
The most important implication of Sheldons
study is its emphasis on who is the real boss of
every organizationthe community. This is
crucial information because in every socialwork administration, surely, the community has
to be the real governing body of the institution.
If this concept is clear with the administrator
and his/her subordinates, theyd have a much
better understanding on the purpose of their
work. If people in general see the implication
of what their service means to the whole
community, a sense of deep clingy desire to
work is formed.
I guess in a deeper view, this perception is a
mere inspirational leeway for workers andconsumers alike to understand their position in
the economy and act upon these to ensure the
best interaction of their respective
relationships. If this interaction in an agency or
organization is clear from the start, no sector
would have identity crisis and would be
puzzled on what the role of the person may be.
The community being the boss of everything,
My only critic of Sheldons work is that it
sounds too optimistic for my taste. I dont
have anything against the idea and to my
surprise; I like how it has been proposed.But while I was pondering on his quest for
having the community as the boss of the
system, it made me wonder if this is really
possible. I guess that in my seventeen years
of existence, I have never really sighted a
company that fully embraces the needs of
the people. In fact, the only thing that I
suppose is important for stockholders and
workmen alike are profits and wages,
respectively. Though I do not disclose the
possibility of this phenomenon, I just think
that Sheldon shouldve presented concreteapplications to management rather than
presenting an improbable assumption.
Generally, his assumption is good and can
be presented as a healthy challenge for the
administrators, stockholders, and employers.
If this quest of him would materialize and
the equilibrium of the workers and owners
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improvement, and of instituting a
standard as a necessary qualification
for the practice of the profession.
The evolution of management asa separate profession
The need for a code or a set ofrules to serve as a guide for good
managerial practice
The need for formalizedmanagement training, particularly
at the university level.
The greater importance ofmanagerial ability over technicalability in the higher echelons of
management
The importance of developingbetter leadership to secure the
best cooperation from the workers
The importance of conferences incoordinating the overall effort
The need for unity of command.
from the management to the economy reminds
me of the famous line by the president, Ikaw
(the people) ang boss ko!
are worked out with equity, then the fuss of
labor unions rallies would come to an end
and Utopia is not far behind.
Mary Parker Follett Management as a Profession
Business management should have a
scientific standard applied to it or
scientific method. It involves a
technical side or knowledge of
production and distribution; and the
Every part ofFolletts article reminded me the
simplistic view on how social work
administration is not a traditional organization
that works with the same principle as that of
with industrial setups.
First, the management as a profession can be
The criticism I have for Folletts idea is that
it presented countless ideas that deserve
reasonable acknowledgements, but I lacked
the feeling of the connection between the
three articles. The articles may be of
separate nature, but I feel that it is
importance that she explained the bearing of
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personal side or the knowledge on
how to deal fairly and fruitfully with
ones fellow.
One should make experiments,compare and discuss this with each
other, and see what consensus we can
come to in our conclusions.
Managerial workers have to acquire
habits and attitudes with three
conditionsdetailed information in
regard to a new method; the stimulus
to adopt this method; and the
opportunity to practice it so that it
may become a habit.
Men must prepare themselves for the
professionassuming grave
responsibilities, taking a creative part
in one of the large functions of society
and realize success in the end.
The Essentials of Leadership
Leadership is the ability to grasp a
total situation, who can organize the
experience of the group, the ability to
organize all the forces there are in anenterprise and make them serve a
common purpose. The leader should
teach his followers their part of
leadership and how to control the
situations for which they are
specifically responsible.
The requisite of leadership is the
applied to social work administration in a way
that an administrator should know that the task
he/she is taking on requires adequate
knowledge and is not just a facade that one can
impose on different people. The importance ofexperimenting in the profession proves that an
administrator does not follow a definite set of
guidelines that may be the answer to every
query that pops in ones head. Second, the
reiteration of the idea of leadership explained
to me that an administrator does not only deal
with the hierarchical situation of the norm but
also has to keep into mind that the key is the
method on how one can organize the given
system. Subordinates are there as implementing
hands to perform the likely goal that one is
oriented with. Lastly, the principles ofcoordination explain that coordination is not a
mere coming together of the different units in
the organization, it involves more than that. In
social work administration where subordinates
may come from different expertise and fields,
the administrator should specifically impose
the importance of seeing the role of each
person and its bearing to the process of relaying
services to meet objectives.
each to the other. I suppose that if the first
article had been clearly associated with the
last two articles, then itd be better to hear
the different points of view of the other two.
