The central theme of this essay will deal with the role of Taylorism or scientific management in a specific organization. The primary focus will be to critically discuss how the various methods of scientific management are applicable to the chosen organization, which in this case will be Ford Motors. The essay will describe F.W. Taylor's early work life and techniques of scientific management and its success. It will then go on to discuss the production methods at Ford Motors prior and post the application of the management principles along with their benefits and criticisms.
As the popularity of systematic management rose, there were many organizations that were implementing its main features such as employment of more unskilled workers and work standardization methods (Thompson and Mchugh, 2009, p.28 a). It had several features, a few of which included focusing on the manner in which production took place, being precise about how the activities were going about and to ensure that productivity and overall efficiency improved. Thus, the primary focus was on methods of production as compared to the end result of the production activity. This is when the role of Taylorism came about. Frederick Winslow Taylor, a name that transformed the management scheme forever. Also known as the Father of scientific management, Taylor was the brain behind recognizing the need for efficiency in the workplace. He first started off with his research at Midvale Steel Works, where he meticulously observed the workers and in order to develop his principles and theories with the prime focus of constructing a way to have full control over the activities taking place (Thompson and Mchugh, 2009, p.28 a).
While conducting his research, he noticed a phenomenon where workers would intentionally perform below their potential. This was due to the fact that they were made to work unlimited amounts without gaining any incentives or bonuses and they felt it would be a waste to work hard and not get anything worthwhile in return. Also, there was a misconception that if the workers performed to their maximum capacity, it would become a normal everyday feature and they would be expected to perform at that pace regularly. If they were to be paid on the basis of the level of output, there was a fear that they would have to perform at a constant rate to avoid reduced wages as a result of decreased output. These were the elements that gave rise to the soldiering effect. Seeing how this trend could affect organizations, Taylor developed certain principles to combat these issues. These were known as the scientific management principles and comprised of four main elements.
Firstly, the ‘rule of thumb’ method of working was replaced by development of true science of work where the most efficient and effective way of preforming the job was identified. Secondly, scientific selection and training of workers was done so as to increase specialization of the employee in the particular task....