History, changes and evolution of the administration

Introduction

Throughout the history of humanity, man in his relationship of coexistence with his fellow men and his requirement to satisfy the needs of clothing, food, housing, security, among others, has sought ways to organize in groups, that is, in societies or towns where each one of the members fulfilled specific tasks according to their talents; some were engaged in agriculture, others in hunting, commerce, being scribes, priests, to name a few examples.

Administration itself is very old, and has been related to man since he used reasoning; since the way to define tasks, have a leader, make decisions, plan and carry out actions aimed at achieving some social and individual objective was sought. More recognition as a science of the Administration comes a long time later, although always throughout the evolution of human history; From primitive cultures to the present day, we observe that day by day there is a need to plan, organize, direct and control that they have always been, but have been approached in different ways over time,since each town or society was applying them according to the needs and contexts that arose at that time, which is why the ways of managing have evolved and today tools of development, innovation, management, creativity, skills, processes, strategies have been implemented to improve administration and optimize time and resources to obtain the best benefit from them and achieve objectives.

Management definition

Hearing the word administration, various ideas come to mind about what it is, however it is defined by some as a social science, career, technique, discipline and art that exists in a system, plus the word comes from the Latin ad, towards, direction, trend, menister, which tells us about giving optimal use to existing resources based on planning, organization, direction and control.

Some definitions:

It is to foresee, organize, command coordinate and control (H Fayol, 1916) It is the coordination of work activities so that they are carried out efficiently and effectively with and through other people (Robbins and Coulter, 2005) Design process and maintain an environment, in which working in groups, individuals efficiently meet specific objectives (Hitt, Black & Porter, 2006) For Chiavenato it is the process of planning, organizing, directing and controlling the use of resources to achieve organizational objectives. (Chiavenato, 2004)

In other words, it is an integration of activities aimed at achieving objectives that aided in a process (administrative process) permeate the way of working in organizations.

Management evolution

The administration has been innate in the history of humanity since prehistoric times although it was not given recognition of what it was, since they applied teamwork, coordination and the division of tasks assigning those who hunted, collected food, rationalized the resources and looked after the fire.

As man became sedentary and cultures emerged, mandate systems were established where there were hierarchies, that is, divisions of power, economic and social; where up to the top were the rulers, followed by priests, scribes, the people and slaves where they looked for each one to fulfill his functions to guarantee the prosperity of the peoples and at the same time established guidelines for behavior; that is, rules (example is the Hammurabi code of the Babylonian civilization). It is also noteworthy that they had ways to carry out their procedures in a systematic and well-defined way to achieve what they were looking for, it is here where ideas of Aristotle and Confucius contributed to permeate the order of things being pioneers of the administration at that time.

With the fall of the Western Roman Empire and giving way to the Middle Ages, which was characterized in the first instance by conquests that had to be planned and organized to be carried out successfully and later by the division of land that gave way to a form of organization social, where a land potion was granted to a so-called feudal lord who was in charge of a group of vassals who worked the land that he administered decentralizing power and in return the lord sought protection for them, in the same way the church gained power granted because the social organization of that time gave it great importance although its organization is autonomous and with the authority to establish norms and precepts that should be followed, and where principles such as freedom of decision, promotion by hierarchies,and emphasis on preparation are applicable in companies today. Likewise, the merchants of Venice gave to speak for the way in which they commercialized and managed to get to other places and obtain more profits and products, and at the same time there were promoters of accounting in Italy who told us that the need for control and accounting systems under techniques such as double entry, journaling and journaling.

Giving itself new ideas, machines and discovery that came to revolutionize the world, to take to the modern age, eliminating artisan workshops replacing them with factories Adam Smith, father of the economy who laid the foundations of thought for the industrial revolution; to which Smith stated that the division of labor was necessary for the specialization and increase of production, in addition to the need to achieve the accumulation of capital and land, more to the contrary, some time later Charles Babagge argued for the disadvantages of dividing the I work with an analysis of costs, payment of workers and their performance; since time, skills and tools were needed to assist in processes such as the departmental division,Although in contrast, the need for production generated the exploitation of the worker by the employer, since the problems derived from industrial activity gave rise to investigating the causes thereof and that gave rise to the birth of the Administration as a science, since before I saw it as something spontaneous since the scientific, verifiable and applicable application of it is determined; recognizing it as science, art and profession, thanks to the figure of Henry Robinson Towne (1888).thanks to the figure of Henry Robinson Towne (1888).thanks to the figure of Henry Robinson Towne (1888).

