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Critically assess the impact of Taylor and Ford on organizations today - Essay Example

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Critically Assess the Impact of Taylor and Ford on Organizations Today Name Professor Course Date Introduction Darity, (223, 2008) asserts that, the management of recent times still gives respect to Taylor for his classical in comparison to the recent modified implications of efficiency search methods…
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Critically assess the impact of Taylor and Ford on organizations today
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Download file to see previous pages Today every organization works towards task maximization. The theory behind Taylor’s works grew to maturity from his times although the notion is sometimes misused. Impact of Taylor and Ford in My View Concerning Their Legacy According to Kolb (107, 2008), Taylor observed that the level of motivation between workers differs from one worker to the next, the only difference that comes in, presents itself in unmotivated cases. He experimented and found out, that when workers carryout recurring tasks they tend to work slowly. Managers call it, malingering, tailor calls it, soldiering; while workers call it, avoiding over work from the managers. Workers demand payment according to the work they do to the organization, otherwise they all tend, even the most talented, perform the amount of work attended to by the slowest employees. This proves that workers appear concern with their interest and demand recognition of work performed from their employers. An employee will never give the job their best shot if they feel; that the benefits appear way below their efforts. Taylor feeling about work practice in various work environments shows that; the designs make the practice unproductive in its deliveries (Kolb, 107, 2008). Taylor felt that more is yet to unveil to improve on task performance. Time and movement studies, coupled with rational analysis, will prove him right in the future. Taylor significantly noted that employees output linked to the rate of compensation boosts the morale of employees. This way employee maximizes on production levels. Taylor’s compensation plans involved piece rates. Taylor disputes the notion that appeared and is still common concerning, that craft men belong to the craft world and can only carryout craft duties (Darity, 213, 2008). According to Price (244, 2007), Taylors studied the different types of manual labor, in times where the technology today had not developed. He realized that workers working in areas such as material handling tool, shoveling applied in off loading of railroad cars, lifting and moving involving iron pigs at the steel mill, the physical supervision of bearing balls amongst other; appeared as overwork for employees involved. He noted several practices that appeared unreasonable to the employers. He proposed that employees require breaks in between their jobs; this helps employees regain their lost energies, both physically and mentally. Employee’s tuition on taking increased levels of breaks absurdly raised the production level. The impact has both effects, but to a significant effect is the positive effect Dobbin, & Boychuk (344, 2009) asserts that; employees welfare had to be undertaken, hence the need for administration. The main challenge that administration faces most of the time involves getting the right person for the job. There exists various personalities in the society, those that can handle unprofessional jobs and maintain their comfort, referred to as stupid lot, and those that cannot stand such jobs without noticing that the job is unchallenging and monotonous, the intelligent lot. This proves that individuals performing pig iron is not witty enough to realize the exact science involved in the level of work he/ she performs. The link to mechanization, automation and off shoring Scientific management developed in times when mechanization and automation were seen as embryonic. The ideas behind the above notion appeared that; the dreams and ...Download file to see next pagesRead More
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