Critical Assessment Of Scientific Management Theory Business Essay

The accent on increasing productiveness from single worker impels the outgrowth of F.

W. Taylor ‘s scientific direction at the beginning of twentieth century. His doctrine of apologizing work and organisation to accomplish maximal productiveness, cooperation and prosperity has influenced the production and direction theoretical account of his age deeply. Despite the past 100 old ages, the shadow of Taylor ‘s doctrine in footings of production attack and direction pattern is still alive at the times of information engineering, flexibleness of production and the industrial restructuring. As Stern has written, “ The scientific direction of Fredrick Tayloraˆ¦ shaped the first consistent school of idea with its duplicate end of productiveness and efficiency- still influences direction believing 100 old ages on. ” This essay will measure the influence of scientific direction on modern-day organisation.Before measuring the influence, it is besides of import to present what scientific direction is.

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It is a set of systematic theory of the correlativity between labor and undertakings for the intent of increasing productiveness by redesigning the work procedure. Based on the celebrated time-motion-study, Taylor developed four rules to increase efficiency:Study the manner workers perform their undertakings, develop a scientific discipline for each component of a adult male ‘s work, which replaces the old rule- of-thumb method.Codify the new methods of executing undertakings into written regulations and criterion operating processsCarefully choice workers who posses accomplishments and abilities that match the demands of the undertaking, and develop them to execute the undertaking harmonizing to the established regulations and processsEstablish a just or acceptable degree of public presentation for a undertaking, and so develop a wage system that provide a wages for public presentation above the acceptable degreeScientific direction is a complete and interconnected system, but this essay will analyze Taylor ‘s four rule individually to merely the analysis.One best manner and division of laborBy and large, Taylor believes that there is a 1 best manner of each undertaking to accomplish maximal productiveness and during his age, He steadfastly believes the division of labor is the best manner to accomplish this. Though today, due to the variegation of the market and the organisation, the simple one best manner can barely be defined, such as concern adopt mass-production scheme can hold a wholly different optimum method of production than those focal points on niche selling, his spirit of prosecuting the best manner is still graphic presented. Merely as the quality circle pioneered by Nipponese auto fabrication, alteration is being discussed continuously to do the work procedure more streamlined, more efficient and non uneconomical in its activity, which is “ basically the end of Taylor ‘s system ” .

( Stoney, 2001: p27 ) Particularly when information engineering has become the agencies of analysing the underlying flow of stuff and information, it is more convenient and prevalent for modern-day organisation to make up one’s mind the best redesign of concern procedure to prosecuting “ productiveness, quality and competitory position ” .Incorporated in his spirit, division of labor is the specific result of scientific direction, the best manner Taylor advocates to minimise accomplishments required, and assembly-line, the creative activity of his age, are besides still utilized successfully in modern-day fast-food industry. Such as MacDonald, the unskilled undertakings from bedraggled cookery process and sophisticated clip record do it a wholly modern duplicate of Taylorism. The assembly lined production manner underpins the insistent work rhythm on the line by puting standard times. By making this, efficiency improves dramatically as unneeded undertakings are eliminated, physical layouts improved, and work speeded up. ( Fincham & A ; Rhodes, 2005: p678 ) Despite that deskilling ( ) will de-motivate employees significantly on a general graduated table, which may ensue in absenteeism and high staff turnover, its ability of “ incorporating new workers in production procedures and disregarding workers without losing cognition signifier the organisation ” can successfully get the better of it.

Besides, the accent on measure instead than quality ( Ritzer, 2004 ) of the fast nutrient industry besides highlights the demand of efficiency. Taylor ‘s influence goes beyond the bounds of fabrication, the turning ground forces of clerks in the lifting service sector are automatically divided into sections and specialized in map. ( Fincham & A ; Rhodes, 2005: p608 ) This means the doctrine of division of labor apply to most clerical plants to apologize the on the job process. “ A meeting features of clerical and production labor ” ( ) becomes one singular characteristic of modern society. However, the anomy and disaffection brought by the absolute division of labour bound its ‘ farther application. The knock-on consequence of de-motivate employees on quality and service can hold more important negative impact on modern-day organisation than of all time when they become the cardinal to profitableness at modern times.

