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Lecture 9

Lecture 9--Management Structures in Canadian Business Histo..
Lecture 9--Management Structures in Canadian Business History.doc
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School
York University
Department
Management
Course
MGMT 1030
Professor
Frank Miller
Semester
Fall

Description
Management Structures in Canadian Business History MGMT 1030 Schulich School of Business Management Structures in Canadian Business History 1) Paternalistic Management  existed prior to the Industrial Revolution in Canada  most Canadians worked in agricultural occupations, and few workers were employed directly by other people  most wage workers were employed in very small firms with fewer than five employees, which encouraged a sense of community among workers and employers  workers often were employed by friends or relatives  workers did not enjoy legal rights, i.e., the right to strike  while some workers could be mistreated in this system, the lack of an all-encompassing profit motive for employers prevented extreme exploitation of workers - Reflects family structure; reflects nature of pre-industrial economy; agricultural economy - Frequently, owner is doing pretty much doing the same thing the employees are doing - Workers lacked legal recourse that would later be developed - Mother is important to family setting; judge (neutral voice) between father and son, acted in a calming way to negotiate way during times of crisis Management Structures in Canadian Business History 2) Coercive Drive Management System  Common in Canadian industry to 1900  Accompanied the change in industrial structure from small-scale firms to larger manufacturing enterprises  Marked by intimidation and exercise of arbitrary authority  Little government regulation of the workplace allowed employers to dictate conditions  1884 Ontario Factories Act capped the hours of work for children and attempted to inaugurate workplace safety standards but enforcement was minimal  Any attempt by workers to strike met with replacement workers or government intervention  Royal Commission on the Relations of Labour and Capital  Report released in 1889 included testimony from 1,800 workers and employers  Documented widespread abuse in many industrial environments across Canada - As companies got bigger, role of management to control via iron fist became clear - Physical change took place: boss is no longer on the same as your, foremen act as conduits to implement effective communication between employer and employees - Safety standards were ignored - Rise in thought that, science can answer all of your problems 3) Scientific Management System  Common in Canadian industry from 1900 to 1920  Frederick Winslow Taylor perfected this managerial method  Scientific rationalization of the work process  Increased specialization  Intended to benefit workers in theory by removing arbitrary demands of management  Efficiency gains at the cost of tedious repetitive work  Henry Ford and assembly line production best example of Taylorism - Made it so that everyone had specialized work - Ford did not want workers to think, would pay them higher but did not want their opinion Management Structures in Canadian Business History 4) Welfare Capitalist Management System  Common in Canadian industry from 1920 to 1945  Retain efficiencies of Taylorist methods  Progressive benefits such as training schemes, safety pr
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