The Principles of Scientific Management Summary
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- Date Submitted: 04/20/2015 08:43 AM
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The Principles of Scientific Management Summary
The Principles of Scientific Management (Taylor, 1998) provides an understanding of the early need for development of public administration. While Taylor used examples from mechanical engineering, the misconstrued dynamic of the employer/employee relationship that demanded managerial improvements can be easily applied to management in general. By examining efficiency, through leadership and work ethics, it becomes apparent that a systematic approach to management is essential in obtaining “maximum prosperity” for both the employer and employee.
Measuring efficiency can be quite difficult in that we can’t always see misuse of resources or manpower. This article highlights this “waste” specifically by outlining how individuals jeopardize productivity by withholding effort or leadership's failure to provide. Taylor explains the importance of developing a systematic means to train individuals to possess the necessary skills and mindset to be their most productive. Although he accounts for some people innately having these qualities, the ability to reproduce these qualities in those who don’t becomes far more valuable. This is where methodical training of large numbers of individuals that work at their maximum potential increases production and allows for the cream of the crop to rise to the top.
“The principal object of management should be to secure the maximum prosperity for the employer, coupled with the maximum prosperity for each employee (p. 2).” Ideally the goal for the company should be to function at its optimal level and perpetually maintain that level. Taylor suggests that employers seek to accomplish this by producing high levels of productions with lowest possible labor costs. Employees naturally strive for highest wages possible with minimal effort. Although noting there are exceptions to the rule, however, he suggests that despite what each side theorizes, there is actually a middle ground where both the...
The Principles of Scientific Management (Taylor, 1998) provides an understanding of the early need for development of public administration. While Taylor used examples from mechanical engineering, the misconstrued dynamic of the employer/employee relationship that demanded managerial improvements can be easily applied to management in general. By examining efficiency, through leadership and work ethics, it becomes apparent that a systematic approach to management is essential in obtaining “maximum prosperity” for both the employer and employee.
Measuring efficiency can be quite difficult in that we can’t always see misuse of resources or manpower. This article highlights this “waste” specifically by outlining how individuals jeopardize productivity by withholding effort or leadership's failure to provide. Taylor explains the importance of developing a systematic means to train individuals to possess the necessary skills and mindset to be their most productive. Although he accounts for some people innately having these qualities, the ability to reproduce these qualities in those who don’t becomes far more valuable. This is where methodical training of large numbers of individuals that work at their maximum potential increases production and allows for the cream of the crop to rise to the top.
“The principal object of management should be to secure the maximum prosperity for the employer, coupled with the maximum prosperity for each employee (p. 2).” Ideally the goal for the company should be to function at its optimal level and perpetually maintain that level. Taylor suggests that employers seek to accomplish this by producing high levels of productions with lowest possible labor costs. Employees naturally strive for highest wages possible with minimal effort. Although noting there are exceptions to the rule, however, he suggests that despite what each side theorizes, there is actually a middle ground where both the...