CHAPTER TWO
2.0 REVIEW OF RELATED LITERATURE
Some of the early pioneers on personnel management are:
“FREDERICK W. TAYLOT (1968:72), he was the real father and driving force behind scientific management movement. He created important management techniques such as time study, method of study, freemanship, emotion, standardization of good, piece rate differential, cost control system. He preached cooperation between workers and management, he believed that with scientific management techniques, most of the conflicts in the industry(ies) would be removed.
Although, he was not against unions and collective bargaining, he believed that the use of scientific methods in industry(s) would bring about settlement of disputes between labour and management. Just as he disliked employees oppression, he actually opposed the arbitrary exercise of authority by management. By applying the scientific management techniques, rules and procedures would be established that would be binding upon management and workers.
In his book “Principle of Scientific Management” he summarized this as:
The scientific management movement has had a great impact upon management, employee relationship.
Another pioneer of scientific management is ROBERT OWEN, (1813:30) a Scottish textile manufacturer who wrote a book entitled “A new view of the society” He laid more emphasis on the workers. He advised other manufacturers to devote much attention to their “vital machines” (i.e. workers) as they did in ordinary machines, that workers are like children that need to be guided, pampered and protected.
“HUGOMUSTEBERGY” (1913:102) is the father of industrial psychology. He published his book “psychology and industrial efficiency”. He is concerned with impact such as testing the effect of fatigue and bedroom, safety, merit rating and human engineering (human factor analysis and morale studies). Industrial psychologist have pioneered into experimental methods in personnel management.
Modern personnel administration has developed in recent decades. The present personnel administration movement, dates back approximately to the period the United States Army developed a psychological examining Corps, this is a trade test section and morale section. All these sections devoted themselves to problems of military personnel; many men trained in these practices by army later became personnel managers in industry(s), applying experiences gained during the war.
In the intervening decades, because of wars, economic and social pressures, further enlightenment on the part of managers, governmental regulations and other influences, the scope of personnel administration has expanded and continued to expand to this day. In fact it is becoming difficult to differentiate between personnel administration and the administrative process of all management. The philosophies, which guide personnel managers have been made view presidents in their respective companies.
Personnel function includes
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