Administration as science

Taylor, who is recognized as the father of the scientific administration who was a mechanical engineer and economist developing in the steel industry, made proposals based on what he saw on the job every day, thus achieving study on the organization of work, standardization of tools, mentalizing department, principle of exception, teaching cards for workers, calculation rules for metal and steel cuts, as well as costing methods, selection of collaborators for tasks -specialization-, responsibility and specialization of managers in planning and incentives for completing a task on time. In the same way he specified the 4 principles that would revolutionize work and the way of managing at the time

Execution science replacing the empirical model Scientific selection and training of collaborators Friendly collaboration of the parties in the process Shared responsibility between workers and manager (Taylor, 1891)

Also from the forerunners of scientific management is Henry Fayol, who focused on the overall structure of a company, especially the upper aurea of it, being theoretical, while Taylor is practical, as he focused on the tools and method work aimed at efficiency at the level of operation.

For his part, Henry Fayol, who worked in a coal mining company, makes important contributions such as the universality of the administration, that is, it applies to all organizations and the 6 basic functions of the administration, which are:

Technical functions: through the production of goods and services Commercial functions: knowing what it will take to produce, buy and sell Financial functions: to make more profit using what exists without wasting anything Security functions: applicable to people and goods Accounting functions: that is, inventories, balances, costs, forecasts and statistics Administrative functions: those that coordinate the previous functions, which were under development being studied by Fayol, where he identifies the model of the administrative process:
1. Planning, anticipating and outlining a future plan of action Organizing: taking care of the material and social structure Directing: guiding those who work in the company Coordinating: joining each task in a collective effort Controlling: verifying that rules and given orders are followed (Fayol, 1916)

He also postulated the administrative principles:

Division of labor: Induces specialization and therefore promotes efficiency. Authority and responsibility: Whoever has the power endorsed by a position, must answer for the results of their management. Discipline: It is synonymous with respect. Unit of command: Each Employee has to answer to only one boss. Management unit: All the members of an organization must work towards the same objectives. Subordination of the private interest to the general: The interests of the organization are prioritized and then the personal ones.: Remuneration for work must be in accordance with the tasks performed and fair. Hierarchy: Represents the chain of command, who commands whom. It must be respected by contacting the immediate upper / lower order.It can be synthesized with the phrase "a place for everything and everything in its place". This avoids delays in unsuccessful searches of, for example, work tools. Equity: It is synonymous with justice and equal treatment for all employees. Staff stability: The worker must be given enough time to learn and assimilate the entrusted tasks.Initiative: The contributions made by the staff that favor the company should be encouraged and valued. Staff union: Refers to the harmony in the links so that the work climate is pleasant.Centralization: Refers to the influx towards the head of command who will make the decisions. The larger the organization, the less centralization will be. (Fayol, 1916).This avoids delays in unsuccessful searches of, for example, work tools. Equity: It is synonymous with justice and equal treatment for all employees. Staff stability: The worker must be given enough time to learn and assimilate the entrusted tasks.Initiative: The contributions made by the staff that favor the company should be encouraged and valued. Staff union: Refers to the harmony in the links so that the work climate is pleasant.Centralization: Refers to the influx towards the head of command who will make the decisions. The larger the organization, the less centralization will be. (Fayol, 1916).This avoids delays in unsuccessful searches of, for example, work tools. Equity: It is synonymous with justice and equal treatment for all employees. Staff stability: The worker must be given enough time to learn and assimilate the entrusted tasks.Initiative: The contributions made by the staff that favor the company should be encouraged and valued. Staff union: Refers to the harmony in the links so that the work climate is pleasant.Centralization: Refers to the influx towards the head of command who will make the decisions. The larger the organization, the less centralization will be. (Fayol, 1916).The worker must be given enough time to learn and assimilate the tasks entrusted. Initiative: The contributions made by the staff that favor the company should be encouraged and valued. Staff union: Refers to the harmony in the links so that The work environment is pleasant. Centralization: Refers to the influx towards the head of command who will make the decisions. The larger the organization, the less centralization will be. (Fayol, 1916).The worker must be given enough time to learn and assimilate the tasks entrusted. Initiative: The contributions made by the staff that favor the company should be encouraged and valued. Staff union: Refers to the harmony in the links so that The work environment is pleasant. Centralization: Refers to the influx towards the head of command who will make the decisions. The larger the organization, the less centralization will be. (Fayol, 1916).The larger the organization, the less centralization will be. (Fayol, 1916).The larger the organization, the less centralization will be. (Fayol, 1916).

