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CRITICAL DISCUSSION OF APPLICATION OF TAYLOR’S PRINCIPLES
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Introduction
In the world of work, there have been efforts of seeking organization such that there can be a maximum production with high efficiency. Among the entities that influence the set up of work, the principles of Taylor have been on the front line. There has been much organization of work in agreement with Taylorian principles in a bid to gain maximally. On the same note, personnel departments and academics keep themselves busy with tasks such as training and adjustment of the workforce. In this paper, there is a critical discussion of how there has been the organization of work following the principles of Taylor. There are deliberations of the tasks with which personnel departments and the academics busy themselves. There is the analysis of how Taylorism dominates the production world.
The principles
There is much organization of work in line with the principles of Taylor. This statement may not make sense to a person who does not recognize Taylor himself. Taylor was a mechanical engineer in America. In the peak of his career, he sought to bring efficiency in the industrial world, (Kai-Ping, Jane, Sheng & Mei-Ju, 2013, 79). Taylor was among the earliest management consultants who worked hard to achieve sanity in the world of work.
Putting his efforts together, Taylor came up with a useful book which has been in use in the industrial world, famously known as the principles of scientific management.

It is those principles of scientific management which managers in workplaces have sought to align to, in a bid to ensure efficiency in the operations. The principles include finding the best way of doing a job and giving the task to the person who is best suited to accomplish it, (Ishii, 2013, 7315).There is also advocacy for the right kind of remuneration for the worthy work. There is an encouragement of cooperation among all workers as well as simplification of jobs, or division of labor.
Even with the much adoption of the principles of Taylor at the workplace, there is a continued engagement of the personnel departments and academics with other aspects of driving organizations to the future. There is involvement in selection. This aspect denotes the situation whereby, there is seeking out of the candidates for filling in the various positions in a firm. In agreement with the principles of Taylor, there is every effort to ensure that there is the selection of the best people for the jobs. This aspect gets achievement through the short listing of candidates who seem to be much promising for the position, and after that, conducting interviews to ensure selecting the best person for the task.
Personnel department and academics also dwell on the part of training. Gone are days when firms would not engage themselves in the training of their workers. There has been a realization that; when a company trains their staff, there are high possibilities of getting improved output, (Chung, 2013, 48).The training, following the principles of Taylor, aligns with learning the best method of accomplishing a task. There is also engagement in the manipulation of the workers. This aspect denotes the efforts of ensuring that the employees get the right incentives capable of making them strive to achieve the stipulated goals. Much of the manipulation aligns to the remuneration of the employees whereby; there is the proper payment per the measure of the work that a person does, in both quality and quantity, (Wren, 2011, 16). In line with the principle of Taylor concerning creating the right relationships in a firm, there is an engagement of the personnel departments in pacification. This element denotes the efforts of the management in ensuring that there is the existence of peace in the workplace. The department of staff and academics also engage in the adjustment of human resources such that there is suitability to the processes of business.
Refutation
There has been much criticism of the application of the principles of Taylor in the workplace. Much of the criticism emanate from the consideration of the implementation of the policies could at times yield negative results. Following such kinds of realizations, there has been avoidance of the principles in some of the firms, even those of high magnitude. Giving much attention to efficiency offers the measurable benefits an overshadowing feature over the aspects that are not highly quantifiable. Such entities include the social benefits which, despite their low likelihood of quantification, are essential for the success of a firm. When there are many deliberations on the efficiency of the operations, the social benefits get to be left behind, and this issue affects the company in a negative note, (Greig, Dewhurst & Horner, 2015, 127).
There is also a negative connotation over the principles of Taylor and their application regarding the aspect of the right way of doing things. When there is alignment towards finding the exact right way of doing things, there is bound to be setbacks because; there is the omission of the realization that decision making ought to be through all the levels of the organization. When there is interest in perfecting efficiency, there are likelihoods of overlooking the low levels of workers in the firm; whom, when one observes clearly realizes that they hold the key to making the right kind of decisions when there is engagement in consulting them.
