Essays on Advantages and Disadvantages of Scientific Management Principles Coursework

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The paper "Advantages and Disadvantages of Scientific Management Principles" is a great example of management coursework.   The theories of principles of management have relevance in the current business world as organizations seek to increase their competitive advantage through managing people. Although previous theorists emphasized on quality and efficiency of systems, recent authors have given more attention to the importance of people in the organization. This introduces the human aspect of scientific management as proposed by Frederick Taylor which has far-reaching consequences of organizational behavior, employee satisfaction and commitment. Although the scientific management theory of Taylor applies to both simple and great corporations, it is deemed less human than later management approaches.

Despite criticism on the works of this author, his effort has helped in understanding organizational efficiency, effective incentives, work scheduling and improved work methods. Moreover, Taylor confronted scientific management as embracing feelings of employees and concepts of Equity theory in the modern business environment. Advantages and disadvantages of scientific management principles Industrialization and drive for lean production engendered the emergence of the scientific school of management. However, the concern over the importance of employees in production gave a new breath to scientific management thought away from the pursuit of profit from factors of production.

Zuffo (2011) agrees that the commitment by Taylor to industrial work marked a cultural turning point where technology, capitalism and modernity merged. Nonetheless, the scientific management thought was regarded as incomplete, ideal and organic; hence not compatible with mass production. During the great depression, the social value of Taylor’ s theories gain more social value as workers with know-how, product knowledge and skills were desired in process manufacturing and large scale production.

Wren (2011) lauds Taylor as a solution to natural human resources where the management provides instruction, work assignment plans and proper tools to better worker performance. In addition, the author agrees with Taylor that workplace diversity was important in increasing synergies at work than working individually as members of ethnic groups. For example, England and Germany were more developed in the 1930s than the United States because they focused on social and economic empowerment of workers while the latter emphasized on machines, methods and systems. From a positivist perspective, Taylor helped in solving social contradictions related to the well-being of workers, wealth generation and conditions for efficiency (Wren, 2011). By using science, Taylor also reinforced the need to verify and scientifically proof of the selection of workers (Zuffo, 2011).

While focusing on the needs of the social system, the famous works of Taylor brought about scientific sustainability and further development in applied psychology (Wren, 2011). Despite his success in scientific precision, Taylor was unable to establish a relationship or laws between fatigue and work. By legitimizing his attention to overwork and giving more attention to under-work failed to capture the attention of women.

Motivated workers demonstrate initiative and have the opportunity for promotion. For example, Taylor found that workers in Philadelphia Steel Plant embraced racial biases where African-Americans were least integrated into the society and workplaces. However, the plan to use sloppy management in US military arsenals in Watertown, New York could not work even after assigning the task of time study to officers. This is because the perspectives of workers were not sought to cause strikes and go-slows due to the just-introduced task management.

According to Schwartz (2007), the management theory on scientific management has a shallow understanding of business ethics which to academicians have ethical ramifications. The author noted that the theory of scientific management was impersonal and cold with interest in rationalizing work practices and omitting the human factor.

References

Bell, R. L. (2012) The relevance of Scientific Management and Equity Theory in Everyday Managerial Communication Situations, Journal of Management Policy and Practice, Vol. 13, No. 3, p. 106-113.

Caldari, A. (2007) Alfred Marshall’s Critical Analysis of Scientific Management, European Journal and History of Economic thought, Vol 14, No. 1, p. 55-78.

Crainer, S. (2003) One Hundred Years of Management, Business Strategy Review, Vol. 14, No. 2, p. 41-49.

Derksen, M. (2014) Turning Men into Machines? Scientific Management, Industrial Psychology and the Human Factor, Journal of the History of Behavioral Sciences, Vol. 50, No. 2, p. 148-165.

Giannantonio, C.M. & Hurley-Hanson, A.E. (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, p. 7-10.

Haden, S.S.P., Humphreys, J.H., Cooke, J. & Penland, P. (2012) Applying Taylor’s Principles to Teams: Renewing a Century-Old Theory, Journal of Leadership, Accountability and Ethics, Vol. 9, No. 4, p. 11-19.

Myers, L.A. (2011) One Hundred Years Later: What would Frederick W. Taylor Say? International Journal of Business and Social Science, Vol. 2, No. 20, p. 8-11.

Schwartz, M. (2007),The Business Ethics of Management Theory", Journal of Management History, Vol. 13, No. 1, p. 43 – 54.

Wren, D.A. (2011) The Centennial of Frederick W. Taylor’s The Principles of Scientific Management: A Retrospective Commentary, Journal of Business and Management, Vol. 17, No. 1, p. 11-22.

Zuffo, R.G. (2011) Taylor is Dead, Hurray Taylor! The ‘Human Factor’ is Scientific Management: Between Ethics, Scientific Psychology and Common Sense, Journal of Business and Management, Vol. 17, No. 1, p. 23-41.

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