FREDERICK TAYLOR: THE SCIENTIFIC THEORY OF MANAGEMENT

Frederick Winslow Taylor (1856-1915) was born in Philadelphia, Pennsylvania. As a teenager,

Taylor spent time studying and traveling in Europe and enrolled in Phillips Exeter Academy in
New Hampshire in 1872. After graduating, he was accepted into Harvard Law School but was
unable to attend due to poor eyesight. Then, instead of going to university at that point, Taylor
filled various manufacturing-related roles, eventually earned a mechanical engineering degree
from Stevens Institute of Technology in 1883, and became Chief Engineer at Midvale Steel
Works in Philadelphia.

After resigning in 1890, he became General Manager of Manufacturing Investment Company,

but left the company in 1893 to develop the profession of engineering management consulting.
From 1906 to 1907, Taylor was the President of the American Society of Mechanical Engineers
and later became a professor at the Tuck School of Business at Dartmouth College. Taylor is
best known for his 1911 book, “Principles of Scientific Management.” In this book, he presented
numerous principles of management that were based on the scientific method and could
improve the efficiency and productivity of industrial workplaces.

The History Of The Scientific Management

The history of scientific management can be traced back to the late 19th century, when the
industrial revolution was in full swing and factories were becoming larger and more complex. At
the time, most manufacturing processes were unscientific and relied heavily on the skill and
experience of individual workers. There was little standardization or control over the
production process, and workers often performed tasks in a haphazard or inefficient manner
Frederick Winslow Taylor, an American mechanical engineer and management consultant, is
widely considered to be the father of scientific management. In the late 1800s, Taylor began
working as an apprentice in a machine shop, where he observed firsthand the inefficiencies and
waste of the production process.
Taylor believed that the key to improving productivity was to break down work into small,
repetitive tasks and to use time and motion studies to determine the most efficient way to
perform each task. He also advocated for the training and specialization of workers, so that
each worker could become an expert in their particular task.
To implement his ideas, Taylor proposed a number of management principles, including the
separation of planning and execution, the use of financial incentives to motivate workers, and
the standardization of work processes. He also believed in closely monitoring and controlling
workers' actions, to ensure that they were performing their tasks in the most efficient manner.
Taylor's ideas were initially met with resistance, as they often involved closely monitoring and
controlling workers' actions. However, they were widely adopted in the United States and other
FREDERICK TAYLOR: THE SCIENTIFIC THEORY OF MANAGEMENT

countries, and helped to transform industrial production around the world. Scientific
management became the dominant approach to management in the early 20th century, and
had a significant impact on the development of modern management theory.
Today, scientific management is often criticized for its emphasis on efficiency at the expense of
worker autonomy and creativity. However, it remains an important part of the history of
management theory, and its influence can still be seen in many aspects of modern
management practice.

THE PHILOSOPHY BEHIND SCIENTIFIC MANAGEMENT

In “the Principles of Scientific Management,” Taylor starts with the following statement: “The
principal object of management should be to secure the maximum prosperity for the employer,
coupled with the maximum prosperity for each employee.” In saying this, he meant that the
organization and employees should work together, strive to get the most out of one another, and
be compensated for their efforts as it’s in everyone’s best interests. For workers in particular,
taking this approach would mean that they could benefit from higher wages, shorter working
hours, and better work and home conditions.

Taylor believed that the worker should be focused on labor, due to insufficient capacity and/or
education, while managers should be focused on and held accountable for optimizing
performance. Regarding their interaction, Taylor said that workers should be taught daily and
“receive the most friendly help from those who are over [them], instead of being…driven or
coerced [by bosses or left to their] own unaided devices.”

In fact, Taylor believed that training and development was “the most important object of both the
workmen and the management” in order to produce maximum efficiency and that a “close,
intimate, personal cooperation between the management and the [worker] is of the essence of
modern scientific or task management.”