Despite the restriction of his method, this rule has a considerable profound and permanent influence because of Taylor ‘s “ preoccupation with the efficient usage of resources ” . This doctrine can about use to every organisation because whichever the work construction is taken, such as the prevalent squad work and occupation enrichment ; one of its ultimate ends should be improve efficiency. It can be proved by xx ‘s statement that ( ) quality circles, “ instead than being a transmutation of labour dealingss toward democratic engagement, are managerial scheme to ease workers ‘ cooperation with direction ‘s ends for efficiency and productiveness betterments ” .Standardization and direct controlTaylor proposes standard regulations to capture the best pattern and direct control of workers to keep efficiency. As Braverman ( 1974, p. 47 ) recognised, Taylorism ne’er was a scientific discipline, but a control system.

Due to separate construct and executing, directors should plan, apportion undertakings and supervise workers ‘ public presentation without confer withing employees ‘ sentiments. ( McGeorge Thoery X ) Actually the contraption of Taylor ‘s ‘efficiency through rationalisation ‘ ( Stoney, 2001: p.27 ) builds a mechanistic organisations, with rigorous regulations, standardized defined undertakings and top-down communicating.

Contemporarily, there are still instances where mechanistic organisation proves to be optimum. A authoritative illustration is call Centre where standard book must be followed, figure of calls per hr is purely monitored, every bit good as directors can listen in calls momently. Though it is argued that this complete control will estrange employees as it erodes the sense of freedom and self-government, merely this mechanic construction, where all undertakings are designed to be consistent and coordinated, stiff regulations are followed and instructions are obeyed instantly, can accomplish the speedy service and unvarying quality. Besides, despite its formalized and hierarchy nature causes inflexibleness, organisations, such as call Centre, which exist in a comparatively stable environment where non much invention and accommodation are required, has proved to be more effectual because of the consistently rationalize processs. ( Burns & A ; Stalker, 1961 ) Therefore, it still exists where efficiency dominates effectiveness.

More normally, merely component of direct control can be seen in most modern-day organisation. For case, in public accounting houses, supervisor comptrollers supervise lower-rank comptrollers assigned with them to each audit. Junior comptrollers should work under the direct counsel of a senior comptroller. ( Hall, 1968 ) This is still due to Taylor ‘s built-in advantage, direct control can hike efficiency by apologizing complex accounting process and following undertakings expeditiously and accurately. A farther ground is that when meticulosity it the first demand and mistakes may do serious effect, it is direct control that can keep efficiency at the same clip safeguard the quality.Efficient as it is, the grounds for non being to the full adopted is that the drawbacks of direct control mostly limit its influence. As Friedman ( 1977 ) points out, it neglects the ‘positive facets of labor ‘ .

That means know-how and practical experience can non be reflected and diffused. And the formalistic system develops inactive organisation civilization which undermines invention, committedness and flexibleness. This contradicts to the demand of modern-day organisation, particularly for fabrication. At modern times, in fabrication domain, the key to profitableness prevarications in invention. ( Ackroyd, 2002 ) It means how to better application for bing engineering, how to make market advantage by good design and exclusivity become the really important issues.

This is why most of modern-day organisations merely retain elements of direct control and be given to be decentralized to accents on democratic engagement.To a broader extent, Taylor ‘s standardisation doctrine is more widely used, and the new globalized epoch makes it an pressing demand for concern. Due to the great advantage of diffuse best pattern, standardisation becomes the key to ease the diffusion of concern ‘s know-how to a new country for accomplishing a competitory advantage. Meanwhile, it is necessary for organizing activities on a universe broad graduated table and keeping rigorous quality to safeguard house ‘s repute.

However, exposed to a greater degree of external complexness, the drawback of rigidness brought by standardisation must be overcome, therefore standardisation is a uninterrupted betterment procedure today, merely as the standard operation in Nipponese auto fabrication where work is performed harmonizing to standard work sequence to see quality, meanwhile standard if often updated to standardise betterment. ( Edwards et al, 1993 ) To accomplish this, standardisation tends to be combined with a flatter and organic organisation construction foregrounding integrating and decentalisation to maintain advanced and flexible.Scientific choice and preparationThis is possibly the most relevant rule today because these procedures, choice, public presentation, every bit good as assessment and development have been extremely formalized in many organisations today ( Cole, 2004 ) . In the knowledge-based economic system, endowment has become the really valuable plus of concern to accomplish fight. Much attempt is devoted by modern-day organisations on choosing the right individual. The part of Taylor is that he introduced the importance of choice standards by direction, such as the common competences ( i.

