Post World War ?, European enterprises and industries, as well as their overall economies, were developed by\ndeploying and adapting US technology and management methods; this practice was also observed in Germany\naround the same time. American management methods were introduced and implemented under the US-led\nproductivity movement. The major American management methods implemented in Germany were those for\nmanagement education and human relations as an American labor management method. In Germany, however,\nmany factors influenced the introduction of American management methods.\nThis paper analyzes influence of human relations and management education in Germany after the war. It first\ndiscusses the deployment of human relations in relation to the problems of transformation of labor relations and\nthose in the management system. It next considers the deployment of American management education in relation\nto universities� role in management education, eligibility criteria for executive management, and the manager\npromotion system in German enterprises. These discussions explain the influence of American management\nmethods and the various factors that restricted the deployment of American-style methods in management\neducation. The overall influence of the American drive for human relations and management education in Germany\nwas determined by a complex matrix of several factors. Amidst this, progress was particularly dependent on each\nprogram�s effectiveness and the amount of resistance from executives and educators traditions, and traditions,\nvalues and cultural factors of German business management that emphasize technology, quality, and production or\nthe institutional factors such as framework of industrial relations and educational system.
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