Scientific Management - Organizational Communication, Approaches, and Processes - Literature review Example

Scientific management Name Course Tutor Date Scientific management Introduction Management is the process of planning, organizing, directing, supervising, coordinating and controlling the flow of events within an organization. This implies that it is a demanding process, which requires people with adequate knowledge, skills and experience in different fields. Management process becomes more complicated especially when the organization is quite diverse where many employees and various operational processes taking place. It is not a new thing however; it has existed for centuries (Özbilgin, M.2009). However, the management styles are the ones that changes with time due to the prevailing factors. Every organization be it a business enterprise or governmental organization, has a management structure where the duties of every individual is defined, every person is expected to discharge the duties as assigned to him/her and has a specific person who he/she supposed to report to. In regards to Taylor, Frederick (2004). Scholars have tried to explain various types of management styles that often used in many organizations that exist nowadays. Examples of the management styles that have existed since the olden days in different organization are autocratic, democratic, laissez-faire, bureaucracy. Nevertheless, the management field got a big boost during the 19th century when Frederick Taylor an American engineer redefined how management is supposed to be carried out. He came up with various thoughts, which acted as ingredients to the management process in any given organization to realize maximum benefits. Generally, his concepts were referred to as scientific management because the concepts were more scientific; in other words, Taylor’s perspective towards management employed scientific approach. His views came out to be more appealing to many managements organization and were adopted and indeed helped to boost production. This paper focuses on scientific management concepts and its application to one of the contemporary organization. It will show the background of scientific management, the background of Frederick Taylor who is referred to as the father of scientific management. Lastly, the paper would discuss the concept of McDonaldization in relation to the concept of scientific management. Background of Frederick Taylor Frederick Winslow Taylor was born on 20 March 1856 in Germantown Philadelphia. He was born in a Christian Quaker family that was well off since his father Franklin Taylor was an educated lawyer and his mother Emily Annette Taylor was a working class woman (Taylor 2004). In his early age, Taylor studied in France for two years, went to Europe, and again studied for one and half years. In 1872, he was enrolled in Phillips Exeter academy in New Hampshire, his dream was to study and become a lawyer as his father. He was a hard working and intelligent young man; he managed to get a distinction in his basic education and automatically qualified to join Harvard University to fulfill his dream of studying law. However, Taylor did not pursue his course in Harvard because he had an eyesight problem a factor that compelled him to divert his career. Instead of enrolling in Harvard, he became an apprentice patternmaker and mechanist in enterprise hydraulic works company in Philadelphia. This was a pump manufacturing company owned by friends to the Taylor’s family (Özbilgin, M.2009) He completed his four-year apprenticeship course in 1878 and became a machine shop laborer in the Midvale steel works company in Midvale. Due to his intelligent and hard, he got faster promotion to various levels until he became the chief engineer in Midvale a company that was partially owned by Edward Clark a family friend too (Thompson, James, 1967). Later on, he enrolled in Stevens’s institute of technology and his mechanical engineering degree in the year 1883. He worked as a general manger and a consulting engineer from 1890 to 1893 for the manufacturing investment company in Philadelphia; this was a large paper mill company in Maine and Wisconsin. He opened his own consulting firm where he acted as a consulting engineer; through this, he perfected his career through thorough research in the issues of management In 1898, he joined Bethlehem steel company to solve an expensive machine shop capacity problem. While in this company, him and the other team of engineers designed a high speed steel which later on paved the way for a mass production in this company (Thompson, James, 1967). After some time he left in 1901 due to misunderstandings with other fellow engineers and concentrated on the promotion of his management methods, which he had developed from the experiences, he had had in various levels and companies .His scientific management methods rapidly became famous in America and the rest of the world where managers tried to apply these methodologies and realized efficiency in production Weick, K. E. (1969). In the year 1911, Taylor introduced the principles of scientific management to the American mechanical engineering society. The University of Pennsylvania awarded him honorary degree of doctor of science; later on became a professor in the Tuck school of business and Dartmouth College. Unfortunately, in March 1915, he got Pneumonia and died after clicking 59 years. Thus, he was a mechanical engineer who was regarded as the father of scientific management because he was the first management engineer who sought to improve industrial efficiency. Scientific management background As mentioned earlier, scientific management methodologies were conceived by Frederick Taylor; in fact, sometimes it is called Taylorism. It is the management theory that analyzed and synthesized the workflows within an organization. The main objective of this theory was to increase the production efficiency most especially through labor productivity. This was the earliest attempts by managers to apply scientific concepts in the management process. Taylor as a scientist molded these concepts from the scientific perspective to guide the managers in a more practical and scientific way on how to manage the production process in firms. He conceived the idea of scientific management after realizing that many firms tended to undergo losses just due to the inefficiency by the machines and the labor force. He majorly concentrated in studying on how to control the labor force for them to work to their maximum potential. The main themes that were included this theory was; analysis, logic, empiricisms, synthesis, work ethics and elimination of wastes. Moreover, Taylor also discussed over standardization, refrain from conservatism, transformation from craft production to mass production and knowledge transference from labor to tools and processes. Thorough examination and discussion over these themes by Taylor