The paper "Fredrick Taylor’ s Assumptions and Significant Application" is a great example of a report on management. Taylor's assumption or Taylorism theory is a scientific management method that came into action in the 20th century. Taylorism is an argumentative scientific management point of view, which claims to base its facts on a four principle that stance to maximize job productivity and efficiency (Baldoz, R., Koeber, C., & Kraft, 2001). Conversely, this assumption is always referred to as a scientific management turning point since it claims to support the organizational management objectives and goals previously outlined for an organization's management success.
Thus, Fredrick Taylor's assumptions adhere to scientific management models to ensure that outcomes are the most appropriate for a competitive firm's survival or function. In most organizations, this scientific, efficient production method is widely and effectively used as it serves to use its four principles to provide a framework through which the workers under the proper working tools, initiatives performance recognition and good training best do jobs. On the same aspects, this scientific method provides a high contagious managerial control system that governs and manages workers throughout their working roles and responsibilities (Moe & Smirt, 2012).
On the other hand, this means that Taylor's work explores the theme of economic business efficiency. The analysis presented in this document is helpful in understanding the application of Fredrick's scientific method in the world today, the strength and weakness of using this method in the modern technology advancing world, and criticisms portrayed. This document further evaluates the effectiveness of Taylorism theory as compared to the other available work management strategies. Fredrick Taylor as the father of scientific management methods that were the benchmark of the Taylorism theory contains a workplace idea that shapes and models the modern.
His assumption of rationing work into smaller simpler segments to achieve the institutional prosperity in terms of productivity and cooperation influenced by management and production models is one of the key concerns in world economic historians today (Moe & Smirt, 2012). This one-man effort provides a philosophical shadow in production and management practice that is scientifically build to remain alive as the world economy evolves in terms of production flexibility, industrial rest-ruction, and informational technology.
Baldoz, R., Koeber, C., & Kraft, P. (2001). The critical study of work: labor, technology, and global production. Philadelphia, PA, Temple University Press.
Casson, M., & Rose, M. B. (2014). Institutions and the Evolution of Modern Business. Hoboken, Taylor and Francis.
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Moe, K., & Smirt, R. E. (2012). Building systems: design, technology, and society. Abingdon, Oxon [England], Routledge.
Moueliz, N. P. (2013). Organisatn & Bureaucracy Ils 157. Hoboken, Taylor and Francis.
Perkins, S., & Arvinen-Muondo, R. (2013). Organizational Behaviour People, Process, Work and Human Resource Management. London
Lussier, R. N., & Hendon, J. R. (2013). Human resource management: functions, applications, skill development. Thousand Oaks, SAGE Publications.