Frederick Taylor's Scientific Management

Overview

• Frederick Taylor developed the Scientific Management School of Thought.
• Focuses on maximizing productivity through structured management practices.
• Based on a Theory X management style, viewing workers as inherently lazy and needing coercion.

Historical Context

• Early 1900s work environment was disorganized:
  • Informal recruitment, often through existing workers' networks.
  • Lack of formal training and tools provided by employers.
  • Workers decided their own methods for completing tasks.

Key Principles of Scientific Management

Division of Labour

• Breaks down production into smaller, specialized tasks.
• Advocates for matching employees to specific tasks based on skills and physical abilities.

Time and Motion Studies

• Observed workers to identify the most efficient methods.
• Trained all workers to follow the identified "one best way" of doing a task.

Monetary Incentives

• Introduced ambitious output and productivity targets.
• Basic pay provided if targets were not met.
• Piece rate pay system: generous bonuses for exceeding targets.

Benefits of Taylorism

• Increased productivity allowed for smaller labor force.
• Reduced labor costs and unit costs, making organizations more efficient.

Drawbacks and Criticisms

• Simultaneous job cuts led to fear and demotivation among remaining workers.
• Constantly increasing productivity targets could be seen as unfair.
• Industrial unrest and increased trade union membership.

Legacy

• Despite issues, principles like division of labour and piece rate pay are still used today.
• Techniques applicable to manufacturing and service sectors.

Key Takeaway

• Main Principle: Financial rewards are the primary motivator for increasing productivity.

Future Considerations

• Other motivational theories emerged as alternatives due to limitations of Taylorism.

Suggested Further Study:

• Explore other motivational theories such as Mayo, Maslow, and Herzberg.