Contemporary Management And Employee Employer

J. Hough and M. White, “Using Stories to Create Change: The Object Lesson of Frederick Taylor’s ‘Pig-Tale,’” Journal of Management 27 (2001): 585–601; E. Locke, “The Ideas of Frederick W. Taylor: An Evaluation,” Academy of Management Review 7 (1982): 14–24; F. W. Taylor, The Principles of Scientific Management (New York: Harper, 1911); C. Wrege and R. Hodgetts, “Frederick W. Taylor’s 1899 Pig Iron Observations: Examining Fact, Fiction, and Lessons for the New Millennium,” Academy of Management Journal 43 (2000): 1283–1291; D. Wren, The History of Management Thought, 5th ed. (New York: Wiley, 2005).

Management has indeed evolved since Frederick Taylor’s writings in 1911. Taylor, a pioneer of modern management theory, is best known for developing the ‘scientific management approach’, Kemp (2013). The development of management since Taylor’s writings is a response to the larger economic and social circumstances of our time. Today we are living in a digital era, whereas then, it was an industrial era. Taylor’s approach is built on the premise that in order to maximize production efficiency workers should be seen as individuals and that the more effort put in, the wealthier the man, George (1968). Taylor’s (1911) ideas have not disappeared; they have evolved to meet the challenge of a different era. In 1911, Taylor came up with four theories

Adams, S. (2013, October 11). The 10 skills employers most want in 20-something employees. Retrieved from Forbes: www.forbs.com/sites/susanadams/2013/10/11/the-10-skills-employers-most-want-in-20-something-employees/#252174cI752d

1. Given Bandag Auto’s size, and anything else you know about it, explain why and how the human resource management function should be reorganized.

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.

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

There are a number of management theories that have changed the management business environment in the twentieth century. The theories have assisted managers to come up with better ways of management and organization of people. Managers have been able to increase profits, reduce costs and maximize efficiency. The purpose of this essay is to compare and contrast the contributions of scientific management and the human relations movement to the modern management. This essay will use Frederick Winslow Taylor’s theory on scientific management and Elton Mayo’s human relations theory. These two movements have been proven to increase productivity in the workplace (Mullins, 2005).

The two management theorists that I have chosen are Frederick Winslow Taylor and Elton Mayo. I chose these two theorists due to their very different ways of approaching their craft. Frederick Winslow Taylor and Elton Mayo both came from very different schools of thought and social and economic times that are bound to affect what theories they make. Taylor came from a mind-set of pure scientific thought. He saw success in management through making it a more measurable commodity. He went down the thought that everything had a definite and optimal answer. Elton came from a mind-set of human relations. He focused more on the human aspects of management. He had the mind-set of focusing on the employees and their work space above all else. These are very differing mind-sets for two theorists to have. In the piece that follows I will compare and contrast these two theorists and see what overlap they had and how these two radically different mind-sets lead to the creation of radically different practices.

Frederick Taylor and Mary Parker Follet’s theories are just two of the few people who had altered management landscape. Taylor believed that management and employees should work together to get things done while Follett views management as an “art getting things done through people.” Their perspectives on how managers should manage are different but it still led to a similar concept: an organization needs strong leaders who are the decision makers that can manage a group of people to work toward the goal of the organization. They both believed in objective facts, the logic of the situation, and a scientific method of approach. This paper compares and investigates the work of each and illustrates the flow from the top-down management style

There was not only Weber’s theories about management style, there were also Taylorism by Fredrick

Taylor had trained to be a mechanical engineer, and in his opinion he believed that management wasn’t as professional as it should be, in its “approach and those academic principles could be deployed to improve firm performance through co-operation between qualified, trained managers and a carefully selected and trained workforce. Particular emphasis was placed on job analysis, time and motion studies, and the creation of incentive bonus schemes, thus extending the work of the emerging HR function.” (Human Resource Management in Ireland-Gunnigle, Heraty, and Morley, 2011 pg. 3)

While this theory has made many positive contributions to management practice, there have also been negative implications. On a positive note, Taylorism has made an impact on the introduction of the 8 hour working day, minimum wage rates and incentive and bonus schemes, and more importantly, highlighted management as an important area of study, allowing for other theorists to improve on, or provide alternative management theories in response to scientific management such as more worker orientated theories, namely behavioural management. Taylor’s ideals have however been under constant scrutiny as managers highlight the shortfalls of scientific management. While the highly mechanistic way of practice may lead to increased productivity, it

Research into the effective management of the relationship between employers and employees has yielded many management theories that have helped shaped the present business landscape. These different theories have allowed managers to organise and manage people the way they best see fit. Two enduring management approaches are based off the Human Relations Management Theory and the Scientific Management Theory. Both theories address the issue of workplace optimisation with eminently different focuses.

This report discusses briefly about the Taylor’s contribution to the management theory in terms of