shaded more light to the managers of his time and indeed, when they were adopted, many industries realized a lot in terms of production and efficiency (Miller, 2008) the application of scientific management methodologies in the management process demanded high-level of managerial control over workers’ practices. This compelled the employers to increase the ratio of managers or supervisors to employees. One main reason that prompted Taylor to develop the theory of scientific management was that while he was working as a supervisor at the Midvale steel works, he noticed that there existed the natural differences in the productivity between the workers. He realized that many factors caused these differences. Some workers were hard working and others were just lazy, although they could still perform even better than those ones who are working hard. Thus, he thought of a way to try to standardize every process so that the input of every work is equal to target a certain level of production (Miller, 2008) He analyzed every process and gave every worker a specific target, which he knew that it could be achieved if the worker worked hard. After attempting his methods, he found that the production volume increased substantially. This made him to write down these methodologies and published them for managers to adopt them in different industries also to realize high production. Taylor observed that some workers were more talented than others were, and those talented perform their duties well but they are unmotivated. He also observed that workers who were compelled to perform certain duties did it at a slowest rate or sluggishly, funny enough, they were not punished due to their sluggishness .This slow rate of work was exhibited by employees in the tasks they were assigned and this was quite common in many companies and this was the major cause of underperformance by these firms. Taylor finally, concluded that workers have interests in their well-being; they are often not willing to work beyond the defined rate when the work itself will not benefit them. Taylor concluded that time and motion studies combined with the rational analysis and synthesis could disclose one best approach that can be adopted to choose the best method to performing any particular task. Taylors’ four principles of scientific management All his work was summarized in to four principles, and they were called principles of scientific management. The four scientific management principles were; first, replacing the rule of thumb or simple habits and common sense with scientific methods to study work. This principle implied that the managers had the responsibility to apply the valid methods that are practical to carry any task within an organization. Any decision that is supposed to be made by the management has to be analyzed properly to eliminate all the inefficiencies. The second principle was marching the workers with specific jobs according to their interests, motivation and knowledge rather just assigning the workers to any job carelessly. This principle targeted that employees should produce to their level best .When someone is given a task that he/she has the relevant knowledge, skills and interest, he will perform it enthusiastically and effectively hence a benefit to the company. Ritzer, George. (2010). The third principle was supervision and monitoring the employees’ performance to ensure that they are applying the efficient ways of working as mentioned earlier, the reason that prompted Taylor to come up with the theory of scientific management was to that, some workers were lazy hence; they were not delivering their duties as expected of them. Therefore, this principle aimed to keep such employees on toes to ensure that they accomplish the tasks assigned as required. Then the last principle was that allocation of the job tasks to workers and the managers so that the managers should be occupied by the task of planning organizing and decision-making to allow the workers to work efficiently. This also involves training the personnel so that they can be in a position to apply the scientific methodologies in controlling the workflows within an organization. Advantages and disadvantages of scientific management principles One advantage of these principles was that managers based on the knowledge and interests of the workers in assigning the jobs (Ritzer, George, 2010).This greatly increases productivity since every worker applied his effort to the best of his knowledge and experience. Secondly, these principles divided work into small units and every worker given his role to play to ensure that he accomplishes within the specific time hence one can easily predict the outcomes and plan the future target of a given task. Scientific principles encouraged the issue of creativity and innovation, the management are supposed to keep on researching the best way they can produce maximally at a lower cost. Moreover, the Taylor’s principles discouraged the old ways of management such as autocratic, bureaucracy, laissez-faire and conservatism. Managers ought to adopt democratic management to eliminate inefficiencies and encourage hard work by employees. Lastly, scientific management principles were the first attempts to systematically treat management and process improvement as a scientific problem. Thus, it gave the managers a more understanding on how to go about with the management issues keeping in mind to follow the scientific approaches Weick, K. E. (1969).  These principles of scientific management also had some disadvantages in fact some people criticized Taylors views on management. One limitation of these principles is that they took human labor to be machine like structures .This means that Tailor did not consider that human beings are affected by many factors such as psychological, emotional and physical factors. Secondly, the application of scientific management principles led to the reduction of job opportunities since these principles advocate for automation and use of the machines for an efficient and faster production. Therefore, those companies that adopted Taylors concepts had to release some workers since their tasks were taken over by the machines. Another disadvantage of scientific management principles is that it increased the intensity of the work that had to be done by the workers. This means that the workers were overloaded and were compelled by the managers to do more work than normal. In fact, during Taylor’s time, workers in Watertown Arsenal went on strike due to the intensity of the tasks they were assigned by the managers who observed Taylors concepts Ritzer, George. (2010). Moreover, the influence of scientific management principles on the work force led to the strengthening of the labor unions a situation that increased the friction between the management and the workers. Scientific management and the McDonaldization As mentioned earlier, scientific management is the process