The paper "How Relevant Are the Ideas of Taylorism in Today’ s Work Places" is a perfect example of a report on management. Taylorism is a management idea and methodology that has been developed by Frederick Winslow Taylor. The proper name for it is scientific management. This management theory analyzes and synthesizes workflows. Its main objective is to improve work efficiency. It is concerned with labor productivity. Taylor first came up with his ideas or theoretical constructs in the late1800s (1883) and early1900s (up to1913). The theories he developed on job design and employee motivation are what came to be referred to as scientific management.
He first referred to his ideas as shop management. The theory that bears his name was developed while he was working at Midvale Steel Company. This is in Pennsylvania (Baldry, Peter & Taylor, 1998). Taylorism is governed by five main principles. These are the guidelines that mark the direction taken by scientific management. The first principle is that jobs are fragmented to the maximum. They are fragmented to the last bit, from which further fragmentation is impossible. Jobs are dissected and separated to separate tasks.
The second principle is planning and doing. The third principle is the separation of direct and indirect labor. Labour is separated into two groups, direct and indirect. The fourth principle deals with skills. Skill requirements and job learning time are reduced. They are minimized. The fifth principle calls for the minimization of material handling (Baldry, Peter & Taylor, 1998). The first principle of scientific management as outlined above calls for the fragmentation of tasks to the maximum. It is the central principle in scientific management.
It is what defines Taylorism in the workplace. According to this principle, Tasks should be subjected to systematic measurement, tabulation, observation, and analysis. This is in order to adhere to the scientific laws of work. This principle stipulates that scientific laws should dictate the specific element of tasks performed. This is to say that these laws should formulate the separate and smaller tasks of work. The laws should also set out the time required to accomplish the given tasks and speed the tasks to be adopted in the accomplishment of the tasks.
Furthermore, the laws should also set out the methodology to be adopted in performing the tasks. The modes of payment and the frequency of payment should also be worked out using these laws. The use and implementation of machines in the workplace should be set out using these scientific laws (Hughes, 2004).
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