Taylors scientific management

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Taylor's scientific management
Select workers to perform a task
Observe them, and noting the key elements
Record the time taken to do each part of the task
Identify the quickest method
Train all workers to use the quickest way
Supervise workers to ensure they use this method
Pay workers on the basis of results
Taylor therefore believed that workers were motivated solely by money
He motivated the idea of ` A fair day's pay for a fair day's work'
Taylor developed his theory of "scientific management". Taylor made three key assumptions about
human behaviour at work:
1. Man is a rational economic animal concerned with maximising his economic gain
2. People respond as individuals, not as groups
3. People can be treated in a standardised fashion, like machines
Taylor believed workers are motivated by money. He felt that workers should get a fair day's pay
for a fair day's work, and that pay should be linked to the amount produced.
Workers who did not deliver a fair days work would be paid less or nothing. Workers who did more
than a fair day's work would be paid more.
The implications of Taylor's theory for managing behaviour at work were:
The main form of motivation is high wages, linked to output
A manager's job is to tell employees what to do
A workers job is to do what they are told and get paid accordingly
Many of Taylor's ideas were originally adopted by businesses
Henry Ford being the most famous
However, his ideas became less popular after the 1960's for a number of reasons
Not all workers are there for the money
He ignored the social needs of workers
His "best method" ideas would not suit all workers or all industries
Not all workers are the same, yet Taylor assumes they are
His approach treats workers like machines
So staff became bored
The piece rate system of payment is not always appropriate
It can lead to problems with quality

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