The world of production
The statement that Taylorism dominates the production world holds water to some great extends. In the manufacture aligning to different sectors, there is the employment of the principles of Taylor in a bid to ensure efficiency. Much of the application of the principles of Taylor is through the usage of the principles of the management of production. The five principles of management as outlined by Taylor touch on the efficient methods of production, (Blake & Moseley, 2010, 31). In production, there is the realization of the importance of getting the right people for doing each job following the principles of Taylor. This aspect has got much support from the fact that there has been a broadening of education in many countries such that; there is no much limitation to personnel as there used to be in the early times. For example, there has been the production of many qualified engineers who are capable of handling complex production in industries in many countries. Such moves have gone a long way in making it easy for enterprises to fetch from the market, the right kind of workers for their industries.
In the world of production, there have also been efforts in ensuring that there is an integration of the employees such that there comes to be harmony in the work environment, (Giannantonio & Hurley-Hanson, 2011, 9). The peace gets power through consultation and engagement of the workers in the jobs that they are comfortable doing through the division of labor. All these deliberations are in agreement with the principles of Taylor.
However, there is the realization of some reservations to some extents in the production whereby; there is a deviation from the principles of Taylor. At times, there have been efforts of ensuring the preservation of social values even at the risk of the efficiency in production, (Ahmad, 2012, 11). Many of such efforts align to ethical considerations whereby; there is a deviation from the exclusively profitable undertakings in a bid to ensure integration of morals and social aspects.
There is the realization that practitioners of human relations and industrial psychology act as the maintenance crew for the machinery that is human. This statement regards the efforts of the human relations officers in ensuring that there is the right direction of the human resources in production. The direction is in agreement with the psychological aspects such as the power of motivation in ensuring that there is maximum performance. However, there have been cases of deviation due to criticism of the perspectives associated with Taylor. These situations have arisen where there has been recognition of little or no need for close supervision of workers in production due to intrinsic motivation and job satisfaction, which are adequate to drive employees in the right mode of production.
Conclusion
In the world of work, there has been a broad adoption of the principles of Taylor in a bid to achieve efficiency. These efforts have been in conjunction with the personnel departments as well as the academics which auger well with the principles. There have, as well, been deviations from the policies following critiques that the aspects may lead an organization in the wrong direction especially regarding social and ethical matters. For an organization to achieve success, it is essential that there is the right measure of the extent of the application of the principles of Taylor.
References
Ahmad, B 2012, ‘Management: Evolution and Application in Our Environment’, Journal Of Managerial Sciences, 6, 1, pp. 1-22, Business Source Complete, EBSCOhost, viewed 26 November 2016.
Blake, A, & Moseley, J 2010, ‘One hundred years after The Principles of Scientific Management: Frederick Taylor’s life and impact on the field of human performance technology’, Performance Improvement, 49, 4, pp. 27-34, Business Source Complete, EBSCOhost, viewed 26 November 2016.
Chung, CH 2013, ‘The Road Not Taken: Putting “Management” Back to Taylor’s Scientific Management’, Journal Of Multidisciplinary Research (1947-2900), 5, 1, pp. 45-56, Academic Search Premier, EBSCOhost, viewed 26 November 2016.
Giannantonio, C, & Hurley-Hanson, A 2011, ‘Frederick Winslow Taylor: Reflections on the Relevance of The Principles of Scientific Management 100 Years Later’, Journal Of Business & Management, 17, 1, pp. 7-10, Business Source Complete, EBSCOhost, viewed 26 November 2016.
Greig, A, Dewhurst, J, & Horner, M 2015, ‘An Application of Taylor’s Power Law to Measure Overdispersion of the Unemployed in English Labor Markets’, Geographical Analysis, 47, 2, pp. 121-133, Academic Search Premier, EBSCOhost, viewed 26 November 2016.
Ishii, K 2013, ‘A production research to create new value of business output’, International Journal Of Production Research, 51, 23/24, pp. 7313-7328, Business Source Complete, EBSCOhost, viewed 26 November 2016.
Kai-Ping, H, Jane, T, Sheng Chung, L, & Mei-Ju, C 2013, ‘A REVIEW AND CRITICAL ANALYSIS OF THE PRINCIPLES OF SCIENTIFIC MANAGEMENT’, International Journal Of Organizational Innovation, 5, 4, pp. 78-85, Business Source Complete, EBSCOhost, viewed 26 November 2016.
Wren, DA 2011, ‘The Centennial of Frederick W. Taylor’s The Principles of Scientific Management: A Retrospective Commentary’, Journal Of Business & Management, 17, 1, pp. 11-22, Business Source Complete, EBSCOhost, viewed 26 November 2016.