L-4-
SCIENTIFIC
MANAGEMENT
BACKGROUND OF SCIENTIFIC MANAGEMENT
Scientific management, also known as Taylorism, is a
management theory developed by Frederick Winslow Taylor in the late 19th and
early 20th centuries. It emerged in response to the inefficiencies and
productivity issues faced by industrial organizations during that time.
Taylor's approach aimed to improve productivity and efficiency by applying
scientific methods to the management of work processes.
Taylor observed that traditional management practices
often relied on subjective decision-making, inefficiency, and a lack of
standardized work methods. He believed that by applying scientific principles
to work processes, organizations could achieve higher productivity, reduced
waste, and increased employee satisfaction. His ideas laid the foundation for
the development of modern management practices.
PRINCIPLES OF SCIENTIFIC MANAGEMENT
Scientific Study of Work: Scientific
management involves conducting systematic studies to determine the most
efficient ways of performing work tasks. This includes analyzing work
processes, identifying the best techniques and equipment, and establishing
standardized procedures that optimize productivity.
Scientific Selection and
Training of Workers: According to Taylor, workers should be carefully selected
based on their abilities and suitability for specific tasks. They should also
receive proper training to develop the necessary skills and knowledge required
to perform their jobs effectively. This principle emphasizes matching workers'
capabilities with the demands of the work to achieve optimal performance.
Scientific
Management-Worker Cooperation: Taylor believed in establishing a
cooperative relationship between management and workers. He advocated for
involving workers in decision-making processes and providing incentives to
motivate them to perform at their best. This principle aimed to create a
harmonious work environment where both management and workers work together
towards common goals.
Division of Labor: Taylor
emphasized breaking down complex tasks into smaller, specialized tasks to
increase efficiency. By dividing work and assigning specific tasks to workers,
each individual can focus on their assigned task, leading to increased productivity
and expertise in their respective areas.
Standardized Procedures and
Tools: Scientific
management promotes the use of standardized procedures, tools, and techniques
to ensure consistent and efficient work processes. This reduces variability, minimizes
waste, and allows for easier training and evaluation of employees.
Time and Motion Studies: Taylor
introduced time and motion studies to analyze work processes and identify areas
of improvement. These studies involved breaking down tasks into individual
motions and determining the most efficient sequence and time required to
perform them. By eliminating unnecessary movements and optimizing work methods,
time and motion studies aimed to increase productivity and reduce fatigue.
Differential Piece-Rate
System: Taylor
introduced a differential piece-rate system, where workers were paid based on
their level of performance. This system provided financial incentives for
workers to achieve higher levels of productivity, thereby motivating them to
work efficiently.
SIGNIFICANCE OF SCIENTIFIC MANAGEMENT
Scientific management has had a significant impact on the
field of management and industrial practices. Some of the key significance of scientific
management includes:
Increased Productivity: By
applying scientific methods and principles to work processes, scientific
management has helped organizations achieve higher levels of productivity and
efficiency. The focus on eliminating waste, standardizing procedures, and
optimizing work methods has led to improved output and reduced costs.
Employee Welfare: Scientific
management emphasized the selection, training, and development of workers. It
aimed to improve the working conditions, provide proper training, and ensure
fair compensation for employees. This focus on employee welfare has contributed
to increased job satisfaction and better employee-manager relationships.
Organizational Efficiency: Scientific
management introduced systematic approaches to analyze and improve work
processes. By identifying inefficiencies, eliminating unnecessary tasks, and
optimizing workflow, organizations have been able to achieve higher levels of
efficiency and effectiveness in their operations.
Basis for Modern Management
Practices:
Scientific management laid the foundation for many of the modern
management practices and principles used today. Concepts such as standardized
procedures, time and motion studies, performance-based incentives, and division
of labor have been widely adopted and.
TAYLOR AND SCIENTIFIC MANAGEMENT
Frederick Winslow Taylor, often referred to as the father
of scientific management, made significant contributions to the field of
management with his principles and theories. Here is an overview of Taylor's
work and the key aspects of scientific management:
Time and Motion Studies: Taylor's
pioneering work in time and motion studies involved breaking down work tasks
into smaller elements and analyzing the most efficient way to perform them. He
believed that by carefully studying and eliminating unnecessary motions, productivity
could be significantly improved.
