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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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York University
MGMT 1030
Frank Miller

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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