For his part, Frank Bunker Gilbreth, established the Therbling system, which is a basic movement system that workers perform using films and a micrometer to record time, analyzing times and movements, the personal card use system and professionalization as a discipline, in addition to write the book Study of applied movements (1919) and Administration Piscology (1914).

Another important contemporary speaker of Taylor was Henry Lawrence Gantt, who devised a salary system derived from the bonus for tasks, in addition to designing the graph that is a means of control and production planning.

Administrative theories

For his part, Elton Mayo, defending human relations, which he claimed that classical theory forgot, for which he is considered a precursor of the relationalist human current, that is, the neoclassical one,

Need to humanize and democratize administration Human science development to de-validate classical theory Ideas of Dewey's pragmatic philosophy and Lewin's dynamic psychology influencing humanism Study of personnel, formal and informal group behavior He outlined schedule changes, breaks, and the teamwork as agents for efficiency (uses of personal card) Manifesto of the interviews with workers allow emotional discharge

Management approaches

Bureaucratic Administration

It speaks of the need to act with justified reason and not be carried away by the wishes or interests of managers and owners, this approach was promoted by Max Weber who applied the term bureaucracy based on the word bÜro from German, which means office to refer to companies that work with rational fundamentals. (Robbins & A., 1996)

Approach to human behavior

Characterized by looking in technical organizations to improve production mechanisms based on individuals.

Supported by the behavioral approach that spoke of the factors that have an impact on people within organizations, those who spoke of this approach were Hugo Munsterber, who with psychology in industry and administration, looked for conditions to improve the work of the collaborator, as well as how to influence the adoption of organizational objectives and Elton Mayo by including in their studies the influence of attitudes and group and social relationships on performance.

By relying on sciences such as psychology, anthropology and sociology, we talk about motivation, groups, conflicts, power and leadership, in order to be more aware of the treatment of collaborators. Defined by Abraham Maslow who spoke of the importance of human needs embodied in his pyramid where needs were represented on the lower levels that had to be met before satisfying those of higher levels. In addition, he also commented on being a humanist in the company with delegation of work, decentralization of power, self-evaluation of performance; ideas supported by Douglas Mc Gregor who also developed theories X and Y who present extreme cases of contrary actions of the actions of a company in an organization and that of leadership

Quantitative or science approach

Emerged in the Second World War, where quantitative methods proved to make optimal use of resources, operations research was sought, where the administration was related to sciences such as mathematics, computing, telecommunications and statistics that together managed to guide the taking of decisions, analysis, problem solving, effectiveness and efficiency in organizations based on numerical models

Systems approach

The system is a whole, as well as the organization must become a whole where if one part fails, the other parts will undoubtedly be affected since all of them pursue a common goal, so the management must consider which ones would be its consequences in that system, that is to say in that organization. The theory of systems exposed by Ludwig von Bertalanffy applied to the administration, also helps to see the company as part of an external environment, since there can be two types of system: one open -company with its environments- and closed - little or no company. almost nothing has to do with their environment, little feedback.

