SCHOLAR

BACKGROUND

Know
Me
First

A theory of management intended

to maximize labor productivity and
economic efficiency. Also known as
Taylorism, it was developed by
Frederick Winslow Taylor in the
1880s and 1890s, and involved the
rational analysis of workflows. It
attempted to adjust the time and
motion of workers' activities so as
to maximize their efficiency.

What is

SCIENTIFIC
MANAGEMENT
This theory was one of the
earliest attempts to apply
science to the engineering of
processes, and to
management. According to
F.W. Taylor, scientific
management is knowing
exactly what you want men
to do and seeing that they do
in the best and the cheapest

Theory introduced by Frederick Taylor

in Scientific Management
TIME AND MOTION
STUDIES
Taylor was concerned with
reducing process time and
worked with factory managers
on scientific time studies. At its
most basic level, time studies
involve breaking down each job
into component parts, timing
each element, and rearranging
the parts into the most efficient
method of working. By counting
and calculating, Taylor sought
to transform management into
a set of calculated and written
techniques.

SUPERVISION
Taylor believed the area of
authority is the importance
part in organization to perform
a great quality conducted by
every area of supervisor. The
role of supervisor is
instructing, guiding,
monitoring and observing the
employees while they are
performing jobs in the
organization. Usual tasks of
workers at factories were
observed by special
employees, who timed each
step of the process with a
stop-watch. Therefore,
selecting the right people for

INCENTIVE
Taylor further believed that all
workers were motivated by
money, so he promoted the
idea of "a fair day's pay for a
fair day's work." In other words,
if a worker didn't achieve
enough in a day, he didn't
deserve to be paid as much as
another worker who was highly
productive. Workers are paid
according to the number of
items they produce in a set
period of time- piece-rate pay.
As a resulted workers are
encouraged to work hard and
maximize their productivity.

Replace works by "rule of

thumb," or simple habit and
common sense, and instead use
the scientific method to study,
work and determine the most
efficient way to perform specific
tasks.

Rather than simply assign workers

to just any job, match workers to
their jobs based on capability and
motivation, and train them to work
at maximum efficiency.

Allocate the work between

Monitor worker performance, and
managers and workers so that the
provide instructions and
managers spend their time
supervision to ensure that they're
planning and training, allowing the
using the most efficient ways of
workers to perform their tasks
working.
efficiently.

 McDonalds uses a competitive wage and

promotion programs where hard work is
recognized and rewarded. Known as Employee
of the Month.
McDonalds applied the specialized training of
staffs. Build a Hamburger University to
improve interpersonal skills and operations
EXAMPLE
OF AN ORGANIZATION
development.
EMPLOYING SCIENTIFIC
MANAGEMENT

Shorter working hours and extra pay and

had some success with decreasing the
length of the work day from 10 to 9 hours
and changing pay and promotion systems.
motivate the workers and ensure loyalty.
The assembly-line process enabled Ford to
produce cars more quickly, and at more

JURNAL
DISCUSSION

Title

: Taylors Scientific Management Principles:

Contemporary Issues in Personnel Selection
Period
Writers
: Hakan Turan

Jurnal 1

Taylor has substantially contributed to todays human

resources management and his theories form a basis for
personnel selection, being one of the most important
functions of personnel management.

It could be said that Taylor was effective in the

development of long term employment by suggesting
recruiting the personnel by means of scientific methods.

Taylors ideas are taken to a step further and some

companies whose mission is to recruit the personnel for
the work places have come up in the private sector.

Although he has been criticised for putting the human

factor into the background, most of his ideas still
survive.

Title

: The Relevance of Scientific Management and

Equity Theory in Everyday Managerial
Communication Situations
Writers : Reginald L. Bell (Prairie View A&M University),
Jeanette S. Martin (University of Mississippi)

In this jurnal, writer answer the question why and how

managers should communicate with their employees the
value of scientific management and why it is still
relevant today.
Their managers need to provide a rationale for why
things are done the way they are, and introducing the
workers to Taylors scientific management theory will
help educate the blue-collar workers.
Many employees (and some of their managers) are
unaware that Frederick Winslow Taylors principles of
scientific management underlie their modern work
routines.
Because of Taylors principles, many employees are
trained to be machine-like in certain aspects of their
jobs they do for improved efficiency and profitability
Taylor (1998) maintained that the principle objective of
management is to secure prosperity for both the
employer and the employee.

