The industrial revolution had an important role to play in defining management theories. This was due to the new possibilities of mass production and the expansion of the railway network. Products were now being produced in factories at faster rates than ever before and could also be easily transported. More and more companies were created to meet new demand. It became apparent that to run these businesses more efficiently it would be necessary to formalize management to assist owners in running their businesses more productively. It was not until the early 1900s that management theorists came forward with defined management principles. We refer to these original theories as “classical management theories.” They can be divided into two areas; Classical scientific and administrative management. Frederick Taylor was a major contributor to scientific management. He was a mechanical engineer working in the steel industry and wanted to improve efficiency in this industry. He was amazed to observe the workers purposely operating well below their capabilities. He believed that companies should study tasks and develop precise procedures. For example, Taylor calculated the amount of iron that workers at Bethlehem Steel could have unloaded if they had used the correct movements, tools and steps. The result was surprising: 45.7 tonnes per day instead of the 12.5 tonnes discharged previously. He also redesigned the workers' shovels and was able to increase the duration of their work. He then reduced the number of people shoveling from 500 to 140. Finally, he offered incentives such as pay bonuses for workers who met this new standard. Productivity at the Bethlehem Steel Mill increased overnight. ...... half of the paper ...... and I don't need much guidance. Consider work an important part of life and solve work problems imaginatively. Frederick Herzberg, a clinical psychologist, is considered a great thinker in management psychology. He developed the two-factor theory, also known as Herzberg's motivational hygiene theory. In this he found that the factors that influence job satisfaction in work are not the same factors that influence job dissatisfaction. Motivators – Job satisfaction, achievement, recognition, the work itself, the ability to advance, taking responsibility. Hygiene factors – Job dissatisfaction, salary, working conditions, relationships with superiors, company policy. Therefore, if an employer wants to increase satisfaction, they should focus on the job itself, while if the goal is to decrease job dissatisfaction, then they will need to look at the work environment..