What attitudes about gender, race, and equity are implied in management thinking of the mid-20th century?

What attitudes about gender, race, and equity are implied in management thinking of the mid-20th century? How did this evolve from those of the early-20th century?
Using Quinn’s (2021) model, what is an “open systems” model of management and how can this lead to innovation and growth? What are benefits and limitations did that era bring to management?
Part 2: Cunliffe (2021) and Kellerman (Allen, 2020) offer compelling ideas about relational managers, management identity, and the interconnectivity of management through the leader-follower-context framework. Search the 1950-1979 issues of Harvard Business Review (or the Academy of Management Journal or Academy of Management Review if you would like something more scholarly) to determine prevailing attitudes about followers (rather than leaders), followership, and communityship within organizations. Compare those with holdings 1980-1999 and 2000-present.
What can you infer about changing attitudes toward followers, followership, and communityship in each era?
What are the benefits and limitations of including integrating these Cunliffe’s and Kellerman’s into management theory and practice?
When crafting the answers to these questions, please remember to integrate and cite the assigned materials.

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