Focus on objectives

The management process is carried out by the goals for a given period that seeks to meet the objective of the organization, defended by Humble, Levison and Lodi to achieve the same goal, establishing standards that govern behavior, measurement criteria, quality and evaluation that indicate that the final objective is being achieved

Contingency approach

is to apply an action corresponding to the parameters and complexities that the situation presents, studying all the possible contingencies that may arise and be faced to meet an objective, that is, what can be done in the event that something bad happens taking reference in the environment and the interaction with it (Groos, 2008)

Strategic management

Looking for the strategy to face the challenges, organizations must be open to change, have keys to plan and lines of direction that help them meet their objectives based on advantages that may arise due to situations that arise.

Values Management

Leadership tool, combines strategy and values, in addition to social and behavioral psychology. Raised in the 20th century, it seeks the self-direction of the members of the organization in a context of values, ethics and integrity, sharing common objectives.

Process management

By distributing various actions and operations consecutively in the elaboration of a product or offering a service, it is sought that what is repeated is something that customers want to acquire and that each task in the organization is independent but is part of the structure and process that shapes the organization as a whole.

Competency management

Emphasizing intellectual capital, competencies are those attitudes, aptitudes, knowledge and skills that individuals develop and can apply, as well as the qualities required to determine a task, they are not fixed, but rather they are being modified by the environment in which the individual develops..

Administrative theories	Exponents	Main approaches	Emphasis
Scientific Administration	Taylor	Rationalization of work at the operational level	On homework
Classical Theory	Fayol	Formal Organization	In the structure
Neoclassical Theory	Mayo and Munsterber,	General principles of administration, administrator functions, formal organization	In the structure
Bureaucracy Theory	Webber	Bureaucratic, organizational rationality	In the structure
Theory of human relations	May	Formal and informal organization, motivation, leadership, communications and group dynamics.	In people
Organizational behavior theory	Maslow Mc Gregor	Management styles, decision theory, integration of organizational and individual objectives.	In people
Organizational development theory	Warren Bennis and Richard Beckhard	Planned organizational change, open system approach.	In people
Structuralist theory	Thompson, Etzioni, Blau, Thompson, Burton Clarke and Viet	Intraorganizational analysis and environmental analysis, open system approach.	In the environment
Contingency theory	Chandler	Technology management	In the technology
Management by Objectives	Humble, Levison and Lodi	Planning and administrative control technique	Structure and people
Strategic management	Drucker	The raison d'être of the organization, which some formalize in the mission, its business vision and the values that they want to guide their actions, taking into account that Strategic Management is divided into three main parts: strategic analysis, formulation and the implementation of the strategy	In people
Competency management	David McClelland of Harvard University and John Atkinson	It is based on human motivation. describes that the economic and business action of people is linked to human motivations, identifying three important systems of motivation: 1) achievements, 2) power and 3) belonging	In people within the processes when using technology

Table: Evolution of the administration, own elaboration based on the present investigation

conclusion

The administration as we know it today has undergone an evolution throughout the history of humanity, since it is not the same ideologies or contexts that have been presented, although in essence the needs are the same.

Since ancient times, the bases that were transforming can be seen to reach the knowledge, theories and administrative precepts of today that throughout the history had ideas and transformations, in addition to characters who with their research left important contributions and who currently They are constantly changing and updating according to the contexts and changes that are presented for continuous improvement where the optimization of resources for men and for men is sought, since he is the engine of organizations, companies and the planet..

Today the administration constitutes an essential branch in every company in the world, since there will always be resources, which must be used in the best possible way, there will also be human capital that, well focused, will help achieve the objectives.

Here is an excellent video series that summarizes the history, changes and evolution of the administration over time. The different schools of administrative thought and the main contributions of their exponents are reviewed: Taylor, Fayol, Mayo, Follet, Maslow, McGregor, Strauss, Sayles, Argyris, Likert, Weber, Mayntz, Etzioni, Kauffman, Simon and Drucker. (Educatina - 20 videos, 1 hour and 43 minutes)

Bibliography

Coulter, RS (2005). Administration. Pearson Educación.Agustín R. Ponce: Business Administration. Editorial: Limusa Noriega.Chiavenato, I. Introduction to the General Theory of Administration. Mcgraw- hill. Robbins, SP, & A., d. C. (1996). Management fundamentals. Prentice Hall.