Scientific management has attracted surprisingly little attention in the United

States in recent years .The handful of books and essays that have appeared since the
1950s have focused on Frederick W. Taylor ,the engineer ,inventor ,and publicist who
became the first American management theorist to reach a large ,nontechnical
audience .They assume or imply that Taylor's influence did not die with him in 1915 but
provide only the most general indication of the character of that influence
Scientific management is a management theory based on the analysis and synthesis of process to
improve the productivity of labor (labor rationalization.) The core idea of the theory was developed in
the decade 1880 - 1890, first published in his book Managing at the plant "(1903) and" The principles
of scientific management "(1911) . Taylor came from a worker to become engineers and undergo
daytime work, night school by correspondence college. In the process of working in steel rolling mills,
Taylor had many opportunities to observe and practice leadership and management in the factory. He is
the author with the research and theory is quite famous on leadership, governance in the period from
1890 to 1930 .Taylor believed that decisions based on traditional experience and empirical rules (rule
of thumb) should be replaced by exploiting the exact string manipulation after careful study of
individuals in the process of working .
Taylor 's opinion is focused on building an overall organization for leadership and management
work processes. He said that the labor productivity of people working together in a group depending on
the arrangement, organization leaders, administrators. To be able to do a good job restructuring,
business organizations, Taylor and requirements set out leaders, administrators should apply the 14
principles of leadership and governance:
-Division of labor in the process of working closely
They must clearly define the relationship of power and responsibility.
-To develop and apply the strict discipline in the working process.
Unified in-command control, command
Leadership-focused
Personal-benefit attached to and serving the interests of collective and common interests.
-Construction of a regime it deserves as a result of labor
-Leadership, management agreed
-Separation of powers and the structure of leadership and management within the organization
-Order
-Equity: create relationship equality at work
-The job of every person must be held stable during
-To encourage creativity in the process of working
-To encourage the development of common values in the working process of an organization.
Important factors:
Workers are clearly defined responsibility / authority to formally
Status is set by the management hierarchy and vertical (lower level under the management of higher
level).
Selected technical skills, expertise or experience
Activities and decisions are recorded and remembered allow ongoing.
Management differ in view of ownership and organizational structure.
Based management principles / procedures for sequence prediction certainly / authentication behavior
Methods of mass production
Methods of mass production methods are also known as line production by Henry Ford applied Taylor's
theories on the production line system of his cars. So the Republic of Taylor (Taylor theory) is often
mentioned along with the Republic of Ford (or Ford theory), because it was closely associated with
mass-production methods in the workshops. Method (method) Taylor is a unique name for the method
of scientific management under him.
Taylor introduced many concepts that are not widely accepted contemporary. For example, by
observing workers, he said that the manual work required both time break, so workers could recover
their strength after the fatigue of working time. He verified this with the professional work of
unloading ore: workers were trained how to utilize the remaining time after the break to work, and
production increased significantly.
The basic principle in the theory of Taylor are:
-Develop scientific methods to carry out the work and tasks of each worker
-Select a scientific workers and train them to the scientific method to do the job
Organize and supervise the education of workers to ensure they comply with the method
-To build and strengthen relations between workers and leaders, administrators
Implementing Methods: In order to implement its principles, Taylor has conducted:
-Study the types of working time of workers in each job.
-Division of each worker into smaller parts to work to improve and optimize.
-Develop systems to encourage employees to work, paid work done by employees.
The results through the application of the Taylor theory is labor productivity increased rapidly
increasing volume of products and more. However, Taylor's theory in favor of "engineering goods and
machinery" of human beings, exploitation of labor power is fading as workers struggle against the
policies of the leadership and management.
Herny L. Gantt : The engineer control systems in the factory. Based on the theories of Taylor, Gantt
has developed and launched his theory, which mainly focus on expanding the system of material
incentives for workers with such measures as:
-Encourage workers after a day's work if they work well.
Encourage public-Director, Managing Director based on the results of the workers working under their
direct supervision in order to encourage them in leadership, governance.
These measures encourage better management of managers. Also on this basis, the management
methods implementation schedule is included on the management methods such as Gantt chart (CPM-
Critical Path Method) and core network diagram method (PERT - Program Evaluation and Review
Technique) . In this theory, the benefit side is much more attention. Gantt chard describe work which
need finishing a task and give lots of stages of work ,and also give time to plan and time to do.
Frank (1868 - 1924) and M. Liliant Gibreth (1878 -1972). The authors have studied this in great detail
the implementation process and the relationship between operations, actions and movements with a
level of stress and fatigue of workers in certain work processes, from which the best practices to
increase productivity, reduce worker fatigue.
The methods of this school has made valuable contributions to the development of thought leadership,
management, leadership skills development, through the division of administration, the process of
specialization of labor, and is the first time raised the importance of the recruitment and training of
personnel, use of preferential treatment to increase labor productivity.
However, the authors have developed a method of leadership, scientific management of purely as a
"machinery of human beings", tied to a human technological line for leadership, management value and
increase productivity.
Criticize:
The downside of this is that the Taylor theory: The labor norms stringent demands workers to work
hard. Workers are tied to production lines, worked as a machine talking. Their psychological
distortions, personality crisis.
The application of scientific management sometimes fail by two inherent difficulties:
It ignores individual differences, that is the way to work most effectively for poor people can
effectively back to the other;
It does not consider the fact that the economic interests of workers and managers are rarely identical,
Conclusion
Taylor's 4 Principles of Scientific Management
After years of various experiments to determine optimal work methods, Taylor proposed the following
four principles of scientific management:
Replace rule-of-thumb work methods with methods based on a scientific study of the tasks.
Scientifically select, train, and develop each worker rather than passively leaving them to train
themselves.
Cooperate with the workers to ensure that the scientifically developed methods are being followed.
Divide work nearly equally between managers and workers, so that the managers apply scientific
management principles to planning the work and the workers actually perform the tasks.
These principles were implemented in many factories, often increasing productivity by a factor of three
or more. Henry Ford applied Taylor's principles in his automobile factories, and families even began to
perform their household tasks based on the results of time and motion studies.
Drawbacks of Scientific Management
While scientific management principles improved productivity and had a substantial impact on
industry, they also increased the monotony of work. The core job dimensions of skill variety, task
identity, task significance, autonomy, and feedback all were missing from the picture of scientific
management.
While in many cases the new ways of working were accepted by the workers, in some cases they were
not. The use of stopwatches often was a protested issue and led to a strike at one factory where
"Taylorism" was being tested. Complaints that Taylorism was dehumanizing led to an investigation by
the United States Congress. Despite its controversy, scientific management changed the way that work
was done, and forms of it continue to be used today.
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