Taylorism Essay

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Taylorism which was created by Frederick Taylor was first published in 1911 and was translated into eight languages and even went as far as the soviet union.. The four principles I've concluded from studying the scientific theory are:
1. The development of a true science of work (J. Morley, 2013): Was in a sense to replace using your common sense or basic knowledge and instead use the scientific method to determine the best and most efficient way of doing the task.
2. The scientific selection and development of workers (J. Morley, 2013): Like what amazon do constantly monitor your staffs performance and provide expert analysis on how they can do their job in the most efficient manor.
3. The co-operation of workers and management in studying …show more content…

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Guarded 1 2 3 4 5 6 7 8 Open
A high LPC score tells us that the leader is good with human interaction, whereas a low LPC score indicates he is more task orientated. Fielder realized that the lower the score the more unpleasant the person tends to be.

Benefits of both theory's
Benefits of scientific Management Theory:
The scientific management theory increases the production of goods due to its use of the latest technology, it also lowers the cost of production. The use of technology, standardization and effective supervision leads to higher quality products being produced. It also incorporates the specialization of labour this means the work is more simplified and is carried out in a more efficient way. A key perk of the scientific management theory is that it develops healthy co-operation among workers, Taylor also believed that efficient workers should get incentives which in turn will increase their standard of living.

Benefits of contingency perspective …show more content…

Since 1976 Fielders work is constantly having papers written about his theory so there is a lot of knowledge out there for future employers. Fielders model gives organizations a quick method to identify the most suitable leaders. It helps management identify the 'human relations orientation' and the 'task orientation'. This will help organizations choose managers on what they deem a higher quality as in if they want someone to just control and supervise tasks then they will higher a task orientated person and if they want someone the employees will cooperate with who can use their interpersonal skill to get the task done then they will hire a human related orientated type of person. The theory doesn’t claim to be suited to all situations however it provides enough vague results so it is flexible enough to adapt to a variety of groups and leaders. It can be useful for managers who don’t have interpersonal skills, they know that they should set clearly defined tasks and vice

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