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Henry Gantt made many contributions to modern scientific management.

Together with such thinkers as Frederick Taylor andDouglas McGregor, Elton Mayo, andAbraham Maslow, Henry Gantt helped shape what we now know as modernscientific management, implementing such concepts as task scheduling using his eponymous Gantt chart, and his task and bonus system for motivating employees to maintain or exceed the expectations of the schedule. In 1887, Gantt began working with Frederick Taylor applied the principles of scientific management at two steel plants: Midvale and Bethlehem Steel. Scientific management is based upon the concept that workflow can be arranged in such as manner as to optimize throughput and efficiency. Generally, these concepts were largely Theory X in implementation, though their intent was largely to improve the working conditions of the workers as they were pushed to work in a more intelligent manner to garner greater productivity rather than simply working harder. However, as in any Theory X management style, the predominant belief of the manager is that the best way to arrange work is at the discretion of management and motivation is extrinsic, and thus workflow is arranged by managers and bonuses were introduced to lure the workforce to adopt the most optimally efficient path toward productivity so as to claim the largest bonus possible. At the turn of the 20th century, Frederick Taylor conducted studies of workplace operations and management techniques of employees that would later become known as scientific management. He applied the scientific method to workflow, revealing that employee work can decomposed, broken down into its smallest parts, and then optimized for maximum productivity and efficiency. Henry Gantt and Frederick Taylor conducted scientific management experiments together over the course of 14 years before Gantt left the steel industry and became a management consultant. Gantt felt that business was a key part of the larger world community and that the success of the company needed to be based on the needs of the larger societal whole. Business, as a component of this larger community was required, he thought, to enmesh societal interests with organizational interests. Further, he believed that companies would not be ultimately successful unless they followed this fundamental premise of societal service. This management theory of Henry Gantts is not unlike the theory of Kaizen involving optimization of process while considering the workers quality of life or theory of service detailed in Think and Grow Rich, whereby businesses grow to massive successes by finding an appropriate way to contribute to society. Henry Gantt made three key contributions to management thought, all of which are still relevant today. First, he humanized the management of workers, stressing that the work environment needed to be favorable to the worker in order to maximize their productivity. This productivity was rewarded by the second concept innovated by Gantt, the productivity bonus. Those who exceeded expectations received positive motivation for their efforts. His research also led to the Gantt chart, which has been such a useful tool in the world of project management that his chart stayed largely the same until nearly a hundred years later; lines were added between task bars to convey dependency between tasks. He came up with a unique method for paying workers for their productivity. Taylors piece work pay system paid workers only for their productivity. In Gantts pay structure, all workers were provided a basic daily wage, with bonuses if the workers completed their tasks on time and even bigger bonuses if they went above and beyond expectations. Further, managers were rewarded based upon the productivity of their teams, making the success of each individual a motivator for the manager. Gantts goal was for managers to become leaders teaching and guiding their employees, rather than pushing them for greater numbers. In some of the best cases, productivity doubled after this pay system was implemented. These results solidified Gantts theory that the holistic success of the worker was directly coupled to the success of the organization. To summarize, Henry Gantts main contributions to management were Gantt charts, the task and bonus system, improved industrial efficiency through scientific management, and Henry Gantts management theory of the social responsibility of business. We have much to thank Gantt for, he has shaped our world significantly.