Management Models

INTRODUCTION When verifying in which bases the resume of the Administration is based, perceives where closely on it is the paper of the professional with the search of the perfectioning. Such perfectioning, seen to the eyes of who takes decisions in a company, reflects the process of theories that had been passed to it. in this question that we anchor in them, when searching where the management models had been being formed and perfected. For this, we adopt the research based on Taylor to analyze the Administration as science, basing our referencial. To complement this vision we use Bruno and Saccardo, of which we include referring arguments to the management ways. Naira Pencil assisted showing the historical context of the evolution of the administrative theories. Alves and Liker had complemented the transformation of the taylorista model until the toyotista model. The article tries the communication of the sproutings of the theories pointing out them in a historical context.

To follow, they are presented as such models had been if molding to other types of company, placing some critical points of the management models. A new retaken vision or one in the essence of the theories of the administration with bases in these models is an experience that always must be stimulated. With this stimulaton he was that this article seemed to be useful to publishes academic to it, leading to the light of the scientific knowledge. 1. SPROUTING OF the 1,1 MODELS Taylorismo the Taylorismo was created at a moment that had extreme necessity of standardization of the operations. We cannot take off the merit of Frederick Winslow Taylor, when it divulged in the United States the Principles of the Scientific Administration who obtained to perfect the productive process having as idea the reach of the excellency in ' ' better time, in best maneira' ' (PENCIL, 1993). In accordance with the book above referenciado? Principles of the Scientific Administration, optimum method of if managing a company are through called science Scientific Administration.

Leonard Hoffman

Authority: The ability to take the people to make of good will what you want because of a personal influence. Ahead of this definition, we in contrast conclude that it is not necessary to have brain to have to be able, of the authority that requires total ability so that it is exerted. The ideal then, is that the people with power also have authority. Still in the general context of leadership and saying on the Book the MONGE AND the EXECUTIVE, in the room chapter the verb, says of the characteristics of the leader and its virtues in the organizacional scope. We find important to mention one of them: Humildade: To be authentic, without pretension, pride or arrogance.

We find, therefore that the organizations need leaders with autenticidades, abilities to be true with the people, and not leader prepotent and endowed with an immense pride. We stand out a stretch of the Book the MONGE AND the EXECUTIVE who says: When working with people and obtaining that the things if make through them, always will have two dynamic in game: the task and the relationship. It has necessity of not losing the balance. The leader who will not be fulfilling the tasks and alone if to worry about the relationship will not have its assured leadership. The key for the leadership is to execute the tasks while the relationships are constructed. (Frade Leonard Hoffman) We consider that Frade when elaborated this model was worried accurately about this balance: the leader will not leave of being leader if to leave to execute one definitive task that could bring risks it organization from fear to harm its relationships with the group. In contrast, the leader will be displaying and exerting the ideas imposed for the organization without placing it at risk and at the same time showing to the group the harmful quo she would be for all executed such task.