Scientific Management

Scientific management is a management theory in which the analysis of workflow, labour productivity, and inefficiency is carried out to increase the board’s efficiency. In this management, various scientific factors are analysed, and an overview of performance is interpreted. Lastly, gaps in the working systems are filled for increased worker productivity. Scientific management was mainly designed for factory workers or labourers at an operational level. Let’s discuss all the techniques and principles of scientific management.

Scientific Management Theory

The first scientific management theory was developed by Frederick Winslow Taylor in 1909. Taylor gave the study on ‘Principles of Scientific management’ where he described the four scientific fundamentals and principles to reduce the process timing of any work. His study is often known as Taylorism.

Moreover, Taylor was the sole master behind scientific management; two engineer brothers, Frank and Lillian Gilberth, also have a scientific management theory that also focused on increasing productivity overboard. However, they described methods of altering workflow motions and changing workers’ workflow to improve overall process efficiency.

Principles of Scientific Management

In Taylorism, all four principles were developed based on the deep analysis of some renowned industries. The four principles are as follows:

• Science is not a rule of thumb.
• Harmony, not discord.
• Cooperation, not individualism.
• Development of every person to their greatest efficiency and prosperity.

Moreover, with providing these principles, the study also criticises organisations’ poor management, which has several factors lowering the efficacy of their workers, mainly labour workers. 

Science is not a rule of thumb

This principle describes the implementation of science as a necessity to increase productivity. It means that every single task of a worker should be analysed scientifically. ‘Rule of thumb’ or say any congenital ways should be prohibited under this principle. This principle focuses on decreasing the work timing and human energy by directly making an outline of the work process.

Harmony, not discord

This scientific principle focused on developing the positive mentality of workers where they give importance and value to each other. In the case of discord relationships, it can create jealousy, conflicts, or negativity which can kill the board’s efficiency in the long run. In simpler words, harmony should be maintained among the workforce. Managers are also counted as part of the workforce in this study. Though, peace among the board of management and workers is also necessary.

Cooperation, not individualism

In the study, Taylor observed workers doing different levels of tasks often develop jealousy and be rebellious against the organisation. This kills the interest in doing work, resulting in inefficiency. By this principle, Taylor conveyed that the business is entirely around cooperation and fellowship. Individualism shouldn’t be there. 

Development of every person to their greatest efficiency and prosperity

A worker with a work-specific skillset can do a particular task faster and better than a clueless person. As no one is born taking skills with them, this principle conveys the necessity to build a quality workforce by developing the skills of each individual specifically for corresponding tasks. 

Techniques of Scientific Management

Along with principles, a few techniques were also given by Taylor to make it easier for managers to implement the regulations. There were five significant techniques: functional foremanship, standardisation and simplification of work, work-study, differential piece wage system, and mental revolution.

Functional foremanship

This technique is quite like building the proper working ecosystem where every aspect of the production and planning could be carried by category specials. In brief, a factory manager should be managing the two sub-managers who work in planning and production. Further, those two managers manage a set of four-four clerks, which often check the speed, maintenance, availability, efficiency, and production cost among workers. Though, employees with all dedicated tasks can boost the overall efficiency among the board. 

Standardisation and simplification of work

A standard and simple routine should be there, which should be designed scientifically in an organisation. Having a dedicated way can decrease the wastage of time and even cut the lethargy and unproductiveness from the board.   

Work-study

As the name states, the study of workers should be carried out to trace inefficiency causing factors. The work-study includes analysis of worker’s fatigue, methods, work durations, and motions. The last draft of the work-study can be used to fill the gaps by altering the factors.

Differential piece wage system

This technique promoted incentive-based payouts and salaries. Taylor believed there shouldn’t be a fixed salary for any worker regardless of his production capability by this technique. Every worker in the system should be given a proper incentive for the efforts. A standard production cost should be decided per task, and payout should be made on the number of assignments completed in a cycle. 

Mental revolution

With this technique, Taylor believed proper coordination, harmony, and humanity should be maintained across all sectors. Each individual of management should be considered as a family member, and no superiority should be shown on any aspect, whether its position or wealth. 

Conclusion

We have learned the importance of scientific management in business and how it can benefit the company. In brief, scientific management is the outline of management done through scientific analysis with the motive of increasing efficiency overboard. Scientific management comprises four major principles and five main techniques, which revolve around the different aspects of business proposed by Fredric Taylor.