Jurnal 2

Title

: The impact of scientific management on

contemporary New Zealand business
Writers : Alistair McKinnon

Jurnal 3

1st principle is the development of laws and scientific

principles for work tasks to replace old-fashioned or
traditional methods (Boone & Bowden, 1987, p. 126)
by reducing waste, rework and customer returns due to
process defects an increase in efficiency is gained.
2nd principle is the scientific selection and
development of workers (Boone & Bowden, 1987, p.
126).
the most relevant principle today as much effort is placed on
hiring the right people for a position.
3rd principle of Taylors work is the bringing together of
science and the trained worker by offering better
treatment and an opportunity for the expression of
employee needs (Boone & Bowden, 1987, p. 126).
Scientific management is not usually seen as advocating
human relations, but Clark (2000) points to Gilbreths study in
1914 of scientific management where it was found that rest in
the workplace was very beneficial to productivity.
4th principle is based on dividing up the work in an
organisation into two large components, one for the
workers and one for management.
increase in responsibility on the management side can be

Title
: The Ideas of Frederick W Taylor: An Evaluation
Writers : EDWIN A. LOCKE (University of Marry Land)

CRITISM OF TAYLOR

View of work motivation

Taylor seem to take fogranted about human motivation.
He tend to use money to increase motivation of the
worker. This is totally not valid. Taylor's other major
motivational technique was goal setting, that is,
assigning specific task. This make all workers stress
when completing their task.
Men as machine
Because of Taylors principles, many employees are
trained to be machine-like in certain aspects of their jobs
they do for improved efficiency and profitability
Authoritarianism
Taylor did not advocate participation in management
matters by his uneducated, manual workers because
they did not have the requisite knowledge to do their
jobs in the one best way.
Specialization of labor

Jurnal 4

Title

: ROLE OF SCIENTIFIC MANAGEMENT AT WORK

PLACE:
Perceptions and Misperceptions
Writers : Dr Qadar Bakhsh Baloch & Maria Inam

Jurnal 5

CONTRIBUTION

Organizational Theory
Give clear delineation of authority, allocating responsibilty to
each, separation of planning from operation, recruiting and
placing right person at right job., Incentive scheme to ensure
motivation at workplace, task specialization .

Mother of New Managerial Concepts:

Today almost all of the armies of the world are employing
principles of Scintific Management in their daily drills and
practices..

Evolving Nature of Industry:

Scientific Managements concepts of work design and
measurement, production control, scientifically selection of
people and training of workforce has completely evolved the
nature and structure of industrial setting and introduce new
departments such as; quality control, personnel, training, and
maintenance etc.

OUR OPINION REGARDING TAYLOR

TEORIES
It provides trained minds for
achieving higher degree of excellence in
all branches of shop management.

It aims to standardize the materials, tools, equipment and methods of

work.
It replaces the old system of management rule of thumb method and
introduces new and scientific methods.(Utilize source)
It seeks to introduce a mental revolution in the ideas of both the
employer and employee and assures co-operation of the labour force.
The workers are in a position to get higher wages. This removes most of
the causes for industrial disputes and unrest. Further, enhanced
earnings also lead to higher standard of living of the workers

Take 5.

ISSUES-Six-Hour
Workdays

Falling
Revenue

Factor of the
Issues:
Six-hour work
days

Slowing
Economie
s

Disruptive
Technologie
s

Oil and gas

industry
(Petronas)

Transport
industry (taxi
and airlines)

Industry
involves
Services
industry
(media)

Property
developme
nt industry

Sharing
Economy

The operating cost

perpetually keeps coming
down until competitors are
flattened out.
Only a few will survive in
the sharing economy.

Working
more than
6 hour

Which
on
more
better?
?

6 hour
working

 Sweden practices 6 hours-work

days.
Increased productivity.
Studies have found that spending
six hours a day on the job is more
productive than eight hours a
day.
Companies that practices sixhour work days restrict the
employees from going into social
websites during work hours.
Cost also comes down without
compromising on the workforce.

Q& A
Hardly a competent workman can be found who does not
devote a considerable amount of time to studying just how
slowly he can work and still convince his employer that he
is going at a good pace.
Frederick W. Taylor

THANK YOU
Hardly a competent workman can be found who does not
devote a considerable amount of time to studying just how
slowly he can work and still convince his employer that he
is going at a good pace.
Frederick W. Taylor