TaylorismIntroductionScientific management also Taylorism is a technique that suggests that effectiveness and efficiency in production is achievable by breaking down each action, work and tasks into smaller and simpler divisions which can be assessed and taught to employees as highlighted by (Taylor, 1911). Scientific management gained prominence in the 1800s following attempts to apply science to organizing work processes and management in the manufacturing industry. The concept was founded by Fredrick Winslow Taylor and was meant to evaluate flow of labor, synthesis the same and to promote productivity of the workforce.
According to (Taylor, 1911), effectiveness and efficiency in productivity and performance among the labor forces can be achieved by improving their morale through motivation and instilling accountability among workers by the management. Scientific management intended to obtain maximum job segmentation to reduce skill requirements and the time used learning a job, it separated work planning from how work is executed, it distinguished direct from indirect labor and more significantly it replaced the rule of thumb of using productivity estimates to utilization of precise measurements (Lawrence, 2010). Despite many criticisms and a wealth of newer theories on the topic of managing people, Taylorism also referred to as Scientific Management is alive and well in 21st century management practice.
This informs the basis of this report which seeks to analyze the existence of Taylorism in modern world. Taylorism in the 21st centuryTaylorism developed the aspect of time and motion with the view of optimizing performance of work, cutting costs and designing a work station and advanced the notion of tying payment to result in determining the wage of a worker.
In Taylorism, there is only one best way of doing a task or job and the management is responsible in establishing the organization’s one best way and rules which will ensure that the one best way performs always (Taylor, 1911). Although Taylorism ensured increased productivity as witnessed in the USA, many sought to reject it out rightly owing to the monotony in work and the lack of core work dimensions of variety of skills, task identification, task significance, autonomy of workers and feedback on performance and more focus on output than on the employee as supported by (Peci, 2009).
Be it as it may, present fascination for efficient work processes among managers has seen scientific management thrive in the 21st century. Since the 1900s, scientific management has not yet died off but instead, it has continually advanced although in a different form and it has entered into new industries. To identify the application of Taylorism in modern world, one need to check out for certain patterns and routines in modern work processes that are similar or align perfectly to the principles of scientific management.
The principles of scientific management include development of science for each part of tasks where the rules of thumbs are eliminated, scientific selection, training and development of employees, the mutual relationship and harmony between the employee and the management, division of labor and development of suitable working environment to enhance productivity and ensure maximum efficiency of workers as noted by (Taylor, 2008).