论文部分内容阅读
梅奥的管理理论因过于侧重生产中的非正式组织以及工人个人的感情因素,造成该理论感情色彩过于浓重,因此无法确立富于理性的量化标准,导致其整个理论体系的破产。但是梅奥把管理的重心从生产本身(物)转移到生产者(人)身上的作法,却引起了许多管理学者的重视并得到他们的认同。五十年代初期,一些著名的美国大学教授组织了“行为科学高级研究中心”,从心理学、社会学、人类学和管理学的角度,对人的行为进行综合研究,提出了“行为科学”这个概念和一般理论。他们认为,任何人都会对自己受到的各种刺激(不论是外部的、内
Mayo’s management theory was too focused on the informal organization of production and the personal emotional factors of the workers. This caused the theory to be too emotional and therefore unable to establish rational quantitative standards, leading to the bankruptcy of its entire theoretical system. But Mayo’s shift of the focus of management from production itself (products) to producers (people) has attracted the attention and recognition of many management scholars. In the early 1950s, some famous American university professors organized the Advanced Research Center for Behavioral Science to conduct a comprehensive study of human behavior from the perspectives of psychology, sociology, anthropology, and management, and proposed the “behavioral sciences.” This concept and general theory. They believe that any person will have various kinds of stimuli to them (whether external or internal