SCIENTIFIC MANAGEMENT

HOW TO IMPROVE PRODUCTION

HOW TO READ TAYLOR

TIME AND MOTION STUDIES

PIECE-RATE SYSTEM OF COMPENSATION
SYSTEMATIC SELECTION AND TRAINING
SM IS A PHILOSOPHY AND A SET
OF PRINCIPLES
SM RENDERS WORKERS CONTROLLABLE,
MANAGEABLE, REPLACEABLE

ORGANIZATIONAL STRUCTURE SM BUREAUCRATIZES THE STRUCTURE OF

WHY SCIENTIFIC MANAGEMENT
MANAGEMENT USES RULE OF THUMB
WORKERS ABUSE MANAGEMENT TRUST
CONTROL, BIT DOES NOT DO THE SAME TO
THE EMPLOYMENT RELATIONSHIP
SM RECOGNIZES THE IMPORTANCE OF
COOPERATION, GAINING WORKER
CONSENT, AND DEVELOPING SHARED
MANAGEMENT-WORKER UNDERSTANDINGS

NATURAL SOLDIERING - TAKING IT SM EMPHASIZES A PEACEFUL

EASY COEXISTENCE BETWEEN CAPITAL,
MANAGEMENT, AND LABOR

SYSTEMATIC SOLDIERING -
TRUST IS LIMITED - TEAMWORK IS
PERFORMING TO AN UNWRITTEN NORM STRICTLY LIMITED
WHICH IS LOWER THAN THE WRITTEN
ONE SM CAN BE IMPLEMENTED IN MORE THAN
ONE WAY
ON THEIR OWN, WORKERS CANNOT
DEVELOP THE SCIENTIFIC WAY OF DOING
THEIR JOBS SCIENTIFIC MANAGEMENT

TAYLORISM DIVORCE OF PLANNING AND EXECUTION;

CENTRALIZED PLANNING

SCIENCE, NOT A RULE OF THUMB

SYSTEMATIC ANALYSIS OF EACH DISTINCT
OPERATION
HARMONY, NOT DISCORD

DETAILED INSTRUCTION AND SUPERVISION

COOPERATION, NOT INDIVIDUALISM

UNCOUPLE DIRECT AND INDIRECT WORK

MAXIMUM OUTPUT, NOT SOLDIERING

SYSTEMATIC RECRUITING OF MENTALLY AND

THE DEVELOPMENT OF EACH WORKER TO THE WORKER'S PHYSICALLY FIT MEN

THE RABBLE HYPOTHESIS

SOCIETY CONSISTS OF A HORDE OF UNORGANIZED INDIVIDUALS

EVERY INDIVIDUAL ACTS IN A MANNER CALCULATED TO SECURE ONE'S SELF INTEREST

EVERY INDIVIDUAL THINKS LOGICALLY, TO THE BEST OF ONE'S ABILITY, IN THE

SERVICE OF THIS AIM