Engineering Management is a term that is used to describe a specialized form of management that is required

to successfully leadengineering personnel and projects. The term can be used to describe either functional management or project
management- leading technical professionals who are working in the fields of product development, manufacturing, construction,
design engineering, industrial engineering,technology, production, or any other field that employs personnel who perform an
engineering function.

Required Skills and Disciplines

Successful engineering managers typically require training and experience in both general management (which may

include business administration) and the specific engineering disciplines that will be used by the engineering team to be managed.

But additionally, the successful engineering manager must understand that the factors that cause certain individuals to pursue

careers in engineering are often quite different than those for individuals who are driven by purely entrepreneurial thinking.

Consequently, the skills necessary to coach, mentor and motivate technical professionals are often very different from those that are

required for individuals in other fields.

Education

There are many education and certification programs available that provide Bachelor's, Master's and Ph.D degrees. Undergraduate

programs provide generalist degrees that enable engineers to better deal in the business environment. Master of Engineering

Management (MEM) provide a technical-based alternative to traditional MBA programs. Industrial and professional associations

such as engineers' societies also offer certification programs that validate engineering management knowledge and skills.

Specialization areas in both degree and certification programs may include management of technology, product and process,

quality, organizational management, operations management, program management, marketing and finance.

Formal Engineering Management education is generally imparted at the graduate level and is an up and coming academic field.

Candidates are required to possess an academic undergraduate degree with a major in engineering, computer

science, mathematics or the sciences.[1] The length of study for such a degree is usually between a year and two and the completed

degree may be designated as a Master of Engineering Management, MS in Engineering Management, MS in Technology or

Innovation Management, Master of Business and Engineering or MS in Management Science & Engineering, depending upon

the university. Engineering Management students possess a wide variety in the amount of work experience they will have before

enrolling, mostly dictated by program requirements. The degree generally includes units covering Management, Entrepreneurship,

Marketing, Finance, Optimization, Innovation, Operations and Project Management, among many others. Students often choose to

specialize in one or more sub-disciplines such as Marketing, Finance, Healthcare and Energy.

Engineering Management Organizations

There are a number of societies and organizations dedicated to the field of engineering management. One of the largest societies is

a division of IEEE, the Engineering Management Society, which regularly publishes a trade magazine. Another prominent

professional organization in the field is the American Society of Engineering Management, which was founded in 1979 by a group of

20 engineering managers from industry.[2]The Master of Engineering Management Programs Consortium is a newly formed

consortium of prominent universities intended to raise the value and visibility of the MEM degree. [3]
Management in all business and human organization activity is simply the act of getting people together to accomplish
desired goals and objectives. Management comprises planning, organizing, staffing, leading or directing,

and controlling an organization (a group of one or more people or entities) or effort for the purpose of accomplishing a goal.

Resourcing encompasses the deployment and manipulation of human resources, financial resources, technological resources,

and natural resources.

Management can also refer to the person or people who perform the act(s) of management.

Theoretical scope

Mary Parker Follett (1868–1933), who wrote on the topic in the early twentieth century, defined management as "the art of getting

things done through people". She also described management as philosophy.[2] One can also think of management functionally, as

the action of measuring a quantity on a regular basis and of adjusting some initial plan; or as the actions taken to reach one's

intended goal. This applies even in situations where planning does not take place. From this perspective, Frenchman Henri

Fayol[3] considers management to consist of sevenfunctions:

1. planning

2. organizing

3. leading

4. co-ordinating

5. controlling

6. staffing

7. motivating

Some people, however, find this definition, while useful, far too narrow. The phrase "management is what managers do" occurs

widely, suggesting the difficulty of defining management, the shifting nature of definitions, and the connection of managerial

practices with the existence of a managerial cadre or class.

One habit of thought regards management as equivalent to "business administration" and thus excludes management in places

outsidecommerce, as for example in charities and in the public sector. More realistically, however, every organization must manage

its work, people, processes, technology, etc. in order to maximize its effectiveness. Nonetheless, many people refer to university

departments which teach management as "business schools." Some institutions (such as the Harvard Business School) use that

name while others (such as the Yale School of Management) employ the more inclusive term "management."