If more ideas regarding the relationship ofeach point to the other is made then a
consumer of her thought like me would be
more likely to go on and read further the
other articles she presented outside of the
book.
Folletts thoughts would be better up
summarized and explained further to grasp
the deep understanding of what one thought
influences the other.
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thorough knowledge of your job. The
ability to grasp the total situation is
essential to leadership. Leadership has
the capability of transforming
experience to power. The great leadercreates as well as direct power.
Functional leadership vs. multiple
leadership; in which multiple
leadership is the only one given
importance in history.
Coordination
This is a system of cross-functioning
between the different departments of
an organization. There are three waysof settling differences: by domination,
by compromise, or by integration.
Principles of coordination:
Early stagemust startduring the planning stage of
the process.
Continuitymust not be aone-time activity, sustainable
Direct contactmanagersmust have a good contact
with subordinates Reciprocal relations
decisions and actions of all
managers, employees and
departments of the
organization are inter-related
Effective communicationgood communication avoids
misunderstandings
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Mutual respectbrotherlyhood among managers and
employees
Clarity of objectivesstatement of clear objectives
Scalar chaineach managerpossesses a certain amount of
authority
Collective responsibility is not the
matter of adding but interweaving, a
matter of reciprocal modification and
the matter of integration.
There is no such thing as unity, but
there exists only unifying. Each man
learning to fit his work into that ofevery other in the spirit of
cooperation, in any understanding of
the methods of cooperation.
Harry Arthur Hopf Management and the Optimum
Optimology is the science of the
optimum. The optimum is the state of
development of a business enterprise
which tends to perpetuate an
equilibrium among the factor size,cost and human capacity and thus to
promote in the highest degree regular
realization of the business objectives.
Efficient planning, organizing,
coordinating, and controlling might be
of good help in achieving the
optimum.
The most applicable concepts in social work
administration presented by Hopf are the
suggestions he concluded his paper with. The
presentations of the objectives down to the
more specific actions to attain these are suitable
for social work administration. I feel that if
administrators would see the scheme on howHopf presented the techniques for optimal size
and relations on his paper and how simple yet
meaningful his words are, then theyd have a
better understanding on the idea of how the
system of the organization works.
I also believe that his emphasis on the need for
specific classification of objectives and
My only critic with Hopfs work is that he
presented it with the assuming feeling that it
applies to every existing organization
possible. I somehow have apprehensions
with that because the previous papers placed
strong points that explained that not all of
the ideas presented are standardized. Somewould even reiterate that a standard quest
for management does not exist at all.
I captured this thought because I believe
that it is important to see different
organizations as unique systems. Yes, many
concepts may apply to majority of
organizations but not necessarily to all.
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Suggestions:
1. Establish the objectives of thebusiness in comprehensive terms;
2. Define those general policieswhich should be followed
regardless of operating conditions
or results;
3. Define the task of management inhuman terms;
4. Staff the executive group withmembers who are competent to
perform successfully the tasks
assigned to them;
5. Furnish the executive group withstandards of accomplishment by
which performance can beaccurately measured.
6. Study operating results andestablish trends of
accomplishment;
7. Adjust the rate of replacement ofmembers of the executive group
in line with requirements for
maintaining the standard set;
8. Consider particularly the factor ofage in its relation to productive
capacity of executives;
9. Analyze all dynamic elements soas to discern the possibleoperation of the law of
diminishing returns with respect
to any element, substituting
measurement for judgment
wherever possible;
10. Establish the optimal size oforganization at the level at which
methods on how to attain them places a good
knowledge base for managers. If administrators
fully understand these concepts then he/she will
be at better relationship with the subordinates.
If this relationship is kept with goodcommunication and respect, as what is
explained by Follett in her principles of
coordination; then thered be a harmonious
environment between workmen and
administrators.
Hopf failed to explain this fact that is why I
had a difficulty about debating with myself
the previous insights I got from the latter
stated principles to his point of view.
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the most favorable operating
results can be secured, within the
limits of the predetermined
objectives and policies and
without causing an executiveoverload at any point of the
organization.
George Elton Mayo The First Inquiry
Sense of participation and a feeling of
being a member of a team are stronger
motivating forces than economic self-
interest, lighting, rest periods and
similar material influences. Individual
workers cannot be treated in isolation,but must be seen as members of a
group to establish a better outcome
from them. In relation to this,
monetary incentives and good
working conditions are less important
to the individual than the need to
belong to a group.
