Taylor's Scientific Administration Theory - Essay Example

Scientific Management theory Place Introduction Management is one of the most important processes of the organizations that ensures accomplishment of aims and objectives, coordinates individual efforts for the good of certain organization and assists in forming economic, environmental and social contribution (Olum, 2004). The desired influence is achieved by considerable planning, organizing, staffing, leading and controlling of every process and functions of organization that coordinate the managership to achieve goals of the organization. The term of scientific management refers to the statements of Frederick Taylor, who started the era of the modern management and declined the inefficient actions of organizations for not advocating the systematic training of employees in the one best suited practice (Clem & Mujtaba, n.d.). Olum (2004) states that despite the consideration about the scientific management to be a new way in organizing labor and measuring productivity in the modern workplace, many critics pointed out on Taylor’s theories to dehumanize workers. With the presence of numerous theories supporting and declining Frederick Taylor’s scientific management theory, the following paper will critically assess how scientific management theory influenced the contemporary management practice. How Taylors Scientific Management theory influenced contemporary management practice? Taylor’s theory of scientific management is considered the most influential one in management and business history, according to the surveys conducted by scholars of the Academy of Management, the Business History Conference and the Management History Division (Giannantonio & Hurley-Hanson, 2011). Despite the ideas that Taylor theory has been changed through time, his work has inspired the study in other disciplines. Caldari (2007) speaks about the important role of scientific management in the early twentieth century factory system, because it produced the effectiveness mode that spread across Europe. Moreover, Caldari reports that Taylor saw that the main cause of organizational inefficiency was in the individual tasks performance. Hence, he offered the single way that best suited the execution of employees’ tasks. Khurana (2009) described the general approach to Taylor’s system, which was in developing a standard method for performing each job, selection of workers with the appropriate abilities and skills. Moreover, the workers should be trained in the standard method previously developed and they should also be supported by planning their worl and reducing of interruptions into the working process. The new system offered the production of higher wages, higher profits and the increase of harmony between employers and staff. However, the scientific management theory also met fierce opponents (Caldari, 2007). Thus, the first effective theoretical criticism to Taylor’s model was seen through works of Simon, who called the Taylorist model a “theory of intentional and bounded rationality” (Fiori, 2005). Moreover, in the decision-making process Simon considered managers could face uncertainty regarding future and costs spent. Such factors limited way managers made rational decision, hence, they had “bounded rationality” and should make decisions by “satisfying” (Fiori, 2005). The European criticism of scientific management refers to George Friedmann approaches of the problems that are posed by work and techniques and contributes to the development of a French School of Psycho-Sociology unequivocal ideological and ethical opposition to Taylorism (Falzon, 2015). It was aimed at the separating of the scientific value of the model. Despite the strong criticism in the middle of twentieth century, the concept of scientific management was dominated (Dean, n.d.). Moreover, Taylor’s mechanisms of management concepts benefited organization, society and each individual. Hence, that allowed improving the overall position of the organizations while the rule “get the situation right and the appropriate human behavior and organizational performance will follow” was fully utilized (Dean, n.d.). Such techniques that promoted the productivity and efficiency and focused on the procession improvement of tasks were proposed and Taylor recognized the benefit of such techniques for the organization. As it is stated in the Historical and Contemporary Theories of Management (n.d.), the intentions of Taylor’s concepts were aimed on increasing of productivity and output with certain financial gain that would benefit each employee and organization in general. Notwithstanding criticism of Taylor’s considerations, the human element was re-emphasized between the mechanisms and essence of management (Dean, n.d.). Here Taylor proposed to improve the organization’s processes by identifying methods that would utilize the skillful experts, which would be selected in order to improve best approaches. In the modern time, such approach is seen in the rationalization projects that improve customer services (Gilmore & Williams, 2012). Wood and Wood (2002) highlight the importance of Taylor’s principles that focus on the human element from the perspectives of workers. Here the main concern of Taylor was connected with the trend of industry to seek for perfect people that would be ready-made and could perform tasks without additional training and were at a high price. There is firm evidence that the theory of scientific management launched by Taylor has found its reflection on the modern management approaches. appear still to have relevance today. One of such consideration was supported by Mullins (2007), who states that the examples of Taylorism are alive and managed well in practices based on the philosophy of his ideas. These are the large hotel organisations that use of standard recipes and follow by the performance standard manuals. Wihin such institutions, it is common to have a prescribed layout for each room for housekeeping staff and if the training is needed, it is provided by the detailed procedures (Pieper, 1990). Another vivid example of how Taylor’s concept is utilized is strict routine, uniform and clearly specified tasks of all the employees of the fast-food restaurants such as McDonald’s. According to Mulins (2007), the developments of Taylor gave a major motivation for the development of management thinking and then the development of organisational behavior. In addition, the context and manner in which such principles are put into effect in the modern environment cannot be underestimated. The discoveries of Taylor helped to improve technical performance of a job, for instance, with factory assembly line production. Taking into account human behavior, it is also worth mentioning that people as in times of Taylor or in the present day tend to have their preferred way of working and they also want their working process to be diversified, hence, there is a different understanding of standard routines and the completion