Scientific Management &amp Essay Example

a job by transitioning towards a process where, for instance, three individuals would accomplish minor components of a task earlier performed by one person. Moreover, Taylor posited that the key incentive for an employee was monetary reward, contending that if they were suitably remunerated, they would be prepared to undertake any dull task indefinitely. In his 1982 academic paper, Locke further investigates the main criticisms of Taylor's model; worker degradation, loss of extensive skills, accumulation of power with management, exploitation of workers and misleading tactics.

In conclusion, Locke asserts that the findings and research of Frederick W. Taylor remain relevant in contemporary business operations, even though more than sixty years have passed since Taylor's demise and various other business management theorists have emerged and faded (1982, p. 22). Numerous articles on scientific management and Taylor have been disseminated over periods. An exhaustive examination and debate on three such instances will be undertaken in the upcoming segments of this composition.

C. D. Wrege and A. M. Stotka authored a paper highlighting the connection between Taylor and his assistant Morris L. Cooke, indicating that Taylor significantly employed Cooke's research for his work on 'Principles of Scientific Management'. Blake A. M. and J. L. Moseley conducted a study revealing that Taylor's principles continue to be utilized in business systems a century after his passing. Similarly, Peter B. Darmody wrote an article on Henry L. Gantt and Frederick Taylor, commending them as pioneers of scientific management and aligns with several of their views.

The article by Wrege and Stotka delves into the association between Taylor, and his assistant Cooke. Taylor relied heavily on Cooke to scrutinise

and enhance the meetings he held, by giving suggestions, making alterations and improvements to his undertakings. As Taylor's principles garnered widespread interest, his book, incorporating much of Cooke's research, witnessed an increase in demand. Concurrently, the journal article by Blake and Moseley regarding Taylor's enduring influence on human performance even a century after his death, affirms and endorses Taylor's work and principles.

Blake and Moseley's works suggest that Taylor had a significant impact globally, potentially influencing the outcome of World War II through his effect on mass production. The widespread acceptance and integration of Taylor's principles underscore their lasting influence. Additionally, Darmody provides insight into Taylor's life and groundbreaking contributions to scientific management in his writings. He agrees with Taylor’s belief that American factory productivity during his time was lacking and needed drastic changes.

The set of articles analysed largely endorses Taylor's principle of scientific management, albeit there are some criticisms primarily regarding the potential dehumanization of employees and minimizing their scope for development. While most articles discuss similar aspects of scientific management, each tends to offer a unique perspective or argumentative approach. Darmody's (2007) piece provides an example, highlighting the controversial and groundbreaking nature of Taylor's and Gantts contributions, which continue to have an impact today (p15.). Contemporary articles by Blake and Moseley (2010), along with Darmody's (2007), reinforce Taylor's principles of scientific management. They establish his principles' ongoing application in modern day businesses, validating their effectiveness and relevance. On the contrary, Wrege and Stotka (1978) do not entirely endorse Taylor as they argue much of his work is plagiarised from Cooke. Evidence for this is drawn through a comparative analysis of

abstracts from Taylor and Cooke’s respective research journals.

Wrege and Stotka are convinced that Cooke did not copy from Taylor, as evidenced by the chronology of their work which indicates that Cooke's work came before Taylor's. It is also universally acknowledged that Frederick Taylor frequently integrated others' concepts into his own theories. This reinforces the belief that if management techniques anchored in science are properly employed without seeming dictatorial, they can be advantageous in modern business settings. If these tenets are correctly put into action by management, there could be notable improvements in a company’s productivity and quality of goods. Conversely, if these principles don't align with the business environment, negative outcomes might occur.

If employees perceive unfair treatment, it can negatively impact their morale and halt productivity growth, consequently reducing the opportunity for enhancement in task performance. A contemporary business that utilizes and supports scientific management principles is Outback Jacks Bar and Grill. The managers at OBJ use these concepts to manage their kitchen crew with an objective of increasing efficiency while cutting down on food preparation time and meal service duration from kitchen to customer.

The proficiency of OBJ can be boosted by eliminating the individual's workload burden through collaborative cooking. Without Taylor's principles of scientific management, firms globally would likely operate differently today, possibly resulting in subpar production and compromised quality. Scientific management is set to persevere in the future as one of the simplest and most fundamental systems ever created.