System 4 Theory, 1967), Robert Blake and Jane Mouton (Managerial Grid 1964), Chris Argyris (Goal Congruence Theory 1964) and last but not least Paul heresy and Kenneth Blanchard (Situational Leadership Theory 1969). The combination of all of these and many other writers has led to the formulation of NHR through recurring features and relations. Guru Theory In order to bring popular management culture up to date, it is necessary to consider developments in management thought that have occurred since 1980. At first glance it appears that Guru writings represent a random collection of diverse contributors with no real link between them. However upon closer inspection there is a central theme. That theme states that the only object of business is to compete with others for the favours of the customer. There are five main beliefs associated with the guru theory: 1. The innovation that leads to improved products services cannot be planned, but is dependent on many attempts by many employees. 2. You are more likely to ‘act yourself into a feeling” than “feel yourself into action”. 3. An organization can be effectively co-ordinated through its value system and culture, rather than through rules and commands. 4. Customers are the main source of innovation. 5. Strong customer orientation is important and has implications for management attitudes and behaviour towards staff. The guru theory seeks to help managers build strong business systems, which can successfully compete in their chosen segments. Each guru idea relies upon the individual who developed and popularised it for authenticity. The term guru theory is used as a convenient label to refer to these contributions over the past twenty years. The label encompasses a grab bag of attributes including innovation, teamwork, empowerment, participation, fewer levels of hierarchy and less bureaucracy. A useful way of considering guru theory authors is to differentiate betwe...
