Your assignment is to profile a major individual in the world of management thinking. In essence, you will become an expert on at least one key idea developed by that person.
ASSIGNMENT AIMS AND SKILLS DEVELOPMENT
There are many experts that have written, researched and/or practiced management. Many have proposed theories of management and organizational behavior that were thought to help the practicing manager. The assignment is to research and critique your chosen management writer in depth so that you start to create your own view of part of his work and its value to you as a practicing manager.
A short report on Frederick Winslow Taylor summarising his/her key work/ideas and a contribution to the Glossary of management writers.
DETAILS OF THE ASSIGNMENT
1. To research your allocated management writer and write a short report of not more than 2 pages (approximately 1000 words single spacing Times Roman font size 12 including references) on your allocated writer. To add an appendix of not more than half page assessing the quality of your sources. You should plan to add at least 3-4 additional references to those given in the description of your chosen writer.
It must be in a proper academic format with all references. It can include quotes from the management guru or someone writing about them, fully referenced (please use the HARVARD system). The report should include the following:
a.A short section on the background of the writer, the era in which he/she worked.
b.An explanation of his/her main thought/idea or model as suggested in the short description given Note several writers contributed a range of models and ideas on a wide range of issue or problems. You have been directed towards one that seems of most significance for today’s organizations.
c.A reference section in Harvard format showing all the references in alphabetical order that you refer to in the report.
d.Where her/his ideas fit into the Quinn Competing Values framework.
e.A critical assessment of their contribution: – how far their ideas are or could be applied today
f. For the appendix on information sources – You should list your sources (the references you quote in the report), explaining the reasons for your choice. It is important that you give a brief assessment of the credibility and reliability of each source.
Criteria for marking the report and card (to be used by the marker)
1.Researching the guru and INFORMING us about them
2. Demonstrating some REFLECTION and CRITICAL ASSESSMENT of the guru’s contribution.
3. Locating the guru in the Quinn framework.
4. Presenting the Report and Card in the required format.
5. Saving the documents in the correct format and using the Harvard Referencing System.
6.Establishing the credibility of the sources used \
This paper main aim, purpose and objective is to provide and demonstrates some of the contributions of Frederick Winslow Taylor towards various management thinking and practices in the society. The paper will also investigate and analyze some of the early management works of Frederick Winslow Taylor and also indicates how some of the ideas and policies of Frederick Winslow Taylor fit in the Quinn Competing Values framework. Finally, the paper will indicate and demonstrate how the management practices of Frederick Winslow Taylor can be applied in the current society activities and operations.
Frederick Winslow Taylor Scientific Management Theory
According to several research based studies and reports, formal management activities and operations in the society can be traced back to early 1700s (Witzel, & Warner 2015, p. 56).
This is because individuals in the ancient society were able to manage their work through the application of various management models and theories. Despite this, it is also worth noting that significant development in management mainly emerged during the twentieth century in various countries globally (Kulesza, Weaver, & Friedman 2011, p.106).
Some of the individuals who contributed immensely towards the development of these management models include Frederick Winslow Taylor (Witzel, & Warner 2015, p. 59).
Based on a number of studies and reports, it is true that Frederick Winslow Taylor began and started scientific management movement mainly with the aim of improving the level of business productivity in the society (Kulesza, Weaver, & Friedman 2011, p.108).
According to Frederick Winslow Taylor, managers should not force employees to work extra-hard but should aim at promoting efficient and effective work framework in the organization. It is also worth noting that Frederick Winslow Taylor written and published a book entitled, “The Principles of Scientific Management”, especially in early 1909 (Witzel, & Warner 2015, p. 63).
According to findings and results in this book, managers should simplify to their employees the type of job they do in order to increase the level of their productivity in the firm (Pane Haden, Humphreys, Cooke, & Penland 2012, p. 11). Frederick Winslow Taylor also argues that the employees and the managers should work in cooperation in order to increase and promote the level of employee’s performance in the organization (Witzel, & Warner 2015, p. 66). This is because proper coordination and cooperation between the workers and the managers will improve good relationship between them thus motivating the employees to work towards the achievement of the firm goals and objectives (Tadajewski, & Jones 2012, p. 38).
Furthermore, Frederick Winslow Taylor also support the idea that managers should motivate the employees through the use of rewards and other incentives in order to allow them work hard and achieve the firm goals and objectives (Witzel, & Warner 2015, p. 61). This is because according to Frederick Winslow Taylor, employees and workers in the firm are mostly motivated by money and rewards thus increasing their pay may motivate them towards the achievement of the firm goals (Salimath, & Jones 2011, p. 85).
It is also worth noting that Frederick Winslow Taylor had a background in mechanical engineering and his main interest was the promotion of work efficiency and productivity in organizations especially by managers (Chung 2013, p. 54).
