Scientific Management

F.W. Taylor’s – Scientific Management Theory

The Scientific management theory/approach is one of the most important theories of traditional public administration formulated by Frederick Winslow Taylor who was an engineer by profession and always viewed each and everything and its aspects scientifically since he was in the production field, he was to be concerned with increasing efficiency of workers to increase production within the least possible time with the least possible resources. Thus, ruling out wastage to the maximum and increasing profits to the hilt.

Taylor is regarded as the father of the scientific management approach. The Scientific management approach in its literal sense means a scientific way of managing an organization. His theory helped pave the way for many modern management approaches and techniques, some opposed him whereas some supported him but there is no denying that his theory was the one that started their very existence.

He was employed at a time when the Industrial Revolution was at its peak and matured (the 19th century) and industries were trying to find a solution to the complex problems of organizations due to the same. The Industrial Revolution no doubt brought along with it enormous capital but also there was an ever-increasing demand for goods and production had to be speeded up to meet the demands around the world. Taylor advocated the scientific approach towards industrial work, processes as well as management to increase industrial efficiency and economy as well as profit. To solve all those problems since the traditional conditions and work methods, as well as tools and non-standardized procedures in existing factories, were pitiful. Workers used their own methods of working and thus there was an inconsistent performance. 

All this led Taylor who worked his way from the bottom to the top management and knew the nitty-gritty of the job to suggest scientific management as the best solution. Scientific Management as a term was coined by Louis D. Brandies in 1910 and subsequently used by Taylor in his book “Principles and Methods of Scientific management”. Though Taylor had written his theory much before the essay by Woodrow Wilson, he got the fame after the publication of the essay and the mass interest that was generated along the lines of having a separate administration from politics and developing it as a true science.

Throughout his life career, Taylor had observed that there was excessive inefficiency in the management and functioning of industrial enterprises. In fact, the primary blame for the inefficient functioning of industrial enterprises was put by Taylor on management; for it was management who did not know what constituted a fair day’s task and also the ‘best way’ of doing the same. Therefore, he came out with his new concept of management, called scientific management.

Taylor defined Scientific Management:

F W. Taylor defined scientific management as “Scientific Management consists in knowing what you (i.e. management) want men to do exactly; and seeing to it that they do it in the best and the cheapest manner.”

Principles of Scientific Management

The fundamental principles, that would support the concept and practice of scientific management, are the following:  

Following is a brief comment on each of the above principles of scientific management.

1. Science, not the rule of thumb: The basic principle of scientific management is the adoption of a scientific approach to managerial decision-making; and a complete discard of all unscientific approaches, hitherto practiced by management.

2. Harmony, not discord: Harmony refers to the unity of action, while discord refers to differences in approach.

3. Co-operation, not individualism: Co-operation refers to working on the part of people, towards the attainment of group objectives; while regarding their individual objectives as subordinate to the general interest.

4. Maximum production, in place of restricted production: In Taylor’s view the most dangerous evil of the industrial system was a deliberate restriction of output. As a means of promoting the prosperity of workers, management and society, this principle of scientific management emphasizes maximising production and not deliberately restricting it.

5. The development of each person to the greatest of his capabilities: Management must endeavour to develop people to the greatest of their capabilities to ensure maximum prosperity for both employees and employers.

6. A more equal division of responsibility between management and workers: The principle of scientific management recommends a separation of planning from execution. According to this principle, management must be concerned with the planning of work and workers with the execution of plans.

7. Mental revolution on the part of management and workers: According to Taylor, scientific management, in its essence, involves a complete mental revolution on the part of both sides of the industry viz. workers and management (representing employers).

In fact, this principle of scientific management is the most fundamental one in ensuring the success of it. It is like the foundation on which the building of scientific management must be erected.

CRITICISM OF SCIENTIFIC MANAGEMENT THEORY

Although it is appreciated in the organizational process, it has not been spared severe criticism. The criticism of scientific management theory by Taylor is divided into two categories. Such as:

Workers’ Viewpoint

1. To increase productivity, replace the machine instead of the man. Therefore, it may be an unemployment tool.

2. Exploitation thinking arises in workers. So, they are not engaged in creative work.

3. These principles enforce overspeeding in the work. So, these have an adverse effect on the health of employees.

4. Due to extreme specialization, the employees are not capable of taking a drive on their own. Their position decreases mere cogs in the wheel. As a result, jobs become dull. Employees are disappointed in working.

5. Workers feel that these principles make too weak of Trade Union. So, workers don’t attract these principles.

Employers’ Viewpoint

1. It is an expensive system.

2. Here enforces the work, study, standardization, and specialization. As a result, it is a time-consuming process.

3. This procedure is one kind of deterioration of quality.

Taylorism is a production-focused approach. There is no emphasis on the emotions of the workers. Workers are means of production, who have no feelings. Later management theories would slowly take the emotions of the workers into consideration.

Compare and Contrast Classical Approach and Scientific Management Approach

Scientific management theory, also called classical management theory, entered the mainstream in the early 1900s with an emphasis on increasing worker productivity. It was developed by Frederick Taylor, the classical theory of management advocated a scientific study of tasks and the workers responsible for them. Scientific management theory aims to provide workers with the tools necessary for maximizing their efficiency and output. The theory requires managers to observe employees thoroughly as they complete tasks to determine where problems arise and how time is lost. With their new knowledge, managers can break down projects into a series of assignments. From there, they can appoint the person who is the best fit for each task based on their individual skills. The scientific theory of management is considered better suited to businesses based on repetitive tasks, such as a factory.

On the other hand, the classical management theory has been criticized for creating an “assembly line” atmosphere, where employees do only menial jobs as quickly and effectively as possible. Its focus on productivity can push aside the needs and well-being of the workers completing the tasks. For this reason, it has fallen out of Favor among many companies and schools of thought, but there may be elements of it that you will still find helpful. 

Classical and scientific management theory is based on four main principles:

1. Company leadership should develop a standard method for doing each job using scientific management.

2. Workers should be selected for a job based on their skills and abilities.

3. Work should be planned to eliminate interruptions.

4. Wage incentives should be offered to encourage increased output.

The main principles can be applied to a variety of contemporary industries beyond production in a factory. They encourage managers to be observant and present in daily office activity, employees to excel in their roles, workplaces to be focused and organized and employees to be financially rewarded for the work they complete.