Standardization of Work: Taylor
advocated for standardizing work methods and processes to ensure consistency
and efficiency. This involved developing precise procedures and guidelines for
each task and training workers to follow them. Standardization helped reduce
variations, minimize errors, and optimize performance.
Scientific Selection and
Training: Taylor
emphasized the importance of selecting the right people for specific jobs based
on their skills and abilities. He believed that workers should be trained and
developed to perform their tasks effectively. Taylor argued that through proper
training, workers could acquire specialized knowledge and skills to enhance
their productivity.
Differential Piece-Rate System: Taylor
introduced the concept of a differential piece-rate system, which involved
paying workers based on their level of output. Higher levels of productivity
were rewarded with higher pay rates, providing workers with financial
incentives to perform at their best. This system aimed to motivate workers to
increase their efficiency and output.
Cooperation between
Managers and Workers: Taylor stressed the need for cooperation and
collaboration between managers and workers. He believed that a harmonious relationship
between the two was essential for achieving organizational goals. Taylor
advocated for involving workers in decision-making processes and giving them a
voice in determining work methods and standards.
Elimination of Wasteful
Practices:
Taylor focused on identifying and eliminating wasteful practices that
hindered productivity. This included reducing unnecessary movements,
eliminating redundant tasks, and streamlining work processes. By eliminating
waste, organizations could improve efficiency and reduce costs.
The significance of Taylor's scientific management
approach lies in its contributions to improving productivity, efficiency, and
organizational effectiveness. Some of the key impacts of scientific management
include:
Increased Productivity: Taylor's
principles and methods aimed to maximize productivity by optimizing work
processes, eliminating waste, and improving efficiency. The focus on scientific
approaches to work led to significant productivity gains in various industries.
Standardization and
Efficiency: Taylor's emphasis on standardization and the use of
precise procedures helped organizations achieve consistency, reduce errors, and
improve efficiency. Standardization also facilitated training and skill
development for workers.
Worker Training and
Development: Taylor's ideas emphasized the importance of training and
developing workers to enhance their skills and capabilities. This focus on
employee development not only improved individual performance but also
contributed to higher overall organizational competence.
Employee-Manager
Collaboration: Taylor's approach emphasized cooperation and
collaboration between managers and workers. By involving workers in
decision-making processes and giving them a voice, Taylor sought to create a
more inclusive and harmonious work environment.
Influence on Modern
Management Practices: Taylor's principles and concepts, such as time and motion
studies, standardization, and performance-based incentives, have had a lasting
impact on modern management practices. Many of his ideas are still relevant and
widely used today.
Overall, Taylor's scientific management principles
revolutionized the way organizations approached work processes, productivity,
and employee-employer relationships. His ideas continue to shape management
practices and contribute to organizational success.
CONCEPT OF SCIENTIFIC MANAGEMENT
The concept of scientific management, developed by
Frederick Winslow Taylor in the late 19th and early 20th centuries,
revolutionized the field of management and laid the foundation for modern
management practices. Scientific management is based on the principles of
applying scientific methods to study and improve work processes, increasing
efficiency, and maximizing productivity. Here are the key concepts of
scientific management:
Scientific Study of Work: Scientific
management involves the systematic study and analysis of work processes to
identify the most efficient methods of performing tasks. This includes breaking
down complex tasks into smaller elements, studying each element in detail, and
determining the best way to perform them.
Time and Motion Studies: Time
and motion studies are a crucial component of scientific management. They
involve observing and analyzing the movements and time taken to perform each
task. By identifying and eliminating unnecessary movements and optimizing work
methods, time and motion studies aim to increase productivity.
Standardization and
Standard Operating Procedures: Scientific management emphasizes the
importance of standardizing work processes and developing standard operating
procedures. This involves establishing precise guidelines and methods for each
task to ensure consistency, eliminate variations, and achieve efficiency.
