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neo-human relations
school
, which proposed important theories of motivation and job satisfaction. 
The human relations approaches contributed an important awareness of the influence of the human 
factor at work (and particularly in the work group) on organisational performance. Most of its theorists 
attempted to offer guidelines to enable practising managers to satisfy and motivate employees and so 
(theoretically) to obtain the benefits of improved productivity. 
However, the approach tends to emphasise the importance of work to the workers without really 
addressing the economic issues: there is still no proven link between job satisfaction and motivation, or 
either of these and productivity or the achievement of organisational goals, as we will see in Chapter 15. 
2.4 Modern writers on management 
Subsequent writers
have taken a more 
flexible
view of what managers do. 
In the second half of the 20th century, writing on management became more diverse. 
(a) 
The early emphasis on the organisation of work has been continued in the field of 
supervisory 
studies
and the development of specific management techniques, such as 
project management. 
The search for efficiency continues in the field of 
work study
and 
industrial engineering. 
(b) 
Human relations theory has been enhanced by developments in the study of motivation, group 
and individual behaviour, leadership and other aspects of 
industrial psychology
. 
(c) 
There has been much new writing on the nature of the 
manager's task
: what it is to be a manager 
and what managers do, in increasingly complex and chaotic business environments. 
 EXAM FOCUS POINT 
The application of scientific management principles to modern working practices might form the 
subject of a question.
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CHAPTER 11
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LEADING AND MANAGING PEOPLE