ASSIGNMENT -01

1. Discuss Scientific Management & its evolution.

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Agriculture and trade dominated the economy in the middle of 18 century, when Europe
witnessed the Industrial Revolution. From the onwards, industry became a dominant feature of
the economy
Industrial revolution replaced human and animal efforts with machinery and tools in the
industrial units. Newer inventions, machines, materials and tools continuously improved the
performance of the industrial revolution.
Factory system with hired labor came into existence when one men or a few people
working together was in sufficient to meet the production and market demands, factory system
with Industrial Units , where started with land, building, money(capital) and hired labor. The
Industrial revolution gave great trust to the growth, expansion diversification of the industries.

Drawbacks

They were working on Ad-hoc basis without a plan of program.

Workers did not want management to know their capability and capacity
Their output was much below their capacity.
The management and workers had opposing interests.

It was during this period that F.W Taylor laid the foundation of the Scientific Management , he
was followed by Henri Fayol, Henry Gantt, Frank Gilberth, Elton Mayo and several others upto
st
the 21 century, contributing to the growth and application of Scientific Management.

Principle of Scientific Management

They develop a science for each element of a man's work, which replaces the old rule-of
thumb method.

They scientifically select and then train, teach, and develop the workman, whereas in the
past he chose his own work and trained himself as best he could.

They heartily cooperate with the men so as to ensure all of the work being done in
accordance with the principles of the science which has been developed.

There is an almost equal division of the work and the responsibility between the
management and the workmen. The management take over all work for which they are

better fitted than the workmen, while in the past almost all of the work and the greater
part of the responsibility were thrown upon the men

Contribution of F.W Taylor

1. Scientific task setting:- Taylor observed that the management does not know exactly the works
pieces of work- volume of works- which are to be performed by the workers during a fixed
period of time- which is called working day. In a working day how much work is to be done by a
worker but be fixed by a manager and the task should be set everyday. The process of task setting
requires scientific technique. To make a worker do a quantity of work in a working day is called
scientific task setting

2. Differential payment system:- under this system, a worker received the piece rate benefit which
will attract the workers to work more for more amount of wages and more incentives would be
created to raise the standardization of output to promote the workers to produce more and
perform more task than before and utilize waste time to earn more wages.
3. Reorganization of supervision:- concepts of separation of planning and doing and functional
foremanship were developed. Taylor opines that the workers should only emphasize in planning
or in doing. There should be 8 foreman in which 4 are for planning and 4for doing. For planning
they were route clerk, instruction cord clerk, time and cost clerk and disciplinarian. And for
doing they were speed boss, gang boss, repair boss and inspector.
4. Scientific recruiting and training:-staffs and workers should be selected and employed on
scientific basis. Management should develop and train every workers by providing proper
knowledge and training to increase their skills and make them effective
5. Economy:- efficient cost accounting system should be followed to control cost which can
minimize the wastages and thoroughly reduced and thus eliminated.
6. Mental revolution:- Taylor argued that both management and workers should try to understand
each other instead of quarreling for profits and benefits which would increase production, profit
and benefits.

Contribution of Henry L Gantt

Henry L.Gannt (1861-1919) worked with taylor on several projects but when he went out on his
own as a consulting industrial engineer, Gannt began to reconsider tailors insensitive systems.

Abandoning the differential rate system as having too little motivational impact Gannet
came up with new idea.

Every worker who finished days assigned work load win 50 percent bonus.

Then he added a second motivation The supervisor would earn a bonus for each workers
who reached the daily standard.
plus a extra bonus if all the workers reached it.
This Gantt reasoned would spur super wiser to train their workers to do a better job.
Every workers progress was rated publicly and recorded an individual bar charts.

Contribution of Flank Lillian Gliberth

Frank B. and Lillian M.Gilbreth(1968-1924) and (1878-1972) made their contribution

To the scientific management movement as a husband and wife team. Lillian and Franck
collaborated on fatigue and motion studies and focus on ways on promoting the
individual workers welfare. to them the ultimate aim of scientific management was to
help workers reach their full potential as human beings
In their conception motion and fatigue were intertwined every motion that was eliminated
reduced fatigue .
using motion picture cameras they tried to find out the most economical motions for each
task in order to upgrade performance and reduce fatigue

Limitations of Scientific Management

It is based upon one best way and is applicable for simple organizations than that for
todays dynamic and complex organization.
It focuses on individual performance than group efforts and divides the workers into
efficient and inefficient categories.
It is focused on specialization and repetition of jobs to increase the productivity which
reduces innovation and creativity and promotes monotony.
It neglects human factor because it motivates workers to work for monetary benefits
rather than human resource development and resources.
There is no scope for creativity of employees because they are developed by manager
which promotes frustration.