Informal or unofficial groups formed
at work have a strong influence on the
behavior of those workers in a group.
Furthermore, managers must be awareof these 'social needs' and cater for
them to ensure that employees
collaborate with the official
organization rather than work against
it.
Hawthorne and the Western Electric
Company
Mayos emphasis on groups in the workplace is
very much applicable to social work
administration. If administrators are aware
about how cliques in workplaces affect the
performance of the person, then he/she may
find ways on how to avoid such instances or if
not possible, to address the situation of his/her
subordinates. This phenomenon has its prosand cons. Pros if the groups of his/her people
are aiding themselves to do the best they can in
their jobs; cons if it pulls a persons capacity
down because the group has a negative effect
on the subordinate. Several action plans
towards the situation may alleviate the current
trend of group setups to ensure that it happens
for the betterment of the workmen.
The reality of the interview method also opens
up a new venture for administrators to
strengthen their belief, Walang madadaan samagandang usapan. As social workers by
profession, administrators are fully aware that a
persons apprehensions and feeling can only be
addressed by communicating them to
professionals that can help them to address
these accordingly. This can apply to their
subordinates and how good communication is a
vital tool to acquire the best outcome from the
Mayos work produced promising results
that in my reading of the latter gurusarticles, I feel that this study of his in the
Hawthorne and Western Electric Company
provided good results without taking too
much standardization on their part. My only
concern for his work is that it only presented
the conclusion but there was a lack ofanalysis with it. If he further examined the
details on how to go about the interview
method with less partiality to address the
ongoing debate regarding its validity, then I
would have realize how his study is still
acceptable regardless of the debate.
In spite of this, I still feel that Mayo gave
the best points regarding group affiliations
of workmen in the workplace.
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The study pondered on examining the
effects of social relations, motivation
and employee satisfaction. It
concluded that workers are bestmotivated by better communication,
more managerial involvement and
working in teams.
The three persistent problems of
management are: the application of
science and technical skill to some
material good or product; the
systematic ordering of operations; the
organization of teamworkthat is, of
sustained cooperation.
Discoveries regarding interview
method:
1. Interview aids the individual to get
rid of useless emotional complications
and to state his problem completely.
2. Interview has demonstrated its
capacity to aid the individual to
associate more easily, more
satisfactorily with other persons.
3. Interview develops his desire and
capacity to work better.
4. Interviewing possesses immenseimportance for the training of
administrators in the difficult future.
5. Interview is a source of
information.
The three persistent problems of
modern large-scale industry: the
application of science and technical
subordinates.
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skill to a material product, the
systematization of operations, and the
organization of sustained cooperation.
Chester Irving
Barnard
The Theory of Authority
The Source of Authority
Authority is the character of
communication in a formal
organization by virtue of which it is
accepted by a contributor to or
member of the organization as
governing the action he contributes. It
involves two aspects: the subjective,
the personal, the accepting of
communication as authoritative; andthe objective aspectthe character of
communication by virtue of which it is
accepted.
Four conditions wherein a person can
and will accept communication as
authoritative:
1. He can and does notunderstand communication.
2. At his time of decision hebelieves that it is not
inconsistent with the purposeof the organization.
3. At the time of his decision,he believes it to be
compatible with his personal
interest as a whole.
4. He is able mentally andphysically to comply with it.
Barnards concepts of authority and nature of
leadership are applicable to social work
administration. I believe that an administrator
should realize that the idea of authority does
not just go with the position. Yes, the
subordinate might see you as someone who is
above him but this does not give you the ticket
to capture his attention and respect right away,
unless you are worthy of it. This disseminates
the idea that it is not always the subordinate
that needs a little fixing or upgrade, once in a
while the administrator should see to it that heis also apt to the position to do his/her job.
Regarding the nature of leadership, I see this as
a vital tool for administrators to see to it that
they have what it takes to govern the
subordinates and lead them to the right path to
produce fruitful outcomes. The things
presented here may serve as a guideline for the
administrator to work on what he sees as
requirements to be of best service to his
subordinates, the agency or organization, and
the clients.
My concern for Barnards concept is that it
is too focused on the concept of the
administrators or the ones in-charge of the
organization. It would have sounded better
if he also presented ideas regarding how
important the role of the subordinate is and
how the manager and subordinate interact
accordingly to produce the desired results. It
lacked the connection and explanation of the
reason why he insisted on putting these
thoughts in paper. I would have liked it if he
presented more subjective concerns into hiswriting for me to understand further where
he is coming from.