He also managed to develop and designed a work place experiment model that indicates how managers can promote their workers optimal performance (Giannantonio, & Hurley-Hanson 2011, p. 10).
Through his scientific management experiments, he found out that some employees and workers can work more effectively and efficiently than others (Chung 2013, p. 50). Therefore, he concluded that top managers in organizations should aim at hiring individuals with desirable and hardworking qualities in their organizations. This will also improve work efficiency and productivity in the firm.
There are around four principles and values of scientific management practices according to Frederick Winslow Taylor (Monin, Barry, & Monin 2003, p. 401).
For example, managers should apply the rule of thumb and scientific procedures in studying the work pattern of their workers with the aim of developing the most efficient and productive procedure of performing duties in the firm (Blake, & Moseley 2010, p. 33).
Furthermore, Frederick Winslow Taylor also argues that workers should be assigned jobs and duties based on their skills and abilities. Workers should also be well trained and motivated in order to increase their work production and efficiency (Blake, & Moseley 2010, p. 32).
Managers should also monitor and evaluate their workers performance levels in order to provide the best policies and models of improving their performance levels in the work place (Chung 2013, p. 46).
The managers should also coordinate, cooperate and work in close association with their employees in order to allow them have good relationship with their workers (Blake, & Moseley 2010, p. 34). Frederick Winslow Taylor also recommend that managers should plan, train and allow their workers to perform their duties without interferences (Witzel, & Warner 2015, p. 69).
However, it is also evident that Frederick Winslow Taylor management principles only advocate for the provision of workers autonomy practices in the work place. This is because Frederick Winslow Taylor argues that workers are mostly motivated and happy when they are not under close supervision.
Despite this, there are those who argue that Frederick Winslow Taylor scientific management application model fail to provide the best procedure for managers to promote their employees performance level (Blake, & Moseley 2010, p. 31).
Others also argue that Frederick Winslow Taylor principles of management only promotes the idea that there is only one right procedure of improving and increasing productivity in the work place (Monin, Barry, & Monin 2003, p. 377).
Furthermore, it is also evident that Frederick Winslow Taylor principles of management fail to recognize other policies of improving productivity and efficiency in the firm such as the use of continuous improvement models (Chung 2013, p. 45).
Frederick Winslow Taylor scientific management model also fail to consider the workers impact towards major decision making activities in the work place (Blake, & Moseley 2010, p. 30).
It is also true and evident that Frederick Winslow Taylor scientific management theory fail to consider the importance of team work in the organization (Brennan 2011, p. 121).
Despite this, his theory can be applied in the modern society towards the promotion of work specialization (Brennan 2011, p. 127).
The theory also fail to recognize various mental and psychological aspects of workers in the work place (Monin, Barry, & Monin 2003, p. 386).
Therefore, it can be argued that the scientific management theory fail to consider the human well-being and psychological needs in the work place (Derksen 2014, p. 148).
The theory viewed workers just like machines thus it is exploitative to workers in the organization. The theory also concentrates on the methods on improving workers efficiency only without considering team work among employees in the firm (Brennan 2011, p. 128).
The theory has been applied in a number of modern organization today especially towards improving productivity and efficiency in organizations (Ishii 2013, p. 7322).
According to several studies and reports, the theory is very imperative towards the use of scientific methods in solving workers problems in the firm (Ishii 2013, p. 7326).
The theory is also mostly applied towards promotion of work-measurement activities, towards improving of the workers production as well as towards production control in various organizations globally (Brennan 2011, p. 131).
There are also those who argue that the theory can be applied towards studying employees in the workplace, towards improving quality in the workplace as well as towards maintenance of high levels of workers performance in the firm (Monin, Barry, & Monin 2003, p. 400).
In addition, through the use of the theory managers can use their authority well in the firm in order to motivate the workers to work towards the achievement of the firm goals and objectives (Brennan 2011, p. 130).
The theory also focus on work specialization, improving of workers responsibility as well as separation of planning from other operations in the firm. Therefore, modern managers can use and apply the theory towards giving of their employees incentives and rewards. This will provide good relationship and proper understanding between the management and the workers in the organization (Brennan 2011, p. 132).
Frederick Winslow Taylor Scientific Management Theory and Quinn Model of Competing Values Framework
The Quinn model of competing values framework is mainly directed towards the promotion of effective organizations. The model demonstrates firm’s culture including various practices in the firm (O’Neill, & Quinn 1993, p. 6). According to this framework, organization should focus on improving their productivity, in improving the quality of their services as well as in improving and promoting creativity and innovation in the firm (Blake, & Moseley 2010, p. 28).
In that sense, the Frederick Winslow Taylor scientific management theory is also based on the Quinn model since it advocates for promoting efficiency and increasing production in the firm (Witzel, & Warner 2015, p. 68). The model also outlines the major roles of managers in an organization including the ability to promote changes and offer effective leadership in the firm (Witzel, & Warner 2015, p. 56).