English speakers may also use the term "management" or "the management" as a collective word describing the managers of an

organization, for example of a corporation. Historically this use of the term was often contrasted with the term "Labor" referring to

those being managed.

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remove this message until the dispute is resolved. (December 2007)

In for-profit work, management has as its primary function the satisfaction of a range of stakeholders. This typically involves making

a profit (for the shareholders), creating valued products at a reasonable cost (for customers), and providing rewarding employment

opportunities (for employees). In nonprofit management, add the importance of keeping the faith of donors. In most models of

management/governance, shareholders vote for the board of directors, and the board then hires senior management. Some

organizations have experimented with other methods (such as employee-voting models) of selecting or reviewing managers; but this

occurs only very rarely.

In the public sector of countries constituted as representative democracies, voters elect politicians to public office. Such politicians

hire many managers and administrators, and in some countries like the United States political appointees lose their jobs on the

election of a new president/governor/mayor.

Public, private, and voluntary sectors place different demands on managers, but all must retain the faith of those who select them (if

they wish to retain their jobs), retain the faith of those people that fund the organization, and retain the faith of those who work for

the organization. If they fail to convince employees of the advantages of staying rather than leaving, they may tip the organization

into a downward spiral of hiring, training, firing, and recruiting. Management also has the task of innovating and of improving the

functioning of organizations.

[edit]Historical development

Difficulties arise in tracing the history of management. Some see it (by definition) as a late modern (in the sense of late modernity)

conceptualization. On those terms it cannot have a pre-modern history, only harbingers (such as stewards). Others, however, detect

management-like-thought back to Sumerian traders and to the builders of the pyramids of ancient Egypt. Slave-owners through the

centuries faced the problems of exploiting/motivating a dependent but sometimes unenthusiastic or recalcitrant workforce, but many

pre-industrialenterprises, given their small scale, did not feel compelled to face the issues of management systematically. However,

innovations such as the spread of Arabic numerals (5th to 15th centuries) and the codification of double-entry book-keeping (1494)

provided tools for management assessment, planning and control.

Given the scale of most commercial operations and the lack of mechanized record-keeping and recording before the industrial

revolution, it made sense for most owners of enterprises in those times to carry out management functions by and for themselves.

But with growing size and complexity of organizations, the split between owners (individuals, industrial dynasties or groups

of shareholders) and day-to-day managers (independent specialists in planning and control) gradually became more common.

[edit]Early writing

While management has been present for millennia, several writers have created a background of works that assisted in modern

management theories.[4]
[edit]Sun Tzu's The Art of War

Written by Chinese general Sun Tzu in the 6th century BC, The Art of War is a military strategy book that, for managerial purposes,

recommends being aware of and acting on strengths and weaknesses of both a manager's organization and a foe's.[4]

[edit]Niccolò Machiavelli's The Prince

Believing that people were motivated by self-interest, Niccolò Machiavelli wrote The Prince in 1513 as advice for the leadership

of Florence, Italy.[5] Machiavelli recommended that leaders use fear—but not hatred—to maintain control.

[edit]Adam Smith's The Wealth of Nations

Written in 1776 by Adam Smith, a Scottish moral philosopher, The Wealth of Nations aims for efficient organization of work

throughSpecialization of labor.[5] Smith described how changes in processes could boost productivity in the manufacture of pins.

While individuals could produce 200 pins per day, Smith analyzed the steps involved in manufacture and, with 10 specialists,

enabled production of 48,000 pins per day.[5]

[edit]19th century

Classical economists such as Adam Smith (1723 - 1790) and John Stuart Mill (1806 - 1873) provided a theoretical background

to resource-allocation, production, and pricing issues. About the same time, innovators like Eli Whitney (1765 - 1825), James

Watt (1736 - 1819), andMatthew Boulton (1728 - 1809) developed elements of technical production such as standardization, quality-

control procedures, cost-accounting, interchangeability of parts, and work-planning. Many of these aspects of management existed

in the pre-1861 slave-based sector of the US economy. That environment saw 4 million people, as the contemporary usages had it,

"managed" in profitable quasi-mass production.

