Human resources essay: fredrick taylor

Multiple aspects of Frederick Taylor’s theories and practices continue to have relevance in the contemporary management functions of planning, leading, organising and controlling, and in the employee-employer relationships. Taylor developed a scientific approach to managerial decision making based on proven fact rather than tradition, guess work, precedent and opinion. His techniques included: time and motion study, standardized tools and procedures, the task, money bonus, individualized work, management responsibility for training, scientific selection and shorter working and rest pauses. He viewed money as the key motivator, believed in authoritarianism, specialisation of labour and was criticised for his treatment of men as machine (Locke, 1982). Many of these principles exist today in both manufacturing and non-manufacturing environments in part or whole. Taylor’s principles of time and motion study and standardized tools and procedures are evident in contemporary management functions of planning. By dismantling the work task into its constituent elements and motions, Taylor eliminated wasted motions and ultimately formulated “the one best way” work would be done (Taylor, 1912/1970). (Wren, 1994). This enabled floor layouts, equipment purchases, production flow, resourcing and material/production flows to be planned accordingly for the most efficient use of equipment and materials. Stemming from strategic planning, optimisation of productivity and efficiency can be achieved through the standardization of tools. Standardization has also been extended beyond the sphere of tool use to include other types of organizational procedures, especially in large firms (Locke, 1982). Contemporary examples include the redesign of machines and equipment to enable workers to become more skilled (Locke, 1982), and therefore enhance performance throughout daily operations. Contemporary management uses advanced information technology to assist it to organise work.

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