OBJECTIVES OF FREDERICK TAYLOR THEORY

The major objectives of Frederick Taylor’s contribution to management; are the maximum
improvement of workers. This improvement shows efficiency and effectiveness performance.
Such development is the revolution in management procedure and employee’s actual
performance.
FREDERICK TAYLOR: THE SCIENTIFIC THEORY OF MANAGEMENT

If the procedures and scientific theory of management examples apply, it can hugely change the
following things. For instance: - Prevent the wastage of time, Reduce the cost of production,
Secure the labor in the industry, Increase the efficiency of the workers and Develop the
relationship between workers and managers.

FREDERICK TAYLOR’S SCIENTIFIC MANAGEMENT PRINCIPLES AND ITS IMPACTS ON

THE ORGANIZATIONAL ACTIVITIES OF TODAY

Taylor’s work was prominent in the 20s century, it is still relevant today and it is reflected in the
organizational activities in varying advanced techniques. The way work is organized today
resembles Taylor scientific principles to a certain extent. Taylor published “The principles of
Scientific Management” in 1911 which explains his process of using scientific studies to
analyze, optimize and standardize workflow.

Science, not the Rule of Thumb: The basic principles of scientific management theory by
Taylor, are adopting a scientific approach to decision making. Even abandons the all unscientific
approach from managerial activities. So, we can say that these principles suggest thinking
before doing. Management decisions are backed by facts and figures which reflect scientific
investigation. Organizational activities and human resources practices are thoroughly planned
with an application of science. For instance, marketing personnel relies on market surveys prior
and during the release of a product or services, it is important to gather information about
customers’ interests and expectations to avoid failure in this hyper competitive business
ecosystem. Taylor’s work sets the base for present knowledge and its effect is being felt today.
Most changes in management practices today are grounded in Frederick Winslow Taylor’s
Scientific Management.

Analyze work process: determine the most effective way of completing task by experimenting
with several different methods to find out which method takes the least amount of time and the
fewest steps to complete. Scientific management takes these findings and standardizes the
most efficient way of doing the task, retraining employees as needed.

Define and delegates tasks/ division of work responsibility: Organizations of today have
segregated departments with distinct individuals who occupy different functional areas within the
FREDERICK TAYLOR: THE SCIENTIFIC THEORY OF MANAGEMENT

organization. The segregation ranges from interns, employees, management, and employers
performing distinct functions that leads to overall organizational performance. Separation of
planning and doing is a core principle of Scientific Management. For example, McDonald’s as a
food industry provides specialized tasks with movement of workers. Specialized management
serves the purpose of effective planning to achieve the desired organizational goals while
subordinates perform the tasks.

Instead of assigning one employee to do a variety of tasks or complete a project from start to
finish, managers can break up complicated projects by assigning employees to one specific
task. This will allow the employee to become efficient at completing their part of the project. The
next step is assigned to the next employee until the project is completed.

Harmony and not disagreement between employers and workers: Organizations of today
have Human Resources departments that ensures cooperation between employers and
workers. Both management and employees understand each other to improve productivity and
profits. For instance, the use of teams with tasks that are delegated by management. However,
this principle has evolved to an extent that it includes autonomy and discretion of employees
which was not the case in Taylor’s initial

establishment of this principle. Example of this include the involvement of trade unions,
establishment of collective bargaining and workplace forums. An organization consists of two
groups which are the ‘workers’ and ‘management.’ They must create the ‘Give and Take’
relationship in the workplace. Therefore, Taylor emphasized on Mental Revolution, which
means a change of attitude of both groups based on this principle. They should share their
opinions and ideas with each other.

Co-operation, not Individualism: It shows the importance of each other management and
workers. Management should reward and appreciate the employees for their helpful
suggestions. At the same time, employees also cooperate with the management for the
improvement of the organization.

Use employees’ skills and offer incentives: Company managers should strive to recognize
employees’ skills and assign employees to tasks best suited to their talents so they can be as
FREDERICK TAYLOR: THE SCIENTIFIC THEORY OF MANAGEMENT

productive as possible. Managers can establish goals for productivity and provide bonuses or
raises to high-performing employees who consistently meet or exceed those goals.

