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Introduction
The term ‘Taylorism’ in another way scientific management dates back to the end of 19th century when an engineer Frederick Winslow Taylor contributed significantly to the development of production efficiency methodology . Taylor consequently observed and analysed work done with the newly introduced rules of assigned jobs in the factory. The results obtained from this undertaking were supposed to increase the efficiency of production and wages of the workers what in result was meant to positively influence the well-being of the observed society . Scientific management can be defined as a study of management that fundamentally takes into consideration “the physical efficiency of an individual worker” . This essay will present the main features of ‘Taylorism’ as well as its criticisms which show the whole concept from completely different perspective. It will also be proved that social management is clearly visible nowadays.
FEATURE 1
In his writings Taylor as it was mentioned describes the methodology of scientific management. There are certain main features that undoubtedly differ ‘Taylorism’ from other forms of management. Execution of work in scientific management is a feature that definitely remains very significant.
Let’s start with the fact that there is a clear division of labour . It means that the process of work is divided into parts and each part is done by a different workman . Thing that also needs to be mentioned is related to the simplicity and repeatability of the tasks assigned to each worker. Undoubtedly, it influences the general level of knowledge and qualifications of the labour lowering it down.
As Kendall mentions in his writings (1913) it is extremely valid for the proper health of the business to have a control over all the operations that take place. All the shifts and what come with them – assignment tasks ought to be properly written down and organized – the usage of “central planning and routing department” .
In case of execution of work the “functional foremanship” is an important concept. It considers the influence of management staff in here ‘foreman’ that has control over workmen’s job. By having control it is meant that such person knows everything about each employee position so that he could eventually guide a particular worker and collaborate with him to increase the efficiency of work by diminishing mistakes in work . Another duty includes also being procordial, precise in all the tasks as well as properly organized in case of taking notes and valid details .
Although this methodology comes from the beginnings of 20th century still this feature of ‘Taylorism’ can be found in many business today. An example of the scientific management methodology used quite recently is in Japanese hybrid factories in Australia. The way in which the labour was governed and controlled, the style in which the workmen were managed reminds of ‘Taylorism’. As Celal Bayari mentions in her book “Thus Japanese manufacturing is essentially a ‘Taylorist’ work environment” .
FEATURE 2
The essence of the scientific management was presented by Taylor as simply efficiency of work.
In ‘Taylorism’ piecework is considered to supply the highest efficiency as the workers’ salary depends on the time and effort they engage in their regular duties . It was believed that people from management staff ought to precisely analyse and note all the details of every operation so that it was possible to organize everything properly, correct eventual mistakes to obtain high efficiency of work.
Another important issue is connected to the selection of proper workers. After analysing the collected data should chose a proper type of workman for a certain position – the best workman in a particular branch ought to work on a position associated with that branch. Such methodology is called “Scientific selection of the worker” . Taylor came to such conclusions after the experiment with a shovel that compared the work of workmen in Bethlehem Steel Company . The better the worker the higher the efficiency could be achieved.
Toolbox talk and a proper schooling of each workman is something significant in ‘Taylorism’. Training for every workman ought to be introduced at each position. As it is analysed by management staff they are aware the most what should the work on a particular position look like and they are the one who should show how to do all the tasks thorough enough . The already mentioned foreman ought to be ready for eventual answering for eventual questions and dilemmas of workers and help them if such help is needed . The properly trained staff of a factory/firm/business according to ‘Taylorism’ is much more efficient and that is something that cannot be undermined.
Last but not least, in case of efficiency of work, the issue of proper tools and materials should be raised. High quality machines ought to be prepared for the workers to use to diminish significantly the risk of eventual damage . Proper equipment maintenance also cannot be omitted . The right tools and materials have an important influence on the level of efficiency of work although it may not appear to be so.
21st century has a lot of examples of the usage of above features. Such management strategies are clearly visible for example in well-known fast food chain McDonald’s. Their policy includes as well the divisions of labour, and high level of standardization. The management is well trained to give proper instructions to sub workers . All of those operations are due to the aim of achieving the highest efficiency possible.
FEATURE 3
The third feature playing quite essential part in ‘Taylorism’ is motivation of workers. Taylor believed that money motivate people to work in the widest extent. People can be motivated to work with the usage of an adequate system of rewards and punishments. Of course the rewards would be get by workers by the condition of high efficiency of their work. In scientific management it is assumed that when a manager assigns a particular task to a worker for which the wage is higher then automatically the motivation gets higher as well . This strategy and assumption that money is the most desirable thing in case of all the people is only seemingly encouraging to use. Taylor have not thought of looking from completely different perspective, he did not take the ‘human’ factor into consideration and general behaviour patterns. That is why this methodology is mainly considered as uncertain and quite problematic .
As in previous cases this feature of ‘Taylorism’ is used also nowadays. One of many cases – Virgin Media is a company which strategy unarguably shows the characteristics of scientific management. The firm gives a good offers of well-paid positions and additional bonuses for extra effort in case of sales. Company guarantees also a number of other benefits such as health care or insurance . Virgin Media’s methodology is not however, fully tayloristic as it includes also some aspects approved by human relations theorists as the pure tayloristic approach could be a failure as of an eventual damage made to the company’s social site.
CRITICISMS
Although because of its focus on efficiency of work scientific management may seem encouraging and beneficial for the company it widely became a subject of criticism around the world and Taylor’s believes gained many enemies.
Let’s begin with the issue of exploitation. With the scientific management strategy workers may feel overwhelmed and generally exploited with the time and effort that they have to sacrifice in order to earn sufficient amount of money .
Another thing could be associated with the pace of work of workmen that is definitely to fast so that it can negatively influence workers’ health . Proper conditions are one of the key things for the well-being of the workmen.
Quite frequently however, scientific management is accused of deprivation of workmen of the possibility to create and show innovation . Workmen should have a chance to give something unique to their job while ‘Taylorism’ deprives them of that chance. Even Frederick Taylor commented on this accusation in his writings however, in reality his explanation of the problem simply just do not take place.
The last thing to mention is the fact that scientific management is a methodology that requires quite big amounts of money and time to invest in. It is clear that not only the trainings and proper machines are necessary but there is also a need for a proper amount of management staff. Without doubt a great deal of time is also needed to introduce new regulations, show instructions and prepare everyone to work with the highest efficiency possible .
Conclusion
Scientific management is a methodology that undoubtedly uses demanding and strict tactics to take maximum control so that the highest production efficiency could be gained. Although the original Taylor’s assumption were widely criticised it is visible that nowadays such strategy of management has been applied in the well-known international corporations. These day however, Taylor’s ideas has been modified to match up with the demand of present needs that is why it is preferred to use nowadays the name of Neotaylorism as it differs in few aspects with the original version of scientific management. What is interesting and worth mentioning is the fact that such rigorous attitude to a worker in 21st century do not raise such negative emotions as it was in the past.
say in here…