Id also like it if he placed his ideas in a
more concise yet insightful explanation that
would have captured by attention quickly
for me to be glued to his writing. In spite of
this, I still liked how he took the time and
effort to write the roots of leadership per se
and his idea of authority.
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The System of Coordination
Authority of Position vs. Authority of
Leadership
It doesnt necessarily mean that a
superior have authority, nor is a
communication authoritative except
when it is an effort or action of the
organization. The determination of
authority remains with the individual.
The competence of thepersons serving as
communication centers, that
is, officers, supervisory
heads, must be adequate.
The line of communicationshould not be interruptedduring the time when the
organization is to function.
Every communication shouldbe authenticated.
Reconciliation with Legalistic
Conceptions
Legalistic conceptions seem to have
support in the relations between
superior and subsidiary organizations.
The Nature of Leadership
Addressed to the problem of
understanding the nature of leadership
A. Four Sectors of Leadership
Behavior:
o The determination of
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objectives
o The manipulation of meanso The instrument of actiono The stimulation of
coordinated actionB. The Conditions of Leadership
C. The Active Qualities of Leaders
Vitality and endurance Decisiveness Persuasiveness Responsibility Intellectual Capacity
D. The Development of Leaders
Training Balance and perspective Experience
E. Selection
Douglas Murray
McGregor
The Human Side of Enterprise
Theory X and Theory Y
These deals with the perceptions
managers hold on their employees, not
the way they generally behave. It is
attitude not attributes. They describe
two contrasting models of workforce
motivation. McGregor suggests that
these are not different ends of thesame continuum. Rather they are two
different continua in themselves.
Theory X
In this theory, which has been proven
counter effective in most modern
practice, management assumes
employees are inherently lazy and will
The explanation of McGregors view on
Theory X and Theory Y is an important idea
with association to social work administration.
This difference between the two points can
shed light to the more favoredstyle of
management. I personally believe that Theory
Y is of good help for the administrator because
this concept is in line with the principles of
social work per sebelieves in the capacity of
the person. If the administrator uses this ashis/her guide in managing the subordinates,
then theyd be betterresults. This is so because
the administrator sees the person in a positive
manner as capable and willing to do the task
despite possible hurdles that may come his/her
way.
The statements regarding the different needs of
My only concern for McGregors work is
that it didnt really explain much further the
concepts and how it can be utilized as an
effective tool in the organization. I believe
that it is more appropriate if most of the
details are taken into account so that thered
be better understanding coming from a
consumer like me.
His explanation on the trends of the newdefinition of management, for me, has not
much of a bearing that may be incorporated
in the real workplace. I feel that it only
summarized the evolution of management
and has no particular use in real managing.
Furthermore, I guess that his explanation
has nothing bad about it. I just feel that a
more thorough explanation would have been
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avoid work if they can and that they
inherently dislike work. As a result of
this, management believes that
workers need to be closely supervised
and comprehensive systems ofcontrols developed.
Theory Y
In this theory, management assumes
employees may be ambitious and self-
motivatedand exercise self-control. It
is believed that employees enjoy their
mental and physical work duties.
According to them work is as natural
as play. They possess the ability for
creative problem solving, but their
talents are underused in mostorganizations
Mans Needs:
Physiological and safetyneeds
Social needs Ego needs Self-Fulfillment Needs
The Carrot and Stick Approach
The means for satisfying mansphysiological needs can be provided
or withheld by management.
Employment, wages, working
conditions, and benefits are means. By
this means the individual can be
controlled as long as he is struggling
for subsistence. Man lives for bread
alone when there is no bread.
man are also useful tools in social work
administration. If the administrator has a clear
vision on what the needs of a person may be,
then he/she may use this knowledge to see to it
that most of the needs of the subordinate aremet. This knowledge would also help the
administrator to look deeper into the possible
causes of the unsuitable work effort coming
from the subordinates. With this understanding,
the manager can now infer different
conclusions and validate them to respond to
them adequately and guide the subordinate so
that he/she may perform better.
better for me.
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New Concepts of Management
Trends in the Concept of
Management:1. The explosive growth of
science; both behavioral and
physical
2. The rapidly increasingcomplexity of technology
3. The growing complexity ofindustry-society relationships
4. The changing composition ofthe industrial work force