F.W.

Taylor was an American Mechanical

engineer who sought to improve industrial
efficiency. He was of one of the first
management consultants. Taylor was one
of the intellectual leaders of the efficiency
movement and his ideas, broadly
convinced, were highly influential in the
progressive era. He summed up his
techniques in his book THE PRINCIPLES
OF Scientific Management.
INFLUENCES OF F.W. Taylor
F.W. Taylor became a common laborer at the
Midvale Steel Company
While working there he introduced piece work in
the factory.
His goal was to find the most efficient way to
perform specific task.
Taylors real time analysis of daily output and
cost, a modern cost accounting system, reduced
yard workers rank from 500 to 140, doubled
stamping mill production, and lowered cost per
ton of materials handled from 8 cents to 4 cents.

He believed that incentive wages were no
solution unless they were combined with
efficient task that were carefully planned and
easily learned.
Taylor believed that the secret of productivity
was finding the right challenge for each
person, then paying him well for increased
output.
SCIENTIFIC PRINCIPLES OF
MANAGEMENT
Science, Not the rule of thumb
Harmony, not discord
Co-operation, not individualism
Development of workers to their greatest efficiency and
prosperity
(1).Science , not the rule of thumb
According to the principle Taylor Insists that each job
performed in the organisation should be based on scientific
enquiry and not on intuition, experience and hit and trial
methods. He says that there must be thinking before doing
which is not in case of thumb.

(2).Co-operation, not individualism
According to this principle work must be carried
on in co-operation with each other, with mutual
confidence and understanding for each other.
Workers and managers must work in co-operation.
Harmony , not discord
According to this principle those who work together in an
organisation must work in Harmony that is with mutual give and
take and proper understanding.


DEVELOPMENT OF WORKERS TO THEIR GREATEST
EFFICIENCY AND PROSPERITY
Industrial efficiency depends upon the efficiency of workers. Workers efficiency
depends upon proper training and their selection. Taylor insisted due care should be
taken while selecting the employees and after selecting they must be given job
according to their qualification.
Methods of Scientific Management
Functional Foremanship
Time Study
Method Study
Motion Study
Fatigue Study
Differential Piece Wage System
Mental Revolution

The Factory Manager had two subordinates namely:
The Planning In-Charge
The Production In-charge

The Planning In-charge had four subordinates namely:
Instruction Card Clerk
Route Clerk
Time and Cost Clerk
Disciplinarian
The Production In-charge had four Subordinates namely:
Repair Boss
Inspector
Gang Boss
Speed Boss

Looking at the Economy today, it consists of various sectors. This was a very important contribution to the field of management but has a
loophole in its application which is, it cannot be used in the Service Sector Industry but only in the Manufacturing Industries. Also the
principle of Functional Foremanship violates Henry Fayols Principle of Unity in Command i.e One Superior, One Order.

Time Study This Study basically dealt with the Time
taken by each worker to produce a commodity or
measured time taken for production. Taylor argued
that the even the most mindless tasks could be
planned in such a way that it Improved the production
of the organization. This Study also concentrated on
discovering places where the usage of time can be
reduced to improve the production in the factory
Method Study: This study dealt with the methods used
by the Factory workers in the Production Process. He
felt that unifying the methods to those which are
efficient methods used by the workers on the factory
floors would dramatically increase the quantity of
production.
Motion Study: F.W Taylor believed that the motions of the
workers could be planned in such a way that it reduces
wastage of time and increases production on the factory floor.
This study concentrated on eliminating any activity which was
considered useless and grouped the machinery in such a
manner that the product-in-making could move in the fastest
manner after every stage of production.
Fatigue Study: This Study dealt with finding out the optimum working hours
an employee can put in and to ensure the employee isnt too fatigued. This study
discovered that providing short frequent breaks at regular intervals boosted
employee morale and ensured that the production capacity never slowed down
thus improving Production.
. Differential Piece Wage System: This system dealt with remuneration
or wages depending upon the quantity produced but not the time put in at
the factory. This method proved to increase the motivation of employees to
increase quantity of production, Thus benefiting the production of the
Organisation.

