Scientific management is a term describing the industrial system created and promoted by Fredrick W. Taylor and his followers. It is a management theory determining changes in improving labor productivity. Fredrick Taylor developed scientific management believing that tasks could get scientifically optimized (Wren, 2011). He believed that scientific management could design the best rational way of task performance. In his works, he came up with the time and motions studies that people could work differently, certain people could work indefinitely, and certain people worked efficiently than others. He identified four principles of scientific management.
Firstly, he developed the science of work that could be measured by the output and performed detailed studies of time and movement of human beings. In a follow-up to these studies, improvement could be made in workstations’ designs, thus increasing effectiveness and safety. Secondly, workers should be scientifically selected and trained. That would create a unit of capacities in every role hence ensuring security in terms of duties and roles. Workers have different aptitudes for efficient running (Wagner‐Tsukamoto, 2008). All workers should get fitted for the job. In this way, the employee security will be enhanced and maintained.
A scientifically trained employee works in the most productive way, especially when it comes to performing their specific tasks. In so doing, every worker would be selected and trained to achieve their utmost potential in the organization. Thirdly, educating workers and managers in the benefits of the organization is important in order for an organization to function properly. Both the managerial and workers should be educated to understand benefits of scientific management and its vast influence in the efficiency and productivity of an organization (Womack & Jones, 2005). Finally, a special collaboration between workers and managers should be built up for the good of the organization for security reasons. With educated staff, the organizational conflicts get solved.
References
Wagner‐Tsukamoto, S. (2008). Scientific Management Revisited: Did Taylorism Fail Because of A Too Positive Image Of Human Nature? Journal of Management History, 14(4), 348 – 372. Retrieved from https://lra.le.ac.uk/bitstream/2381/27675/6/JMH%20Taylor%20paper%2010-04-2008.pdf
Womack, J. P. & Jones, D. T. (2005). Lean Solutions: How Companies and Customers Can Create Value and Wealth Together. New York, NY: Free Press.
Wren, D. A. (2011). The Principles of Scientific Management: A Retrospective Commentary. Journal of Business Management, 17(1), 11-22. Retrieved from http://www.chapman.edu/business/_files/journals-and-essays/jbm-editions/jmb-vol-17-01.pdf