of tasks also depends to what extent management insists on doing the work certain way (Mulins, 2007). Grönroos (1993) explored the influence of Taylor’s theory on turning scientific management to service management. He stated that Taylor’s vision of management gave the mainstream of management principles of today, which are based on the view, appeared during the industrial revolution. While Taylor gave a lot of attention to the wellbeing of workforce, mass production and economies of scale were considered the basic parts of such management concept. In the times of Taylor opening, the educational level and standard of living of the workforce have called people to be much more sophisticated and demand more beings employees or consumers. Besides, the level of competition has also enhanced and its nature haschanged (Best, De Valence & Langston, 2007). Thus, certain companies firms achieved their competitive edge provided by the main products less effective. Besides, the rapid development of information technology has also made consumers and competitors to understand more of available options (Rohleder, 2010). In addition, the nature of the customer relationships and the production and delivery processes were perceived in a different way, which formed a way that traditional models of manufacturing were not ready to apply. This was the start of the future service management and Taylor’s theory was responsible for the further development of this sphere (Callender, 2008). The impact of Taylor’s methods is seen in the modern management approaches, such as assembly line, pay-related performance, financial incentives, bonuses and total quality management practices that are used by management. Thus, Bell and Martin (2012) state that in the contemporary working environment, most employees should understand what the training is about, because due to the absence of college or business degree where they have no notion about the theories of Taylor. Moreover, they are not aware that these are Taylor’s principles that underlie their work routines, and that these rules are called to improve the efficiency and profitability of the work done and can bring advantage to the organization (Bell & Martin, 2012). Thus, the impact of Taylor’s routines can be observed through fast food industry, however, due to the present managers’ inability to equate the importance of communicating, employees do not understand the importance of time and motion and their relation to the corporate profits (Miller, 2014). There is also a great contribution that Taylor made to the present management process. These initiatives are job analysis, selection and job design. Moreover, the motivation and performance appraisal as well as organizational change and development are among the useful tools that Taylor left after him. The scientific management has served to shape the behaviors, which are well-observed in the modern organizations (Nyland & Lee, n.d.). However, different improvements to its principles developed by Taylor have been made by numerous scholars. Taylor’s thinking can be considered to have met the positivist scientific canons. Thus, the recognition of trade unionism and cooperation between labor and management levels is the most appropriate union for the each organization. Nyland and Lee (n.d.) state that Taylor’s scientific management concept assumes “the values and limits of the machine metaphor”. In the current economic development along with the technological innovations, the principles of Taylor’s concept are improved by millions and both problems and solutions are found in light of shared ethics and available sciences. The core concept of Taylors scientific management is the mechanistic affair where workers function primarily as bodies with their objectives and motives. They perform certain repetitive and precisely engineered tasks (Derksen, n.d.). Taylor also emphasized that certain planning, scheduling, utilizing of tools and finished products should be around this mechanism. There should also be a proportional distribution of overhead expenses and processes and machines. There is a clear understanding why Taylors scientific management theory brought so much value to the management process of organization. Dongfeng (n.d.) speaks about the separated administrative staff starting from worker and ending the created a professional manager. Moreover, Taylor has divided management into several functions, which in the time of appearance met a lot of critical considerations, has ignored peoples initiative and function of democracy. However, to modern management theory, this approach is more useful and it is paid more attention. In the Taylor’s theory is even more efficient due to the management want to place human capital on the first place, be able to provide training for them and empower them with more availability that would bring advantage to the entire enterprise (Dongfeng, n.d.). Thus, the vivid example of the scientific management approach as a form of industrial engineering is seen on the work of Fords assembly line. In addition, the Australian Defence Force also uses the scientific approach to its management. Finally, the approach of routine is used during the marches that soldiers perform. They have ten minute breaks for every hour of marching and that scheme allows a much longer routine march. As workers are taught to have rest breaks during their task completion, it increases their productivity as well (Chirillo, n.d.). Conclusion The scientific management approach is the diverse in its perspectives regarding productivity of organizations, treatment of employees and achievement of organizational goals. Yet Taylor’s theory is concerned about how to achieve more efficiency and effectiveness, it also strives to maintain organizational goals. In the modern society, the scientific management theory is applied more commonly due to the different economic, political and technological changes that can influence the performance of organization. Managers and employees collaborate in accordance to Taylor’s scientific principles rather than working careless and without routines. Organizational activities are performed in accordance to the coordinated and consistent ways and their methods provide higher productivity. The defined activities lead to the carrying of each employee one’s role with the unique experience and scientific methods (Celik & Dogan, 2011). References Bell, R. and Martin, J., 2012. The Relevance of Scientific Management and Equity Theory in Everyday Managerial Communication Situations, Journal of Management Policy and Practice, Vol. 13(3) [Assessed on February 24, 2015]. Best, R., De Valence, G. and Langston, G., 2007. Workplace Strategies and Facilities Management, Routledge Caldari, K., 2007. Alfred Marshall’s critical analysis of scientific management, Euro. J. History of Economic Thought, 14:1 55 – 78, [pdf] Available at: [Assessed on February 24, 2015]. Callender, G., 2008. 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