After the end of the Industrial Revolution, large corporations began to grow in size and power to meet what seemed like an endless demand for new goods and services. As companies and workforces grew, there was a need to develop a more systematic study of organization and management, known as management theory, the most significant of which is Frederick Taylor's Principles of Scientific Management which they provided for the development of worker training through incentives and special compensation (Boone p.33). In general, early management scientists tended to believe that there was only one way to organize companies and manage employees. At the beginning of the 20th century there were the first attempts to start a systematic and scientific study of management; in the 1950s there were numerous books and articles focusing on organization and management theory. Since then, numerous new paradigms, or models, regarding employee motivation and employee-employer relationships have emerged, influencing the basic principles of modern management theory. Literature Review: Herzberg and DruckerFrederick Herzberg, a pioneer of management theory, is best known for his Hygiene-Motivation Theory and Work in Job Enrichment. In his article One More Time: How do you Motivate Employees, Herzberg explores past theories of motivation and the development of motivation-hygiene theory. Motivation-hygiene theory suggests that “the factors involved in producing job satisfaction (and motivation) are separate and distinct from the factors that lead to job dissatisfaction” (Boone p.174). In other words, job satisfaction and dissatisfaction are not the opposite of each other but rather two separate attitudes. Herzberg cla...... middle of document ...... management principles. The set of assumptions that laid the foundation for the practice of management, such as internal focus, ownership of technologies and markets, are no longer close to our current reality. With the advent of the information revolution, Herzberg and Taylor's theories of management have become somewhat obsolete obstacles to effective management practice. There is no longer a single dominant way to efficiently run a business or a single plan that can increase productivity. As technology improves, there will be several problems that a company will face and teamwork between employees and employers will become more necessary. Therefore, it is not surprising that a new generation of management theorists is emerging who are reevaluating and reformulating old assumptions and paradigms of management theory..