By the late 19th century, marginal economists Alfred Marshall (1842 - 1924), Léon Walras (1834 - 1910), and others introduced a

new layer of complexity to the theoretical underpinnings of management. Joseph Wharton offered the first tertiary-level course in

management in 1881.

[edit]20th century

By about 1900 one finds managers trying to place their theories on what they regarded as a thoroughly scientific basis

(see scientism for perceived limitations of this belief). Examples include Henry R. Towne's Science of management in the

1890s, Frederick Winslow Taylor's The Principles of Scientific Management (1911), Frank and Lillian Gilbreth's Applied motion

study (1917), and Henry L. Gantt's charts (1910s). J. Duncan wrote the first college management textbook in 1911. In 1912 Yoichi

Ueno introduced Taylorism to Japan and became firstmanagement consultant of the "Japanese-management style". His son Ichiro

Ueno pioneered Japanese quality assurance.

The first comprehensive theories of management appeared around 1920. The Harvard Business School invented the Master of

Business Administration degree (MBA) in 1921. People like Henri Fayol (1841 - 1925) and Alexander Church described the various

branches of management and their inter-relationships. In the early 20th century, people like Ordway Tead (1891 - 1973), Walter

Scott and J. Mooney applied the principles of psychology to management, while other writers, such as Elton Mayo (1880 -
1949), Mary Parker Follett (1868 - 1933), Chester Barnard (1886 - 1961), Max Weber (1864 - 1920), Rensis Likert (1903 - 1981),

and Chris Argyris (1923 - ) approached the phenomenon of management from a sociological perspective.

Peter Drucker (1909 – 2005) wrote one of the earliest books on applied management: Concept of the Corporation (published in

1946). It resulted from Alfred Sloan (chairman of General Motors until 1956) commissioning a study of the organisation. Drucker

went on to write 39 books, many in the same vein.

H. Dodge, Ronald Fisher (1890 - 1962), and Thornton C. Fry introduced statistical techniques into management-studies. In the

1940s, Patrick Blackett combined these statistical theories with microeconomic theory and gave birth to the science of operations

research. Operations research, sometimes known as "management science" (but distinct from Taylor's scientific management),

attempts to take a scientificapproach to solving management problems, particularly in the areas of logistics and operations.

Some of the more recent developments include the Theory of Constraints, management by objectives, reengineering, Six

Sigma and variousinformation-technology-driven theories such as agile software development, as well as group management

theories such as Cog's Ladder.

As the general recognition of managers as a class solidified during the 20th century and gave perceived practitioners of the

art/science of management a certain amount of prestige, so the way opened for popularised systems of management ideas to

peddle their wares. In this context many management fads may have had more to do with pop psychology than with scientific

theories of management.

Towards the end of the 20th century, business management came to consist of six separate branches, namely:

 Human resource management

 Operations management or production management

 Strategic management

 Marketing management

 Financial management

 Information technology management responsible for management information systems

[edit]21st century

In the 21st century observers find it increasingly difficult to subdivide management into functional categories in this way. More and

more processes simultaneously involve several categories. Instead, one tends to think in terms of the various processes, tasks, and

objects subject to management.

Branches of management theory also exist relating to nonprofits and to government: such as public administration, public

management, and educational management. Further, management programs related to civil-society organizations have also

spawned programs in nonprofit management and social entrepreneurship.

management studies, and anti-corporate activism.