e. communicating accomplishment, enterprise ) listed by enlisting section. In line with his accent on scientific attack to choice, Taylor advocates scientific preparation as he argues that “ it is merely when concern consistently collaborating to develop the competent manaˆ¦that it shall be on the route to national efficiency ” . ( Taylor, 1911: P 98 ) In the context of the cognition society, companies are by and large encouraged to develop employees ‘ accomplishments and cognition ( Hansson, 2007 ) Such as Nissan UK believes the cardinal manner for being the most productive auto works in Europe is its ambitious preparation strategy affecting its full fabrication work force. ( Lydon, 2007 ) Costly as it seems, the long-run benefits of quality, safety public presentation and fabrication costs overweight it. Furthermore, preparation is normally positively related to publicity ( Bayo-Moriones & A ; OrtA±A?n-Angel 2006 ) it means it can actuate employees by fulfilling their growing, accomplishment demands.

Overstepping Taylor ‘s efficiency thought, nowadays the significance of preparation is besides related to be flexible and sharp-sightedness plenty for viing in a more complex planetary market, such as the widely-used direction trainee strategies in multinationals to cultivate directors with practical experience and planetary position.Money as a incentiveTaylor advocates piece-rate payment strategy based on his premise that human nature is basically self-interest, “ workers would be motivated by obtaining the highest possible pay by working in the most efficient and productive manner ” . ( Mullins, 2001: p23 ) In modern age, despite his method can seldom be seen due to the degeneracy of fabrication, Based on his doctrine, money motive still play a important function in other signifier, such as the incentive-based wage system. One common illustration is gross revenues fillip. The haste of a gross revenues force to topographic point orders before month terminal reflects extremely targeted public presentation. Therefore there is small uncertainty that this system will work if designed suitably.

In the new context, when assorted attacks ( i.e. occupation enrichment, squad work ) are applied to better personal committedness, money incentive is non narrowed for efficiency every bit good. For case, fillips assessed on cooperation can stand for up to 50 % of pay package in Nipponese system and group fillips are besides given. ( californium. Dohse et al.

, 1985, pp. 137-8 ) It means money incentive is now used flexibly harmonizing to organisation ‘s scheme. Rynes ‘s survey of wage motive in modern-day organisation besides support Taylor ‘s premise, as “ there is overpowering grounds that money is an of import incentive for most people. ” Furthermore, he found that for high academic winners, high executing employees and persons with high self-efficiency and high demands for accomplishment, wage are the most of import incentive.

( Rynes et al, 2004 ) It means nowadays wage possibly more important than of all time as those sorts of individual are merely the valuable human resources that organisations compete for. However, it is undoubted that Taylor ‘s thought of motive is narrow minded and non suit as an extrinsic incentive, the accent on money will diminish staff ‘s intrinsic incentive. Despite that, modern-day organisations normally adopt compromising attack as presents, the satisfaction of societal demands and accomplishment demands are regarded as about equality of import incentive. Therefore, multiple incentives, money in concurrence with other intrinsic incentive are more prevailing. For case, performance-based wage and ambitious work are used in such successful houses as Microsoft.Conclusion commentIt should be admitted that there is about no other direction theory can transgress the influence of scientific direction. As Braverman says, “ the rule of scientific direction is non a failed system, but a set of steering rules which continue to inform and act upon the function and map of modern direction ” .

Some of the methods he advocates, such as division of labor, scientific choice and preparation, have become the characteristics of modern society. More chiefly, as efficiency is one of the digesting demands of all organisations, his preoccupation with the efficient usage of resources therefore becomes the drive force behind the development of subsequent direction theories ( ) and the root of direction pattern. Due to its extended and deep influence, it is institutionalized non merely in modern-day corporation, but besides ideologically embraced in other establishments, patterning the modern universe with the character of “ efficiency, calculability, predictability and control through engineering ” . ( Ritzer ) However, its built-in drawbacks of inflexibleness, dehumanisation require alteration in current state of affairs. Therefore, it can be argued that direction of modern-day organisation is based on a alteration of Taylorism and a combination with more sophisticated direction theories.


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