Establish a professional hierarchy: Ensuring that each employee understands what is

expected of them and who to report to that can help define a workplace’s hierarchy. Employees
without supervisory roles should answer to their supervisors. Supervisors should report to
company managers who answer to the company’ directors. Manager’s primary role is to
establish the work process and spend their time training employees, planning and overseeing
work while employees follow managers ‘direction and complete tasks.

Development of Every Person to his/her Greatest Efficiency and Prosperity: Employees

should be properly trained and selected scientifically. And it is essential for each organization.
For implementing this task, Taylor arranged some techniques, for instance, work-study, time
study, motion study, fatigue study, and method study.

Maximum, not Restricted Output: Maximum productivity is the basic purpose of an

organization. In this case, Taylor has emphasized production maximization in his principles.

FEATURES OF FREDERICK TAYLOR THEORY:

According to Taylor, we can find some important features in Scientific Management Theory.
Here has described those important features. Such as:

Universal: Its principles apply to all kinds of organizations, business, non-business, and all
levels of management. Therefore, they are all-pervasive or universal.

Flexible: Here available some flexible features. For example, dynamic guidelines, non-static
rules, sufficient room for managerial discretion, Modification, and improvement.

Cause & Effect Relationship: It indicates what will be the result of particular actions. So, if one
is known, the other can be detected.

Aims at Influencing Human Behavior: Human behavior is not simple and predictable. It
always tries to deal with human behavior so that employees can be able to give the best result.

Equal Importance: To achieve the organization’s goal, we have to prioritize all things. These
principles are the best examples of equal importance.
FREDERICK TAYLOR: THE SCIENTIFIC THEORY OF MANAGEMENT

Scientific Selection, Training, and Development of Workers: In the organization, workers

must select, train, and develop through the scientific way.

Equal Division of Responsibility between Management and Workers: Each business

environment has to ensure an equal division of responsibility between management and
workers.

IMPORTANCE OF SCIENTIFIC MANAGEMENT THEORY IN OFFICE

Taylorism by Taylor is perfectly suitable in an office. It can dramatically change the office
environment in a positive mode. So, every office should adopt this theory for its actual success.
However, there are mentioned some important reasons why taken this theory in office. For
example planning or deciding the work in advance, Posting the right man for the right job,
Initiating of incentive or reward wage plan, Confirmation of ideal of performance, advise the right
development of work, and the upgrade of the worker-management affair.

THE BENEFITS OF SCIENTIFIC MANAGEMENT THEORY .

Enhanced production: Taylor has explained the scientific management theory in a sense of enhancing
production as it concentrates on steady improvements in business operations. Whereby a fruitful
cooperation between managers and workers lead to an organization having a good teamwork with
harmonious relationship between the management and workers which assists in production in the
organization.

Ability to control: The good thing regarding the scientific management theorists is that the managers
can have good control over production and the possibility of having Employees become specialists in
their field is high as they do the same task repeatedly. This makes it easy for the manager to have
control over employees.

Decreases inaccuracy: Inaccuracy decreased as the theory based on experiment and observation for
context-specific solutions. With better planning and improved decision making, the accuracy achieved.

Decreased autocracy: The theory put more emphasis on having a team that adopt to a positive
relationship with leadership and believes that a Cooperation amongst employees and managers can
enhances democracy in the workplace. Hence there decreased autocracy by following scientific
management theory.
FREDERICK TAYLOR: THE SCIENTIFIC THEORY OF MANAGEMENT

Cost of production reduced: The mechanization and the latest use of technology in the production of
goods enhance productivity. Since there is enhanced large scale production, there is a decrease in per
unit cost of production.

