Management Studies

THEORY OF SCIENTIFIC MANAGEMENT AND THE MODERN ORGANIZATION
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THEORY OF SCIENTIFIC MANAGEMENT AND THE MODERN ORGANIZATION
Scientific management, as proposed by Frederick Taylor, refers to the analysis of workflow in an attempt to improve labor and productivity efficiency. It is important to ensure that employees employ workable techniques so as to accrue substantial profits. In developing scientific management, Taylor changed some existent practices in the industries. There was also an integration of diversity where unskilled labor was prevalent in various organizations. Taylor ensured that employees delivered higher outputs within a short duration of time. Amidst its weaknesses, scientific management delineates strengths that perpetuate its significance in modern organizational design.
Before exploring scientific management as an essential theory in organizations, it is important to understand its scope and tenets. It exhibits both advantages and drawbacks which should be embraced by managerial staff to ensure efficiency in their businesses. According to Khurana (2009) p.3, the varied dysfunctional ties in the workplace may be rectified by employing Taylor’s concept of scientific management. In addition to improving productivity, this theory delves into the structures, systems and policies of a given organization (Khurana, 2009, p.3-4). Employing scientific management, as detailed by Peter Drucker, a Management Professor, there are possibilities of a business achieving its goals through lower costs of products.

When such policies are implemented, there is an increase in demand due to the affordability of these goods and services. The theory of scientific management ensures that businesses serve consumers from different socio-economic classes. Consequently, organizations accrue larger profits as a result of disseminating products to the public.
Moreover, the theory of scientific management reiterates the essentiality of allocating duties to individuals based on their strengths. When employees are assigned tasks along with their lines of proficiency, they execute better results. An incorporation of passion is important as it motivates these laborers and increases their work productivity. Digger deeper into Taylor’s scientific management, it is essential to observe the theory’s role in the Ford Motor Company case study. The automobile company utilized the principles of scientific management to achieve their goals. Henry Ford succeeded in enlightening the public through Taylor’s prominent theory. The company was determined to acquire maximum productivity hence; Henry Ford acquainted himself with Frederick Taylor. The latter supervised Ford Company for a specified period and altered some of its policies, thereby, assisting the company to increase their profits. Henry Ford’s primary focus was on employee productivity and the role of scientific management in ensuring the same. As discussed in management studies, Taylor’s theory ensured that operational changes in organizations increased their overall output and productivity to the public.
Quite fortunately, scientific management exhibits positive impacts apropos of employee compensation. The organizational design also encompasses the employees of business because of their essentiality in handling requisite tasks and responsibilities. The theory proposed by Taylor encourages implementation of both job and financial security. Adherence to job descriptions by employers is mandatory to ensure that employees remain encouraged. The managerial staff often offers allegiance to subordinate members through monetary compensation, promotions and rewards, among others. Scientific management reiterates the importance of catering to employees; as a way of enhancing efficiency in an organization. Such policies also result in equity among different individuals in the hierarchy of production. While some managers earn ridiculous amounts of money and offer their employees meager salaries, scientific management ensures financial justice in various organizations. Proper compensation also hinders the prevalence of disputes within businesses, thereby, leading to more productivity. Indistinguishably, this system of justice is also extended toward producers, suppliers and consumers, as prior detailed. The structure and design of an organization are crucial in either its progress or deterioration.

There is the necessity of teamwork in impacting modern organizational design. Scientific management, as a theory in management studies, emphasizes the necessity of a solid relationship between employers and employees. When they cooperate and work together, there are higher chances of prosperity in comparison to other competitive organizations. Striving to deposition one another in business often leads to failure. Despite the salient hierarchical differences between managers and employees, it is important for them to execute various tasks in unison. Each group possesses business knowledge and information requisite for improving the organization’s performance. Boddy details the necessity of team work in leading business as it creates room for innovation augured from sharing different ideas within the company. Success is doubled when employers and employees develop a culture of communication in managing their organization. Modern organizational design is dependent on cooperation and team work accentuated by Frederick Taylor’s theory of scientific management.
Notwithstanding, scientific management, in influencing modern design organization also displays its weaknesses. The issue of monetary compensation is also notable from a negative perspective apropos of Taylor’s theory. While scientific management strived to create equity between employers and employees, there are cases of dehumanization of workers based on the theory. The idea of acquiring mass produce often affects other laborers due to the existence of poor working environments. They are treated like machines and expected to execute certain amounts of inputs within a specified amount of time. It is unfortunate that scientific management increases productivity at the expense of workers and their livelihoods. Irrespective of these notable weaknesses, the theory remains significant in modern organizational design. Unfortunately, also, division of labor accentuates chances of monotony when employees are subjected to daily routines (Hales, 2000, p.51). It is impossible to eradicate scientific management due to its positive contributions that counteract the negative ones.
Despite the efficiency accrued from scientific management, Taylor’s theory does not embrace diversity. It delves into a singular way of improving organizational design, thereby, ignoring other possible ideas (Hales, 2000, p.51). Subjecting an employee to specialization often hinders their ability to explore distinct talents, skills and capabilities. In fact, David Boddy reiterates the essentiality of creativity and innovation in achieving positive change in different organizations. It is, therefore, safe to infer that Taylor’s theory hinders progress of certain employees in the business world. Such directives interfere with an individual’s motivation because they execute tasks in standard and planned ways. They are representative of machines as it is the employee’s duty to carry out duties as per each instruction. Failure to adhere to these superiors may lead to challenges in their job and employment security. When workers lead their corporate lives in such ways, they are driven by fear rather than passion. The idea of standardizing workers also delineates weakness in Taylor’s theory. Unlike machines, humans are not creatures that subject themselves to standards. Such policies often lead to revolutions as a form of rebellion from these workers. Individuals are unable to maintain a specific style of executing tasks for a long period of time. It is, for this reason that standardization of human labor leads to derogatory results. Frederick Taylor’s theory of scientific management improves modern organization design while affecting the laborers negatively.
Through Boddy (2014) p. 392, individuals realize the importance of change in an organization. Through these alterations, there is an automatic difference in the organizational design. For instance; the salient success in Pearson‘s organizational change directly reflected the company’s new design. In addition to new policies and directives, the organization introduced technological advancements into the business. The increase in demand, therefore, placed Pearson at the top of education publishing companies in the world of business. As observed in scientific management, Boddy (2014) also examines the importance of leadership in achieving requisite modern organizational design (Boddy, 2014, p.431). Leaders are influential figures that drive the employees and organizations, as a whole. It is their duty to train workers, as depicted in scientific management and instigate collaboration between these parties. Both Boddy and Taylor, through the principles of scientific management, enlighten individuals on the necessity of change in achieving proper organizational design.
In the midst of strengths, Taylor’s theory of scientific management depicts numerous weaknesses. Their prevalence increases the efforts of Taylor’s principles to alleviate in modern organizational design. Even if most of these drawbacks infringe the rights and freedoms of employees, they are relevant in showcasing the impact of scientific management in designing and structuring organizations. It is important for employers to utilize Taylor’s theory carefully so as to cultivate an appreciative and motivated group of workers. When these laborers are treated inferiorly, they become discouraged, thereby, producing minimal results in the organization. The Ford Automobile Company was selective in employing tenets of scientific management thus; it acquired formidable business success by meeting its goals and ambition. References
Boddy, D. (2014). Management: an introduction, Sixth Edition. Pearson Education Limited.
Hales, C. (2000). Managing through organisation: the management process, forms of organisation and the work of managers. London [u.a.], Business Press Thomas Learning.
Khurana, A. (2009). Scientific management: a management idea to reach a mass audience. New Delhi, Global India Pub.