Download file to see previous pages...
of the human resource, it is rather beneficial to create a working system that is well optimized in such a way that does not require much manpower from the people. From the episode of “The way we live” titled “All together”, the Tayloristic scientific management is better understood from two major perspectives.
The first of these is the effect or impact of organizational behavior on efficiency. This is because it is seen that the organizational behavior which was in place, and as translated by the organizational culture determined the processes that clients and employees had to go through to complete given work roles or responsibilities. In some cases, the organizational behavior itself was seen as a means by which the completion of work was optimized because it promoted group work, where all within the organization worked as a team and thus guaranteed better outcomes. The second looks at the issue of organizational structure and bureaucracy. From the episode, it is seen that the bureaucratic organizational structure generally limited speed with which resources and information flowed within the organization. This created much waste in the form of waiting and thus refused to optimize the work
...Download file to see next pagesRead More
Though some principles of job design that are required to make jobs more motivating while leading to high employee performance were recognised since the mid 1970’s, it can be noted that some companies continue to design the job along the Tayloristic principles. As such, this essay seeks to critically analyse the significance of job design and how it impacts on human resources in a particular organisation.
The main premises of the theory were formulated in the 1880s and 1890s by Frederick Winslow Taylor (Lewis, Goodman & Fandt 2000). In the current management literature, the best possible use of scientific management runs counter to the most recent, and better business model, such as human relation management; hence, scientific management has been largely criticised today.
The author states that scientific management is irrelevant in the current society because unlike in the past, workers are more intelligent today. This is because they know their values in the work places. Consequently, they consider any processes that seem to challenge their worth as self-depreciating.
During the contemporary period, it can be seen that the rise of precarity might transform labour and management practices give that it has a bearing on productivity as well as performance of the employees within a certain company. At the end, it can be seen that the overall performance of the companies will be negatively affected as a result of the emergence of precarity in different societies.
The management field is no exception and it has undergone many changes to stand at point where it stands today. The objective of this paper is to look into one particular process that was undertaken in the field of management and the benefits that were derived through it.
Prior to this concept, there was no such idea or approach which aimed at maximization of production. The concept also came into existence as a result of large scale exploitations suffered by the workers. Scientific management is nothing but a concept which has some pre-formulated and standard norms to improve productivity and work- place environment.
Thus, he envisioned the application of scientific method to the management of workers which can significantly improve productivity and eliminate inefficiencies in business organisations (Gariepy 1). He committed himself in the conduct of time management studies which resulted in his most famous work, The Principles of Scientific Management which was published in 1911 (Frederick Taylor 1).
These were the broad underlying principles upon which F W Taylor fashioned scientific management. This school of management thought followed experimentation and scientific rigor to demonstrate various findings. One of these, as will be tested below, adheres to the fact that through mediums like assembly line, it is possible for a group of people doing a few tasks, to out produce those doing all the tasks.
Frederick Taylor proposed the theory itself, thus it is also known as Taylorism. Taylor was an American mechanical engineer who sought to make productive contributions to industrial efficiency. His ideas would go on to make him a seminal figure in the Efficiency Movement and today he is regarded as one of the first management consultants.