The competing values framework also indicate that managers should motivate their employees, should have good and effective communication skills and also have the ability to use their personality to influence the activities of the workers in the firm (Blake, & Moseley 2010, p. 27).
Frederick Winslow Taylor scientific management theory contributes and fits in the Quinn competing values framework since it supports the provision of effective leadership styles by managers towards the promotion of the firm productivity and efficiency (Quinn, Hildebrandt, Rogers, & Thompson 1991, p. 213).
The competing values model also indicates the importance of providing flexibility, stability and proper production control in organizations thus it is related to the Frederick Winslow Taylor scientific management theory (Wren 2011, p. 18).
Just like the Quinn competing values model, the Frederick Winslow Taylor scientific management theory can also be applied towards promoting productivity and proper leadership styles by managers in global firms (Wren 2011, p. 22).
The Frederick Winslow Taylor scientific management theory also provides proper procedures and strategies of managing employees, policies of improving efficiency and effectiveness of production in the firm thus fits in the Quinn competing framework (Wren 2011, p. 21).
Therefore, it worth noting that Frederick Winslow Taylor is one of the earliest management theorists who contributed a lot towards the development of modern management models of production ((Quinn, Hildebrandt, Rogers, & Thompson 1991, p. 214).
Frederick Winslow Taylor main contribution is towards the development of an effective model of improving efficiency and increasing production in the firm (Arsenault, & Faerman 2014, p. 147).
He mainly focuses on the manager’s relationship with their employees (Chung 2013, p. 52). He also focuses on the provision of work specialization, proper management of workers as well as motivating of workers in order to promote and improve their performance levels in the firm.
Arsenault, P, & Faerman, S 2014, ‘Embracing Paradox in Management: The Value of the Competing Values Framework’, Organization Management Journal (Routledge), 11, 3, pp. 147-158,
Blake, A, & Moseley, J 2010, ‘One hundred years after The Principles of Scientific Management: Frederick Taylor’s life and impact on the field of human performance technology’, Performance Improvement, 49, 4, pp. 27-34,
Brennan, LL 2011, ‘The Scientific Management of Information Overload’, Journal of Business & Management, 17, 1, pp. 121-134,
Chung, CH 2013, ‘the Road Not Taken: Putting “Management” Back to Taylor’s Scientific Management’, Journal of Multidisciplinary Research (1947-2900), 5, 1, pp. 45-56,
Derksen, M 2014, ‘Turning Men into Machines? Scientific Management, Industrial Psychology, and the ‘Human Factor”, Journal of the History of the Behavioral Sciences, 50, 2, pp. 148-165,
Giannantonio, C, & Hurley-Hanson, A 2011, ‘Frederick Winslow Taylor: Reflections on the Relevance of the Principles of Scientific Management 100 Years Later’, Journal of Business & Management, 17, 1, pp. 7-10,
Ishii, K 2013, ‘A production research to create new value of business output’, International Journal of Production Research, 51, 23/24, pp. 7313-7328,
Kulesza, M, Weaver, P, & Friedman, S 2011, ‘Frederick W. Taylor’s Presence in 21st Century Management Accounting Systems and Work Process Theories’, Journal Of Business & Management, 17, 1, pp. 105-119,
Monin, N, Barry, D, & Monin, D 2003, ‘Toggling with Taylor: A Different Approach to Reading a Management Text’, Journal of Management Studies, 40, 2, pp. 377-401,
O’Neill, R, & Quinn, R 1993, ‘Editors’ Note: Applications of the Competing Values Framework’, Human Resource Management, 32, 1, pp. 1-7,
Pane Haden, S, Humphreys, J, Cooke, J, & Penland, P 2012, ‘Applying Taylor’s Principles to Teams: Renewing a Century-Old Theory’, Journal of Leadership, Accountability & Ethics, 9, 4, pp. 11-20,
Quinn, R, Hildebrandt, H, Rogers, P, & Thompson, M 1991, ‘A Competing Values Framework for Analyzing Presentational Communication in Management Contexts’, Journal Of Business Communication, 28, 3, pp. 213-232,
Salimath, M, & Jones III, R 2011, ‘Scientific Entrepreneurial Management: Bricolage, Bootstrapping, and the Quest for Efficiencies’, Journal of Business & Management, 17, 1, pp. 85-103,
Tadajewski, M, & Jones, D 2012, ‘Scientific marketing management and the emergence of the ethical marketing concept’, Journal of Marketing Management, 28, 1/2, pp. 37-61,
Wren, DA 2011, ‘the Centennial of Frederick W. Taylor’s the Principles of Scientific Management: A Retrospective Commentary’, Journal of Business & Management, 17, 1, pp. 11-22,
Witzel, M, & Warner, M 2015, ‘Taylorism revisited: culture, management theory and paradigm-shift’, Journal of General Management, 40, 3, pp. 55-69,