Management theorist Henry Mintzberg is highly critical of Taylors
methods. Mintzberg states that an obsession with efficiency allows
measureable benefits to overshadow less quantifiable social
benefits completely, and social values get left behind.
Harry Braverman's work, Labor and Monopoly Capital: The Degradation
of Work in the Twentieth Century, published in 1974 was critical of
scientific management. This work pioneered the field of Labor
Process Theory.
Taylor's methods have also been challenged by socialist
intellectuals. The argument put forward relates to progressive
defanging of workers in the workplace and the subsequent
degradation of work as management, powered by capital, uses
Taylor's methods to render work repeatable, precise yet monotonous
and skill-reducing. James W. Rinehart argued that Taylor's methods
of transferring control over production from workers to management,
and the division of labor into simple tasks, intensified the
alienation of workers that had begun with the factory system of
production around 1870-1890.
Exploitation of Workers
Taylor's Scientific Management put unnecessary pressures on the employees to perform
the work faster. Importance was given to productivity and profitability. This resulted in
exploitation of the employees. Therefore, many employees joined trade unions. This
also resulted in mistrust between management and employees.
Problem of Unity of Command
Taylor used functional foremanship. So, the workers have to report to eight bosses. This breaks
the principle of Unity of Command, where the worker has to meet only one boss. Lack of unity
of command can create confusion and chaos in the organisation.
Me c h a n i c a l A p p r o a c h

Taylor's approach was a mechanical approach. He gave too much importance
to efficiency. He did not consider the human element. Taylor considered
workers as robots, which could speed up the work at any cost.

P r o b l e m o f S e p a r a t i o n o f P l a n n i n g f r o m Do i n g

Taylor said to separate planning from doing. In reality, we cannot separate
planning from doing. The planners should also be engaged in doing, then only
they will be able to make realistic plans for the organisation.

I n d i v i d u a l i s t i c A p p r o a c h

Taylor's scientific management gives too much importance to individual
performance and not to group performance. However, the success of an
organisation depends not only on individual performance of workers, but also
on group performance of workers.

Wr o n g A s s u mp t i o n s

Taylor assumed that workers are motivated only by financial gains. However, in
reality, workers are motivated not financial incentives but also by social needs
and personal egos.

Workers Viewpoint
Unemployment - Workers feel that management reduces
employment opportunities from them through replacement of men
by machines and by increasing human productivity less workers are
needed to do work leading to chucking out from their jobs.
Exploitation - Workers feel they are exploited as they are not given
due share in increasing profits which is due to their increased
productivity. Wages do not rise in proportion as rise in production.
Wage payment creates uncertainty & insecurity (beyond a standard
output, there is no increase in wage rate).
Monotony - Due to excessive specialization the workers are not
able to take initiative on their own. Their status is reduced to being
mere cogs in wheel. Jobs become dull. Workers loose interest in
jobs and derive little pleasure from work.
Weakening of Trade Union - To everything is fixed & predetermined
by management. So it leaves no room for trade unions to bargain as
everything is standardized, standard output, standard working
conditions, standard time etc. This further weakens trade unions,
creates a rift between efficient & in efficient workers according to
their wages.

Employers Viewpoint
Expensive - Scientific management is a costly
system and a huge investment is required in
establishment of planning dept.,
standardization, work study, training of
workers. It may be beyond reach of small
firms. Heavy food investment leads to
increase in overhead costs.
Time Consuming - Scientific management
requires mental revision and complete
reorganizing of organization. A lot of time is
required for work, study, standardization &
specialization. During this overhauling of
organization, the work suffers.

With the help of this project we
learnt about the great
contributions of F.W. Taylor to the
world of management. We learned
about his principles , methods and
his life history and how inspite of
various criticisms his principles
stand tall and undefeated.
REFERENCES
WIKIPEDIA
BUSINESS STUDIES- POONAM GANDHI

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