Compare The Human Relations Movement With Regart To Essay Example
Compare The Human Relations Movement With Regart To Essay Example

Compare The Human Relations Movement With Regart To Essay Example

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  • Pages: 2 (540 words)
  • Published: December 7, 2017
  • Type: Case Study
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Scientific management is a management theory that enhances labor productivity by analyzing and synthesizing workflow processes. It is also known as Taylorism, the Taylor system, or the Classical Perspective. The theory was introduced by Frederick Winslow Taylor in the 1880s and 1890s, and detailed in his monographs Shop Management (1905) and The Principles of Scientific Management (1911). Taylor advocated for replacing decisions based on traditional methods and rules of thumb with precise procedures developed after careful study of an individual's work.

Currently, the most common utilization of the Taylorism notion in management literature is to juxtapose it with a more advanced and superior approach to conducting business. In political and sociological contexts, Taylorism can be interpreted as the ultimate implementation of labor division, which ultimately results in the depersonalization of the workplace and devaluation of the worker's skill. Contents

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[hide] * 1 Overview o 1. 1 General approach o 1. 2 Contributions o 1.

The text discusses various aspects related to scientific management, including the elements, mass production methods, division of labor, extension to "Sales Engineering," criticism, legacy, scientific management and the Soviet Union, see also references, and external links. In terms of its general approach, the scientific management philosophy involves developing a standard method for each job, selecting suitable workers for each job based on their abilities and skills.

One contribution of Taylorism is the scientific approach to business management and process improvement. This includes the study of tasks and jobs, selection criteria for workers based on technical competence, training, or experience, and the importance of compensation for performance. Additionally, labor is defined and authority/responsibility is legitimized, positions are placed in a hierarchy under the authorit

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of higher levels, actions and decisions are recorded for continuity and memory, and management is differentiated from ownership. To implement this approach, workers should be trained in the standard method developed, supported through planning and elimination of interruptions, and encouraged with wage incentives for increased output. Taylorism is often linked with Fordism in terms of mass production methods used in manufacturing factories.

Taylor called his approach scientific management, which is now widely used in industry to optimize work tasks. However, this approach has made most industrial work monotonous and repetitive, as seen in assembly lines and fast-food restaurants. Ford observed that workers performing repetitive tasks tend to work at the slowest rate that goes unpunished, which he called "soldiering". This slow rate of work results from workers having a vested interest in their own well-being and not benefiting from working above the defined rate when it will not increase their compensation. Ford believed that work practices in most environments were inefficient and proposed teaching workers the best method for each task to increase productivity.

Despite facing initial resistance, Taylor pioneered several innovative concepts that have become widely adopted today. One of his revolutionary ideas was the inclusion of rest breaks in labor, which he discovered by studying workers. By implementing this concept during the ore unloading task, for instance, productivity increased as workers were given time to recuperate. Present-day militaries utilize scientific management principles, incorporating all of Taylor's methods except for wage incentives for boosting output. Instead, enlistment skill bonuses serve as a form of wage incentives.

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tags reads: "[edit] Division of labour".

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