SCIENTIFIC
MANAGEMENT
The concept of scientific management was introduced
by Frederick Winslow Taylor (1856-1915) in the beginning of 20th
century in USA. He was called the Father of Scientific Management.
Scientific Management was concern essentially with
improving the operational efficiency at the shop floor level.
According to F.W. Taylor,
“Scientific management was concerned with knowing exactly what you want
men to do and then see in that, they do it in the best and cheapest way”.
Taylor contribution was divided into two parts –
·
Elements and tools of
management
·
Principles of
management
1. Elements and tools of
management-
Taylor conducted various experiments to his
workplace to find out how human beings could be made more efficient by
standardizing the work and better method of doing the work. These experiments
provided the following features:-
1)
Separation
of planning and doing-
Taylor
emphasized the separation of planning aspects from actual doing of work. Before
taylor’s scientific management, a worker used to plan about how he had to work
and what instruments were necessary for that . The worker was put under the
supervision of a supervisor. Thus supervisor’s job was merely to see how the
workers were performing . This was creating a lot of problem and the Taylor
emphasize that planning should be left to the supervisor and the worker should
emphasize only operational work.
2)
Functional
foremanship-
separation
of planning and doing resulted into development of supervision system which
could take planning work adequately besides keeping supervision on workers.
For this purpose , Taylor evolved the concept of
functional foremanship based on specialization of functions.
In this system, 8 persons are involved to direct
activities of workers . Out of this 4 persons are concerned with planning and
remaining 4 with production in charge. All of them give directions to the
workers on different aspects of work. This is against the unity of command
principle.
3)
Job
analysis-
It
is undertaken to find out the one best way of doing the thing. The best way of
doing a job is one which requires the least movement and consequently less time
and cost.
It can be determined by taking up time, motion and
fatigue study.
·
TIME
STUDY – it involves the determination of
time, a movement to complete or the movement which takes minimum time to
complete the task is the best one.
·
MOTION
STUDY – it involves the study of movements in
parts which are involved in doing a job and thereby eliminating the wasteful
movements and performing only necessary movements.
·
FATIGUE
STUDY- this shows the amount and frequency of
rest required in completing the work. After a certain period of time, workers
feel fatigue and cannot work with full capacity. Therefore they require rest in
between the work after that they start working with full capacity.
Thus
job analysis, as given by Taylor suggest
that the fair amount of a days work requiring certain movements and rest
periods to complete it.
4) Standardization –
It
should be maintained in respect of instrument and tools, period of work, amount
of work, working conditions, cost of production, working hours, etc. These
things should be fixed in advance on the basis of job analysis and various
elements of cost that go in performing a work.
5) Scientific selection
and training of workers-
workers should be selected on scientific
basis taking into account, their education, work experience, aptitude, physical strength etc. A worker
should be given work for which he is physically or technically most similar.
Proper emphasis should be given on the training of the workers which make them
more efficient and effective.
6) Financial incentives-
financial
incentive can motivate workers to put in their maximum efforts. Its provision
exists to earn higher wages by putting in extra efforts. Workers will be
motivated to earn more. Taylor applied the concept of differential piece rate
system which was highly motivated. Taylor has suggested that, wages should be
based on individual performance and not on positions which one occupies .The
wage rate should be fixed on accurate knowledge and not on estimations.
7) Economy-
While
applying scientific methods , not only scientific and technical aspects should
be considered but adequate consideration should be given to economy and
profits. For this, technique of cost estimation and control should be adopted.
The economy and profits should be achieved by making the resources more
productive as well as by eliminating the wastage .
8) Mental revolution-
Scientific
management depends on the mutual corporation between the management and the
workers. For this there should be mental change in both the parties i.e. from conflict
to corporation.
2.
Principles
of Scientific management-
1) replacing
the rule of thumb with science
2) harmony
in group actions
3) cooperation
4) maximum
output
5) development
of workers
1)
Replacing
the rule of thumb with science-
It
involves the use of scientific method in place of rules of thumb. Rules of
thumb involves “trial and error method”, “hit and miss method” which is a
costly affair. Scientific method involves investigation of traditional work method
through work study and unifying the best practices and developing a standard
method which would be followed throughout the organization.
Scientific
method denotes precision in determining any aspect of work, whereas rule of
thumb emphasis estimation. For example- standardization in work, differential
piece rate system/payment.
2)
Harmony
in group actions-
Taylor has emphasized that attempt
should be made to obtain harmony in group actions rather than discord
(conflict). Both workers and management should realize that they require each
other. There should be mutual give and take situation and proper understanding
so that group as a whole contribute to the maximum.
3)
Cooperation-
Scientific
management involves achieving cooperation rather than chaotic individualism.
Scientific management is based on mutual confidence, cooperation and goodwill.
Cooperation between management and workers can be developed through mutual
understanding and exchange of thinking.
4)
Maximum
output-
Scientific
management involves continuous increase in productivity and production instead
of restrictive production either by management or by workers.
5)
Development
of workers-
It
requires scientific selection of workers and providing them training at the
workplace. Training should be provided to the workers to keep them fully fit
and competent according to the requirement new methods of working, which may be
different from the non-scientific method.
CRITICISM
\ CRITICAL ANALYSIS OF SCIENTIFIC MANAGEMENT
It creates awareness about increasing operational
efficiency at the shop floor level by systematic method as against the rule of
thumb.
However the principle of scientific management were
not concerned with the problems at the operative level and didn’t emphasize
management of an organization from the managers point of view. Therefore, it
was more relevant from engineering point of view rather than management point
of view.
Taylor’s scientific
management was opposed by industrialists and general public. The major reasons
were-
1. There
were many of the followers of the Taylor who took aggressive mechanical view of
production and side by human aspects at the workplace. This created aggressive
attitude among workers.
2. The
workers used to be performed under the closed and strict supervision based on
the authoritarian approach and the workers were not allowed to raise their
voice even for genuine grievances.
3. There
was lack of scientific standardization of work and whatever standards used to
be set by the management the workers has to strictly follow it.
4. Differential
piece rate system was the most crucial element. The workers even the same
efficient one and their union, opposed this system on the plea that it was a
new method of exploiting workers by the industrialists.
No comments:
Post a Comment