SCIENTIFIC PRINCIPLES OF MANAGEMENT DEVELPOED BY F.W. TAYLOR: FULLY DESCRIBED WITH EXAMPLES.
1- Science, not rule of thumb: According to this principle Taylor insists that each job performed in the organisation should be based on scientific enquiry and not on intuition, experience and hit and miss methods. Scientific enquiry means decisions are based on cause and effect and scientific measurement of methods and ways of production.
For example, In rule of thumb the standard time required to give employees for rest is decided by managers on the basis of his pas experience but Taylor insists that standard time for interval should be set up scientifically by performing time study in the organisation and then time should be fixed.
2- Harmony, not discord: According to this principle, Taylor suggested that there is need for both the groups i.e. workers group and management group to change their attitude for each other. As workers always feel that they are unpaid and are overburdened with the work and management always feels that workers are good for nothing. So, both the groups should change their attitude and develop positive thinking for each other. As their objectives are in one direction only so, they must work with harmony and avoid discord.
For example, In Japanese companies this principle is practised as here managers treat workers as part of their family and workers also don't show their agitation by going on strike rather they tie a black ribbon to show their dissatisfaction and gain sympathy of managers.
3- Cooperation not individualism: This principle is the extension of the harmany not discord. According to this principle, work must be carried on in co–operation with each other, with mutual confidence and understanding for each other. The management must take suggestions and views of workers before setting up the target for them because when tasks or targets are set up with workers' opinion then they will try their best to achieve it.
For example, At the time of giving jobs to the workers, if the management asks about their interest and then work is assigned according to their interest, obviously the workers will perform it more efficiently.
4- Development of workers to their greatest efficiency and prosperity:
Industrial efficiency depends upon the worker's efficiency and efficiency of workers depend upon the proper training and their selection. Taylor insists that due care should be taken while selecting the employees and after selecting they must be given job according to their qualifications. Employees must be sent for training time to time to update their knowledge.
SCIENTIFIC TECHNIQUES OF TAYLOR:-
1- Functional Foremanship: In this technique, Taylor suggested the division of factory in two departments—
Planning departments and production departments as Taylor felt that workers must be free from over burden of planning and they must concentrate on work and production.
As one foreman can't be expert in every aspect of work so he suggested that under each department there must be some functional experts to supervise, guide and instruct the worker. So, Taylor stressed on minimum eight specialists to supervise and give orders to workers.
The eight functional experts suggested by Taylor are:–
i. Under Planning Department:
• Route Clerk– This foreman is responsible to fix up the sequence of steps for performing mechanical or manual job.
• Instruction Card Clerk– This foreman is responsible for giving general instructions necessary to carry on the job in a specified manner.
• Time and Cost Clerk– This foreman is responsible to fix up the time for starting and completion of job. He also prepares the cost sheet for every job.
• Disciplinarian– This foreman is responsible for performance of job in orderly and systematic way.
ii. Under Operational Department:
• Gang Boss– He arranges all the machines, tools and other resources required for performances of the job so that there is no delay.
• Speed Boss– This foreman assures completion of job on time.
• Repair Boss– This boss ensures that machines and tools are kept in working conditions.
• Inspector– This boss keeps a check on quality control of the output.
2- Standardisation and Simplification of Work:
Standard of output is possible only if standard is maintained at starting i.e. from selection of tools, equipment, and machine to use, maximize the output by keeping in mind the quality standards.
To set up standard the managers must make use of work study technique which includes time study, motion study and fatigue study. The objective of this technique is to set up performance standards of men and machines also.
Simplification refers to elimination of unnecessary diversity of products, size and types. As more varities of product mean more inventory, more type of machines, more labour cost, etc. So, by simplification there can be economy in use of labour, machine, inventory maintenance etc.
For example, A paper manufacturing company in USA reduced its varieties from 2000 to 200 which brought positive results for the company.
3- Work Study: It ensures maximum production at minimum cost and getting best contribution from every factor.
It include four main study:
i. Fatigue Study– It refers to determine the duration and frequency of rest intervals to complete a particular job. The main objective of this study is to maintain the efficiency level of workers. There may be many causes of fatigue/tiredness such as long working hours, poor working conditions, etc.
Taylor suggested that the time period and frequency of rest interval should not be decided by the wish and old experience of manager but to give a scientific approach, fatigue study must be conducted.
He insists to observe an average worker when he is performing a job and note down the time when that worker starts getting tired and when his efficiency level starts decreasing then give him break.
ii. Method Study– It refers to identify the most suitable way to do a particular activity. To conduct this study, process chart and operation research techniques are used.
iii. Time Study: It refers to determine the standard time require to complete a particular job activity. This time is determined on the basis of average time taken by the several experiences of same work. The study is conducted with the help of a stop watch.
iv. Motion Study: To conduct motion study Taylor suggested to observe an average worker when he is performing to job and note down all the movements he is doing. How many times he is getting up from his place, how many times he is bending down, etc.
After writing all the movements classify them in productive and unproductive movements and make the strategy to cut down or minimise the unproductive movements.
4- Differential Piece Wage System: This technique emphasises on paying different rate of wage for efficient and inefficient employees.
Taylor suggested that the company must fix a standard rate of wage for workers. The workers who produce more than the standard target must be paid with a higher rate of wage and those who are producing less than standard output must be paid with a rate less than standard rate of wage.
5- Mental Revolution: Taylor said that generally in every organisation workers feel that management exploits them, overburdens with excess work and pays them less; On the other hand, management feels that workers always follow go slow policy, damage the equipment and work carelessly.
In the technique of mental revolution, Taylor stressed that there is need to change the attitude of both the groups. He referred to change as a revolution of mind to develop positive thinking and feeling of co–operation for each other.
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