Scientific management theory was introduced by Frederick W. Taylor to describe ways in which production can be increased using the Taylor system. Scientific management is the process by which output would be increased through systematic work processes, training the employees to gain the best skills, dividing work into specific tasks, measuring the performance of employees and ensuring economic incentives. Taylor followed the concept of Weber on transforming modern society using scientific management. The Taylor system introduced several factors that would improve production. Creating a method for the production process would help maximize the yields. Standardization of work deals with creating communication with the employees during the in-job training to determine the best ways of performing a specific function. To ensure effective work standardization, task setting and time study would be required. Time setting, according to Taylor and Gantt, is the amount of time an employee is expected to complete a piece of work. Organizational effectiveness is required for effective scientific management. It is determined by four factors. The first one is the development of a tried science. The second is the scientific selection of the workforce. The third factor is the use of scientific education and development to enhance work skills. The last factor is creating an intimate friendship between the staff members and management. Industrial output is primarily determined by task specialization, where the workers are assigned specific duties depending on their specialization. It incorporates the concept of performance measurement, which is a management tool, according to Taylor. Performance management will make it possible to monitor how an employee is carrying out through recording their yield per day and the time taken to complete a particular task. Centralized planning and control are the core of scientific management theory, which helps monitor all production activities closely and establish factors that reduce the yield and how to address them. Scientific management theory has been faced with various critics. The approach treats employees in the same as machines due to the need for increased productivity. The concept is associated with dehumanizing aspects due to the reduction of collective bargaining and replacing employees with the best according to performance appraisal. Taylor insists of control in scientific management, which interferes with the output of the workers in the long-run as they are subjected to excessive training which leaves out basic human needs. Scientific management has also been applied in the public sector. The concept was adopted in the early 1900s, and it was a way of minimizing corruption, graft and waste in the government. Delivery of services in the public sector would be improved. Taylor introduces four models of organizational effectiveness. These frameworks are human relation model, open system, rational-goal theory and internal-process model. Both internal and external focuses are needed for the factors to be successful. Scientific management theory introduces various mechanisms for co-ordination and control of work activities to ensure effectiveness. There are various processes involved, such as work processes standardization where work programming is done depending on time and tasks available. There are different motivational strategies used to reward the workers and keeping them inspired, and it improves their productivity. Instrumental rewards are used to induce the desired behaviour, and these methods are through performance rewards such as promotions and recognition. The chapter ends with showing good management practices, which can be used in managing employees, performance appraisal and motivation methods and ways of improving productivity. Scientific management addressed the production processes factors and how they can be improved, such as reduction of waste and standardization of processes.
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