The Concept Of Scientific Management

Scientific management or "Taylorism" is an approach to job design, developed by Frederick Taylor (1856-1915) during the Second World War. With the industrial revolution came a fast growing pool of people, seeking jobs, that required a new approach of management. Scientific management was the first management theory, applied internationally. It believes in the rational use of resources for utmost output, hence motivating workers to earn more money. Taylor believed that the incompetence of managers was the major obstacle on the way of productivity increase of human labour. Consequently, this idea led to the need of change of management principles. On the base of research, involving analysing controlled experiments under various working

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).

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 has three basic starting points：1 Seek the highest efficiency，the core problems is to improve labor productivity。2 explore the significant means to achieve the highest efficiency；3 Requires management personnel mutual cooperation，work together and joint efforts。（the principle of scientific management Frederick Winslow Taylor）

Frederick Winslow Taylor (1865 - 1915) define Scientific Management or Taylorism with 4 principles as explained in appendix A.

In todays modern era of business, with its exploding technological advances, easier access to materials and a much more skilled and specialized labor force the ideology behind using scientific management is fast becoming as dated a method as the industries that still heavily rely upon its principles to function efficiently. Considering that the fundamental principles of scientific management consist of breaking down manufacturing into its constituent parts allowing unskilled, simple minded, untrained workers to do any one of the multiple tasks that produce a product. This method functions in a manner that maximizes laborers potential and thus company profits by using an assembly line type system. Under this system only management however

It could be said that Fredrick Winslow Taylor’s scientific management theory is still significantly relevant to management practices the 21st century. By analysing both critics and advocates of Taylor’s theory, we are able to gain a comprehensive insight into Taylor’s contribution to the improved productivity, higher efficiency and greater consistency in the current business world. In conjunction with this, suggestions have been made that scientific management exercises poor working conditions, dehumanizing effects and in this century is rather diminishing in importance. Considering both of these views allows for the development of understanding as to what extent scientific management has had a relevant impact on management practises

According to Miller (2010) Scientific management (Taylorism) was devised by Frederick Taylor to improve economic efficiency especially labor productivity by analyzing and establishing workflows. It was one of the earliest attempts to apply science to the engineering of processes and to management. Taylor’s scientific management was based on four principles. The first is replacing the “rule of thumb” work methods with methods based on a scientific study. The second is selecting, training and developing the most suitable person for the job. The third principle is managers should give out detailed instructions on how to do the job scientifically and supervise workers. The last principle is dividing the tasks between managers and workers. This paper will discuss if these scientific management principles are outdated in the study of organizations. I will present the principles and explain their relevance in current organizations.

Frederick W. Taylor was recognized as the father of the "scientific management" theory. Taylor's Scientific Management Theory is not just a collection of purely technical principles and practices, but also the cooperation and harmonization of fundamental relationships between people and machines and techniques; between people in the production process, especially between the manager and the employee. Thanks to this theory applied in the industrial enterprises, the labor productivity has increased dramatically; The final result is high profitability, both employers and workers are high income. His scientific approach requires detailed observation and measurement of routine work, in order to find the best working way. Taylor’s approach is categorized as the bottom up approach.

Scientific management theory is the starting point where people start to think scientifically. They do not only depend on common habitual without considering it is efficient or not anymore. They start to think effectively in enhancing productivity. Scientific management theory proposed some way in order to get the most

The early study of management as we know today began with what is now called the classical perspective. Scientific management that is the focus of this essay is branched from classical perspective. This essay will argue the annexation of scientific management concept to the context of knowledge-based economy and its effectiveness in the modern learning organisations. The essay will begin by explaining the background of scientific management followed by highlighting its core principles and the reason for its effectiveness that time. It will then explain the

Scientific management (also called Taylorism, the Taylor system, or the Classical Perspective) is a theory of management that analyzes and synthesizes workflow processes, improving labor productivity. The core ideas of the theory were developed by Frederick Winslow Taylor in the 1880s and 1890s, and were first published in his monographs, Shop Management (1905) and The Principles of Scientific Management (1911).[1] Taylor believed that decisions based upon tradition and rules of thumb should be replaced by precise procedures developed after careful study of an individual at work.

Several modern management theories have been shown to have their roots stemming from the ideologies of the scientific management theory. The basic principles of scientific management include standardised work activity based on measurement and formulae, workers are matched to tasks, coordination of activities in order to execute a number of related tasks and separation of planning and execution with the aim of maximum output. (4) The scientific management theory explores the idea that managers should manage and the workers should work. The industrial revolution era brought the need to bring about an increase in the effective rate of output and productivity and that led to the introduction of the scientific management theory by Frederick W. Taylor. Taylor was an engineer interested in efficiencies through work measurement and coordination of tasks and focused on the problems of dividing up labour tasks. He believed that the most efficient methods for completing a task and for the selection, development and motivation of employees could be scientifically determined, Taylor concluded that there was one best way to achieve things (4). Taylor had four

The concept of scientific management was first introduced in the book The Principles of Scientific Management, by F.W. Taylor (1911), eventually forming the concept of the frequently used management technique referred to as Taylorism. This concept revolved around three prime objectives. Taylorism focuses on the achievement of efficiency – by maximizing output per worker through training in scientific methods to establish the “one best way of executing each motion” (Katia Caldari, 2007); to create direct control of the manufacturing process, by clearly implementing a hierarchical authority; and lastly predictability, through the standardization of tasks by the notion of division of labour (Huczynski, A., & Buchanan, D., 2013). Taylor strongly believed in rationalism, the theory that reason forms the basis of knowledge – and his studies, such as the the Time and Motion Studies conducted at Bethlehem Steel (Taylor, 1991), led him to believe that the most rational approach to achieving the maximization of productivity in a business, would be through the incorporation of these three concepts (Huczynski, A., & Buchanan, D., 2013). However, even though these concepts are arguably advantageous for secondary sector businesses, Taylorism largely ignores the importance certain psychological factors, for instance those emphasized by Frederick Herzberg’s Two Factor Theory or the Them vs. Us mentality. Such psychological factors, according to the Iceberg model (Figure 1), form the

Scientific Management was the product of 19th Century industrial practices and has no relevance to the present day. Discuss.