As one consequence, workplace democracy has become both more common, and more advocated, in some places distributing all

management functions among the workers, each of whom takes on a portion of the work. However, these models predate any

current political issue, and may occur more naturally than does a command hierarchy. All management to some degree embraces

democratic principles in that in the long term workers must give majority support to management; otherwise they leave to find other

work, or go on strike. Despite the move toward workplace democracy, command-and-control organization structures remain

commonplace and the de facto organization structure. Indeed, the entrenched nature of command-and-control can be seen in the

way that recent layoffs have been conducted with management ranks affected far less than employees at the lower levels of

organizations. In some cases, management has even rewarded itself with bonuses when lower level employees have been laid off.[6]

[edit]Management topics

[edit]Basic functions of management

Management operates through various functions, often classified as planning, organizing, leading/motivating, and controlling.

 Planning: Deciding what needs to happen in the future (today, next week, next month, next year, over the next 5 years, etc.)

and generating plans for action.

 Organizing: (Implementation) making optimum use of the resources required to enable the successful carrying out of plans.

 Staffing: Job Analyzing, recruitment, and hiring individuals for appropriate jobs.

 Leading: Determining what needs to be done in a situation and getting people to do it.

 Controlling: Monitoring, checking progress against plans, which may need modification based on feedback.

 Motivating: the process of stimulating an individual to take action that will accomplish a desired goal.
[edit]Formation of the business policy

 The mission of the business is its most obvious purpose -- which may be, for example, to make soap.

 The vision of the business reflects its aspirations and specifies its intended direction or future destination.

 The objectives of the business refers to the ends or activity at which a certain task is aimed.

 The business's policy is a guide that stipulates rules, regulations and objectives, and may be used in the managers' decision-

making. It must be flexible and easily interpreted and understood by all employees.

 The business's strategy refers to the coordinated plan of action that it is going to take, as well as the resources that it will use,

to realize its vision and long-term objectives. It is a guideline to managers, stipulating how they ought to allocate and utilize the

factors of production to the business's advantage. Initially, it could help the managers decide on what type of business they

want to form.
[edit]How to implement policies and strategies

 All policies and strategies must be discussed with all managerial personnel and staff.

 Managers must understand where and how they can implement their policies and strategies.

 A plan of action must be devised for each department.

 Policies and strategies must be reviewed regularly.

 Contingency plans must be devised in case the environment changes.

 Assessments of progress ought to be carried out regularly by top-level managers.

 A good environment and team spirit is required within the business.

 The missions, objectives, strengths and weaknesses of each department must be analysed to determine their roles in

achieving the business's mission.

 The forecasting method develops a reliable picture of the business's future environment.

 A planning unit must be created to ensure that all plans are consistent and that policies and strategies are aimed at achieving

the same mission and objectives.

 Contingency plans must be developed, just in case.

All policies must be discussed with all managerial personnel and staff that is required in the execution of any departmental policy.

 Organizational change is strategically achieved through the implementation of the eight-step plan of action established by John

P. Kotter: Increase urgency, get the vision right, communicate the buy-in, empower action, create short-term wins, don't let up,

and make change stick.

[7]

[edit]Where policies and strategies fit into the planning process

 They give mid- and lower-level managers a good idea of the future plans for each department.

 A framework is created whereby plans and decisions are made.

 Mid- and lower-level management may add their own plans to the business's strategic ones.

[edit]Managerial levels and hierarchy

The management of a large organization may have three levels:

1. Senior management (or "top management" or "upper management")

2. Middle management

3. Low-level management, such as supervisors or team-leaders

5. Rank and File

 Require an extensive knowledge of management roles and skills.

 They have to be very aware of external factors such as markets.

 Their decisions are generally of a long-term nature

 Their decisions are made using analytic, directive, conceptual and/or behavioral/participative processes

 They are responsible for strategic decisions.

 They have to chalk out the plan and see that plan may be effective in the future.

 They are executive in nature.

 Mid-level managers have a specialized understanding of certain managerial tasks.

 They are responsible for carrying out the decisions made by top-level management.
Lower management

 This level of management ensures that the decisions and plans taken by the other two are carried out.

 Lower-level managers' decisions are generally short-term ones.

 They are people who have direct supervision over the working force in office factory, sales field or other workgroup or areas of

activity.
Rank and File

 The responsibilities of the persons belonging to this group are even more restricted and more specific than those of the

foreman.