Frederick Winslow Taylor Case Study

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Frederick Winslow Taylor considered the founding father of the science of business management. He surmised that management is a science, knowledge calculated by experts who have no opinions, but instead use neutral, objective, and universal standards to obtain information. He analyzed the job using scientific management, he found the best method to perform said job. Scientific Management goal is to increase productivity by increasing efficiency and wages of employees. This is done by creating time and motion studies to establish performance standard measures. These performance standards encompassed the use of time, cost, and quality of work, leading to uniformity of work. This resulted in the efficiency of the workers being compared with each other.
Next the selection of employees by using the Scientific Selection Procedures is used. It provides Scientific Training and Development to the employees. This consists of having a co-operation between management and employees (mental revolution), using a fix Performance Standards for each job, and having Differential Piece-Rate System for wages. The Differential Piece-Rate System goal was to improve the inefficient worker in order to increase pay, and to maintain or improve the efficient employees’ production capacity.
Then, Taylor theory established the functional foremanship which consists of two groups of supervisors (Akrani):
• At the Planning Level or Office Level (4 supervisors) o Time and Cost Clerk - prepares the standard time for completing the work and cost of doing that work, o Route Clerk - determines the way each product has to travel from a raw-material to a finished product, o Discipline Clerk - discipline and absenteeism problems in the organization, o Instruction C...

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...ing robotic functions and dealing with unrealistic productivity expectations. Based on these theories I must support Mayo’s theory because he considers the morality of employees. After all, how much of an employee’s sense of identity and well-being does a business have a right to control for its purposes? One of the reasons employees are so stressed is that they react according to their emotions and culture. He created a transparent view to address this issue, noting that employee need to be treated with respect and needs met by management for mutual benefit. Plus, provided concrete evidence to support Follet's theory that: the lack of attention to human relationships was the major flaw in most management theories (Rieger, 1995, p 1). I also believe Mayo theories will continue to be redesigned because it deals with and values the human relation aspect in business.

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