that involves the application of scientific methodologies in managing firms. This concept of scientific management is closely related to the concept of McDonaldization. In its definition, McDonaldization is the transformation of the management processes from the traditional to modern modes; on the other hand, it is the adoption of the irrational to rational management processes Weick, K. E. (1969).It involves the increase in the standardization and rationalization of industry, labor, and production and consumption process. George Ritzer was the sociologist who coined this concept of Mcdonalization, his concept was developed from the Taylors concept of scientific management. The values this concept asserts in the management process are the same as those, which Taylor emphasized on. The main components of Mcdonaldization highlighted by Ritzer include efficiency, calculability, standardization, control and culture. Efficiency generally means the optimal method of accomplishing a certain task. From Mcdonaldization perspective, efficiency is minimization of time in performing a particular task. Thus, it is the best method that should be adopted to perform a task in the shortest time as possible. This means that Ritzer valued the aspect of efficiency in any organization to be very much important because it leads to high production Buller, P, & Schuler, R. (1999).This aspect of efficiency in Mcdonaldization matches with the principle of matching the workers with the jobs they are interested in and have knowledge in them in scientific management concept. This is because they both aim at minimization of time in performing a specific duty. Calculability being the second aspect in Mcdonaldization means that the objectives of any organization should be quantifiable; this means that one should be in a position to measure it Ritzer meant that the quality of the products that a firm is producing should be equal to the quantity; these two aspects should be in balance for any product to satisfy the consumers (Braveman, Harry. 1974). He insisted that organization should not just concentrate on quality of the product when manufacturing but should consider the amount of the product so that the customers can feel that the quantity they are receiving after paying a certain sum of money is worthy. This is related to standardization, which Taylor emphasized on in scientific management. Thus, quality and quantity standards of goods and services should be set in any given organization to meet the expectations of the consumers. Control is another aspect in the Mcdoldization involves the adoption of the automated machines in replacement of the human labor force in increasing the accuracy of the standards required. For good standardization or uniformity, the organization should think much or using the machines to perform particular tasks and avoids human labor. This is because human beings are full of inefficiencies hence it is hard to maintain the set standards throughout a certain period. Therefore, Ritzer advocated for the use of machines to keep control of the standards required. Control is also related the principle of monitoring the workers in an organization to perform the duties assigned to them efficiently (Judge, T& Robbins, S.2007).In emphasizing monitoring of workers, Taylor knew that when the workers are monitored very well, they would have to produce the products that conform to the set standards but when they are just left, they would produce substandard products. In reference to Judge, T& Robbins, S. (2007).Culture is the last aspect in Mcdonaldization process. This is the setting of norms and routine in any given organization so as these routine becomes the identification aspects of a particular firm among others .The culture of an organization should embrace the values of the organization and should also consider the needs of both the workers and the consumers. When a firm opens its branches in new regions, it should revise its culture to fit the culture of the society. An organization that has a well defined culture often have easy time to manage its workers since the new recruits just learn the expected values from the old workers. Therefore, Ritzer and his concept of Mcdonaldization consider culture in any organization to be very important for it to attain the objectives (BoxalL, P & Purcell, J. ,2011).Both the concepts of scientific management and Mcdonaldization embrace the same values, which ought to be adopted by firms in order for them to realize high production. They emphasize the abandoning the traditional way of management to modern ways which involves the use of rational methods in management. Conclusion Management has grown with leaps and bounds in a few past centuries. The period between 1700 and 1950 has seen the management change greatly this has prompted high productivity. Between these period, various scholars commonly referred to as classical economists and psychologists conceived many theories that explained various phenomenon and these had a big influence on the management styles in the organizations. Frederick Taylor is one of the famous classical theorists who conceived the idea of scientific management a concept that saw the management process in various companies in America and the rest of the world to increase. His thoughts were based on scientific concepts other than mere observations. He was later referred to be the father of scientific management and his concepts are still very useful to the contemporary society. Most of the organizations that apply these concepts obviously realize high productivity. Southwest airline is one of the contemporary firms that applies Taylor’s methodologies of scientific management and has undergone growth within the shortest time possible. Bibliography Braveman, Harry. (1974). Labor and monopoly capital: The degradation of work in the twentieth century. Monthly review press. New York City. Buller, P, & Schuler, R. (1999). “Managing organization and people; cases in management, organization behavior and human resource management.” South western pub. 6 BoxalL, P & Purcell, J. (2011). “ Strategy and human resource management.” Retrieved from http://www.blackwellpublishing.com/pdf/boxall.pdf Judge, T& Robbins, S. (2007). “Organization behavior.” New Jersey. Pearson. Miller Catherine. (2008). Organizational communication, approaches and processes. Cengage Learning. Texas. USA. Ritzer, George. (2010). The McDonaldization of the society. Sage Publishers. University of Maryland. USA. Thompson, James (1967). Organization in action: Social science bases of administrative theory. Transactional publishers. US. Taylor, Frederick. (2004). The principles of scientific management. Kessinger publishing company. Özbilgin, M. (2009). Equality, diversity and inclusion at work: a research companion. Cheltenham: Edward Elgar. Weick, K. E. (1969). The social psychology of organizing. 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