The Impact Of Scientific Management On Non Managerial Workers

Scientific Management – a method which sought to identify most efficient techniques for management through “time and motion” studies and then motivated worked to adopt these ways of working through the use of

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 is also known as Taylorism. Fredrick Winslow Taylor wanted to divide the work process into small, simple and separate steps (Division of Labor). Division of Labor meant every worker only had one or two steps, this was created to boost productivity. Taylor also believed in Hierarchy, he wanted a clear chain of command that separated the managers from workers. He did this so managers would design work process and enforced how the work was performed and employees would simply follow directions. Taylor wanted to select and train high performing workers or first-class employees and match them to a job that best suited them. Taylor believed the most productive workers should be paid more. Employees who could not meet the new higher standard were fired.

He believed that these employees were easily replaceable for less pay. These kinds of procedures and ideas created an environment that was ripe for alienation. In an attempt to satisfy workers, “In return for a workers lost dignity, freedom, power and skill, Taylor promised higher pay” (Hoopes 48). Taylor also created the “differential piece rate” (Hoopes 38) which would further alienate workers from each other, claiming it improved production. Overall, Taylor’s theory of scientific management created a good environment for business owners but it only fueled alienation between the workers and the workers and society.

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 is essential to some extent not only for service economy but any type of business these days. It enhances the level of production considerably by introducing new and improved methods of management and production which even promotes service economy more since the economy aim is to transform productivity into competency and profitability. Summing up, under scientific management, the work is carried out systematically according to pre-determined plans, time-wastage is reduced by large, work and products quality is

Scientific management is the study of work methods to improve efficiency, suggesting that management should take complete responsibility for planning the work and making sure that workers primary focus was implementing the plan that management had in place. Fredrick Taylor was an example of scientific management. Bart focus was being efficient and to that Bart had a keen understanding of tasks that needed to be completed along with hiring and training the workers to the point that all workers could complete and perform tasks in an efficient and effective way.

The management styles employed by users of ‘Scientific Management’ and managers who adopt an approach introduced by ‘The Human Relations School’ are vastly contrasting. The scientific style, popularized by Henry Ford in the early 20th century, involves delegating simpler tasks among employees and creating a ‘production line’. This approach aims to maximize profitability and efficiency. Conversely The Human Relations School considers the Scientific approach to de-skill staff and not cater to their social needs. There are many other differences between these styles, which will be discussed further in this text.

Along with everything in life, change is almost a factor for the future. Over the decades, scientific management has evolved immensely. During the early decades of scientific management, the demands of work intensified. Workers were not impressed nor satisfied with the environment that they worked in and became furious with their employers. During one of Taylor 's own implementations of his scientific management method at the Watertown Arsenal in Massachusetts, workers began to

Third. Is not the most important problem that of getting the right man at the head of the company? And if you have the right man cannot the choice of the type of management be safely left to him?

The Purpose of this essay is to determine how scientific management impacts contemporary management functions and the employer-employee relationship. This essay is based on the journal article [Locke,E (1982)The Ideas of Fredrick W Taylor: An Evaluation, Academy Management review,7(11),pp.14-24] and is regarding scientific management started by Fredrick Winslow Taylor which was a theory developed regarding management which analysed workflows. It was one of the earliest attempts to apply science to management. Scientific management’s main objective was to improve economic efficiency

Contributions of scientific management span a number of areas, including job design and analysis, selection of workers, development of incentive and motivation systems, creation of performance criteria and evaluation systems, influencing employee attitudes, facilitating group processes, managing organisational change and development, and addressing human factors within an organisation (Bell & Martin, 2012). Although it was popular in the prior century and tended to increase wages, scientific management attracted criticism because work became more unpleasant and many people lost their jobs, and concerns that organisational efficiency will be achieved at the expense of workers are still significant today

Scientific management introduces new and improved methods of production and removal of inefficiency. One of its main advantages is to affect a considerable increase in the level of production. Taylor carried out experiments on Pig Iron handlers and saw his principles improve productivity from 12.5 tons per man to 47-48 tons.

Fredrick W. Taylor published the Scientific management emphasises careful selection and training of workers, and supervisory support. It has four guiding action principles:

Scientific management is a management theory developed by Frederick W Taylor. Its main purpose is to improve an organization’s efficiency in production through analyzing workflow systematically using quantitative analysis to improve task completion efficiency. Reducing waste, increasing methods of production and create a just distribution of goods are goals of the scientific management theory. On the other hand, human relations theory attributed by Elton Mayo counteracts with scientific management theory that ignored human issues of behavior. In human relations theory, a worker is treated as an individual and what motivates and cultivates them in their achievement is analyzed. Both scientific management and human relation theory aims to improve efficiency in the workplace and it still applies to the workforce in the modern days despite the opposing ideas of both theories.