Pay system: With the theory piecework pay system follow, where payment is monitored based on
piecework. Here incentives considered to enhance productivity and provide high wages for employees.
With higher productivity, there is an increase in wages for employees. The differential incentive plan
provides higher wages to efficient workers. In this way, the standard of living of the employees made
better.

A benefit to customers: With the help of scientific management theory, there are triple benefits for the
consumers. Consumers pay fewer prices and can get the best quality products. They are also able to
attain better living standards.

Efficiency increased: They follow early working methods and control where a management
methodology developed for training, selecting and supervising them in a close manner. Since scientific
selection and training methods follow, it leads to a workforce that is best and that enhances efficiency.
Efficiency also increased with the standardization of techniques, tools, equipment, and materials.
Workers also benefit with development and scientific training as they can enhance their competency
and knowledge.

Best use of resources and development: With the scientific techniques followed, there is better
utilization of resources which basically leads to increase in productivity. Wastage and inefficiency of all
means eradicated with the theory, also with the help of scientific investigation leads to technological
development. They also follow other quantitative techniques and modern studies.

Beneficial to the nation: With the help of scientific management theory, there enhanced beneficial
aspects for the nation. Some of them increase production and less cost of production, industrial
harmony, and peace, every phase of society meet the high standard of living, the national income
enhanced, and there is also quick industrial development with this theory. The role of Scientific
management theory plays a crucial part in developing the nation.

Worker instructions: With the assistance of this theory, work carried out regularly according to pre-
determined plans. Complete guidance and instructions provided to workers to carry on with work as
planned.
FREDERICK TAYLOR: THE SCIENTIFIC THEORY OF MANAGEMENT

Avoids labor and management disputes: Since there are a healthy relationship and cooperation
between management and labors, hence they have a cordial and harmonious relationship with one
another. In this way, industrial disputes reduce and peace in an industry achieved. The mental
revolution is a concept evolving by Taylor for the development of mutual trust, understanding, and
confidence between management and labor.

CRITICISM OF FREDERICK TAYLOR’S WORK

Taylor’s work was criticized for not acknowledging human aspects and social context (Rahman,
2012), his work focused on the tasks rather than individuals who are performing the tasks. This
work led to reductionism approach which dehumanizes workers. Task allocation and time
allowed to do the tasks leave no room for individual worker to think, it assembles workers to
operate like machines. Taylor also did not acknowledge variance among individuals and tend to
regard workers as uninformed and ignore their ideas and suggestions. Taylor’s work
hypothesized that workers’ motive is solitarily income without an acknowledgement of other
factors that influence performance.

Conclusion.

Though there has been resistance the first time Taylor introduced the scientific theory of management
for workers to be efficient and productive in a workplace, it is clear that without adopting Taylor's
scientific theory of management business or companies would have made huge losses.

Taylor's ideas are the best form of management for the modern workplace and businesses that are
eager to grow. This is made evident by the fact that from the 20s century till today the ideas or theories
are prominent, employees or workers have been trained and are skilled because they have gained more
practical experience. The skills that workers have obtained through training are maximizing productivity.

Additionally, when workers are recognized in the workplace and given tasks best suited to their talents
they become more productive as possible. There is a growing emphasis on productivity, creativity
(talents), accuracy and efficiency. In that manner managers recognize their skills by providing bonuses.
FREDERICK TAYLOR: THE SCIENTIFIC THEORY OF MANAGEMENT

REFERENCES

Black, A.M., & Moseley, J.L. (2011). Frederick Winslow Taylor: One hundred years of
managerial insight. International Journal of Management, 28(4), 346-353.

Eduardo, S., Scott, I. T., Kurt, K., & Kimberly. A. S. (2012). The Science of training and
development in organizations: what matters in practice. Psychological Science in the Public
Interest, 13(2), 74-101.

Rahman, M. H. (2012). Hendry Fayol and Frederick Winslow Taylor’s contribution to

management thought: an overview. Journal of Advanced Research, 1(2), 2304-2621.

Taylor, F.W. (1947). Scientific Management. Harper and Brothers: New York.