A considerate of contemporary management function of the employer-employee relationship

The Equity Theory touches on the effects these situations have on the employee’s motivational level. In society today employees are constantly comparing how they are

Scientific Management was first described by Frederick Taylor in the late 19th century. Its relevance to modern day management is widely debated in academic circles. In this essay, I will address the question of whether Scientific Management has a place today, in a 21st Century Knowledge Economy, or whether it belongs to a ‘different time and place. I will argue that much of modern management practice is derived from Taylor’s theories and that in this sense his work is very relevant. Next, I will examine the context in which Taylor developed his principles and contrast this with the contemporary context. Then I will evaluate the relevance of each of Taylor’s 4 Principles to today, with help from a

Frederick Taylor’s fundamental thoughts on scientific management dated back to early 1880s when he was employed at Midvale Steel Company and observed his coworkers “soldiering” at work. In the following two decades, he moved around different companies while developing his management theory

Revans, R. (1958). On "Management and the Scientific method" The Journal of the British Institute of Management. Retrieved May 12, 2015.

Scientific management was introduced by Fredrick Winslow Taylor in 1898. The basic attributes of this perspective were giving incentives to employees, training them in a standard method and developing a standard procedure of performing a task. These procedures were established by numerous studies and observations (Samson et al., 2012).

Executive Summary: Employee relation keeps the business in track. As employee or workforce is the main asset of a company, every company tries to maintain good relationship with the employees. Here ASDA/Wal-Mart has joined in the conflict with the employees regarding trade union. As a result they have faced many problems. In this assignment we have discussed What ASDA/Wal-Mart could do in that situation what are the ways to keep effective employee relations.

What are the main features of Taylor’s approach to ‘Scientific Management” and what criticisms have been made of it? Do firms use scientific management today?

Some anthropologists even believe that it is cohesive nature of being group animals that contributed to the eventual civilization of humanity. Because we are group animals by nature, it is typical for us to compare ourselves with others. Equity theory is a theory that helps us understand satisfaction in terms of fair or unfair distribution of resources within groups or interpersonal relationships. These resources may be monetary, emotional, intellectual, but center on the issue of how an individual perceives themselves as either under-rewarded or over-rewarded, and the stress this causes that person. Equity theory holds that the actual perception of unfairness is a significant and powerful motivating force within the workplace, and a significant barrier to intimacy in personal relationships. This tends to complicate the manner in which managers interact with employees to find ways (salary, praise, training, education, experience) to allow for the greatest possible productivity, or for interpersonal relationships to actualize (Montana and Chanrov, 2008).

The year 1911 saw Frederick Winslow Taylor publish a book titled ‘The principles of scientific management’ in which he aimed to prove that the scientific method could be used in producing profits for an organization through the improvement of an employee’s efficiency. During that decade, management practice was focused on initiative and incentives which gave autonomy to the workman. He thus argued that one half of the problem was up to management, and both the worker and manager needed to cooperate in order to produce the greatest prosperity.

Scientific Management Theory by Frederick W. Taylor – Throughout the industrial world employees are the large part of the organisation and Fundamental interests of employees are necessarily aggressive. So as a manager it is necessary to arrange mutual relations with employees so their interests become identical. In case of any single individual the greatest prosperity can exist only when that individual has reached his highest state of efficiency and that is, when he is turning out his largest daily output (Frederick Winslow Taylor, 2007).

Changes in the workplace due to the economy, technology, and globalization have affected many lives in modern day society. In addition, managerial approaches have influenced changes organizations have faced throughout the years, which tend to affect an organization’s workforce. For example, some of the changes organizations have had to encounter have been around the following, but are not limited to employee productivity, employee and organizational inefficiency, employee’s personal and professional value, and organizational structure to name a few. Furthermore, managerial approaches going back centuries have molded certain expectations people and organizations have of each other. For example, many individuals during the industrial era had an expectation to contribute to his or her household at a young age. The feeling of this type of obligation at times in today’s society are seen, but are not as prevalent. Instead of young people focusing on their studies, and skill set, they often have to find employment that he or she initially do not want to do, which often times leads to entry-level positions that are typically left. Allowing managers to often alienate and exploit the employee.

Taylorism is a scientific management system that was developed by Fredrick Taylor in the 1880s. Taylorism works in a method based on F. Taylor’s scientific study of accomplishing different tasks instead of empirical methods or methods inspired by past experience and knowledge. Taylorism also tends to scientifically train and help develop employees’ skills instead of letting them train themselves during their time in the workplace. Another principle of Taylorism is that it gives comprehensive and detailed guidelines and supervision for each worker to perform tasks. Furthermore, workload must be split equally among the workers, which also allows the manager to apply Taylorism in order to plan their work and perform actual tasks.

Guidance: Many management textbooks claim that Taylor 's ideas are no longer appropriate, but consider whether an organization can operate without clear rules, hierarchy and division of labor. Many large and successful organizations, such as McDonalds hamburger chain or call centers, appear to use a modern version of scientific management. It would also be a good idea to consider whether these sort of generalizations can be applied in a global manner, or whether they tend to reflect the

Taylor believed that managers should manage the organisation for example assign tasks to their workers and the workmen or women should perform these tasks. Also, having workers perform single or limited tasks eliminated the long training period required to train craftsmen, who were replaced with lesser paid but more productive unskilled workers. ‘all day long the management work almost side by side with the men, helping, encouraging, and smoothing the way for them, while in the past they stood on one side, gave the man but little help, and threw on to them almost the entire responsibility as to methods, implements, speed, and harmonious

With those evocative words, Frederick W. Taylor had begun his highly influential book; “The Principles of Scientific Management” indicating his view regarding management practices. As one of the most influential management theorists, Taylor is widely acclaimed as the ‘father of scientific management’. Taylor had sought “the ‘one best way’ for a job to be done” (Robbins, Bergman, Stagg & Coulter, 2003, p.39). Northcraft and Neale (1990, p.41) state that “Scientific management took its