Essays on Analysis of Taylor Claim on Scientific Management Principles Coursework

Download full paperFile format: .doc, available for editing

The paper "Analysis of Taylor Claim on Scientific Management Principles " is an outstanding example of management coursework.   Fredrick W. Taylor published the famous book on principles of scientific management in 1911. In the book, he suggested new principles of industrial organisation which were meant to take advantage of extreme labour division and mechanisation. Taylor theory of scientific management became very vital to the factory system during the 20th century. The theory led to an efficient mode of working in the industries and was spread throughout Europe and America (Hough & White, 2001).

Taylor was an engineer and manager and his work was based on what he thought would be important for the management of modern enterprises. His proposal was based on a functional scheme which would improve the plant management. He proposes changes into the ways in which the individual tasks are performed (Payne, Youngcourt and Watrous, 2006). The essence of Taylor scientific principle is a division of labour, simple repetitive movements, minimum training, monetary incentives, time optimisation and predetermined work. This was aimed at attaining high profits, high wages and harmony between employers and employees.

(Caldari, 2007). This report analyses Taylor claim on scientific management principles that it would lead to maximum prosperity for both workers and employees. Taylor’ s scientific management is still relevant to the modern business world. This is seen through the use of several principles that were proposed through scientific management. The scientific selection and development of workers have been one of the most relevant principles today. This is seen in the efforts that are placed when hiring the employees in the modern organisation. There is the use of psychologists in the interview process and a lot of emphases is placed on the applicant suitability in the position.

When an organisation has selected a suitable employee, training is carried out to develop the employee’ s skills (Caldari, 2007). Organisations have been using training programmes to ensure that their employees are up to date with job trends. This has been a major benefit for both employees and workers through the use of Taylor’ s principles. The employer is able to get the right employee for their job while the employee gains through continuous job training (Myers, 2011). Human relations through the use of Taylor’ s principle have been another benefit to organisations.

This is based on Taylor’ s third principle where science and the trained worker is brought together for the better treatment and expression for the employee’ s needs (Caldari, 2007). Scientific management can be related to human relations through the point that it found resting in the workplace to be very beneficial to productivity. Maintaining a happy and healthy workforce has been at the forefront of modern organisations. This ensures that there is prosperity for both employer and employee in an organisation (Giannantonio & Hurley-Hanson, 2011).

This has led to legislation such as health and safety Acts in the workplace. The employee is protected from the unsafe work environment and their happiness is ensured. This also helps in reducing staff turnover and thus improves workplace efficiency. In most of the organisations, work is divided into two large components (workers and management). This helps the organisations to ensure that responsibility for both management and workers is enforced. The management is able to concentrate on planning, organising, controlling and leading.

This has been enabled by scientific management principles (Caldari, 2007).

References

Bell, RL & Martin, JS 2012, ‘The Relevance of Scientific Management and Equity Theory in Everyday Managerial Communication’, Journal of Management Policy & Practice, vol. 13(3), pp. 106-115.

Caldari, K 2007, ‘Alfred Marshall’s critical analysis of scientific management’, The European Journal of the History of Economic Thought, 14:1, March, pp. 55-78.

Crainer, S 2003, ‘One hundred years of management’, Business Strategy Review, vol. 14, issue 3, pp. 41-49.

Derksen, M 2014, ‘Turning Men Into Machines? Scientific Management, Industrial Psychology, and the “Human Factor”’, Journal of the History of the Behavioural Sciences, vol. 50(2), Spring, pp. 148-165.

Giannantonio, CM & Hurley-Hanson, AE 2011, ‘Frederick Winslow Taylor: Reflections on the Relevance of the Principles of Scientific Management 100 Years Later’, Journal of Business and Management, vol. 17, no. 1, pp. 7-10.

Hough, J.R., & White, M.A. 2001. “Using stories to create change: the object lesson of Frederick Taylor’s “Pig-tale”.” Journal of Management, Vol.27, no.1, p.585-601.

Myers, LA 2011 ‘One Hundred Years Later: What Would Frederick W. Taylor Say?’ International Journal of Business and Social Science, vol. 2, no. 20, pp. 8-11.

Pane Haden, SS, Humphreys, JH, Cooke, J, & Penland, P 2012, ‘Applying Taylor’s Principles to Teams: Renewing a Century-Old Theory’, Journal of Leadership, Accountability and Ethics, vol. 90(4), pp. 11-20.

Payne, S. C., Youngcourt, S. S. and Watrous, K. M. 2006, “Portrayals of F. W. Taylor Across Textbooks”, Journal of Management History, Vol. 12 No. 4, pp. 385-407.

Pruijt, H. 2000, “Repainting, Modifying, Smashing Taylorism”, Journal of Organizational Change Management, Vol. 13, pp. 439-451.

Download full paperFile format: .doc, available for editing
Contact Us