Training and Development: Scientific
management recognizes the need for training and developing workers to perform
their tasks effectively. It focuses on providing workers with the necessary
skills, knowledge, and training to enhance their productivity and contribute to
organizational goals.
Performance-based
Incentives: Scientific management promotes the use of
performance-based incentives to motivate workers. This involves linking
compensation and rewards to individual or team performance, encouraging
employees to increase their productivity and output.
Collaboration between
Managers and Workers: Scientific management emphasizes the importance of
cooperation and collaboration between managers and workers. It encourages
managers to involve workers in decision-making processes and provide them with
a voice in determining work methods and standards. This collaboration fosters a
sense of ownership and engagement among employees.
Efficiency and Productivity
Improvement: The core objective of scientific management is to improve
efficiency and productivity in organizations. By applying scientific principles
and methods, eliminating waste, and optimizing work processes, scientific
management aims to achieve higher levels of output with fewer resources.
The concept of scientific management has had a profound
impact on management practices, leading to significant improvements in
organizational efficiency, productivity, and employee performance. It has paved
the way for the development of other management theories and approaches, such
as process improvement methodologies and the focus on continuous improvement.
However, it's important to note that scientific
management has also faced criticism for its potential to dehumanize work and
overlook the complex social and psychological aspects of employee motivation.
Nevertheless, its principles and concepts continue to shape management
practices and provide a foundation for understanding and improving work
processes.
PRINCIPLES OF SCIENTIFIC MANAGEMENT
The principles of scientific management, developed by
Frederick Winslow Taylor, form the basis of the scientific management approach.
These principles aim to improve efficiency, productivity, and effectiveness in
organizations. Here are the key principles of scientific management:
Science, Not Rule of Thumb: Scientific
management advocates for the use of scientific methods and data to make
management decisions. It emphasizes the importance of conducting systematic
studies and experiments to identify the most efficient work methods.
Harmony between Management
and Workers: Scientific management promotes a cooperative and
collaborative relationship between management and workers. It encourages
managers to involve workers in decision-making processes and create a
supportive and respectful work environment.
Division of Work: The
principle of division of work suggests that tasks should be divided and
assigned to workers based on their specialization and expertise. By breaking
down complex tasks into smaller, more manageable parts, efficiency and
productivity can be increased.
Scientific Selection and
Training: Scientific
management emphasizes the importance of selecting and training workers based on
their abilities and aptitude for specific tasks. It advocates for matching the
right person to the right job and providing training to enhance their skills
and performance.
Standardization of Work: Standardization
involves developing standard methods and procedures for performing tasks. This
ensures consistency, eliminates inefficiencies, and allows for easier training
and supervision of workers.
Incentives and Rewards: Scientific
management promotes the use of performance-based incentives and rewards to
motivate workers. It suggests that rewards should be linked to individual or
group performance and tied to achieving specific targets or standards.
Time and Motion Studies: Time
and motion studies involve analyzing and optimizing work processes by studying
the movements and time taken to perform tasks. By eliminating unnecessary
movements and identifying the most efficient ways of performing tasks,
productivity can be increased.
Functional Foremanship: This
principle suggests the specialization of supervisors based on their expertise.
Different supervisors are responsible for different aspects of work, such as
planning, organizing, training, and discipline.
Mental Revolution: The
principle of mental revolution emphasizes the need for a change in mindset and
attitudes towards work. It encourages workers and managers to adopt a positive
and cooperative mindset, focusing on mutual cooperation and achieving
organizational goals.
These principles were developed in the early 20th century
and have influenced management practices across various industries. While some
aspects of scientific management have evolved and been adapted over time, these
principles continue to provide valuable insights into improving efficiency and
effectiveness in organizations.
ELEMENTS OR TECHNIQUES OF SCIENTIFIC MANAGEMENT
The elements or techniques of scientific
management, as advocated by Frederick Winslow Taylor, include:
Time and Motion Studies: Time
and motion studies involve carefully observing and analyzing work processes to
determine the most efficient sequence of movements and the optimal time
required to complete each task. This helps in identifying and eliminating
unnecessary movements or wastage of time, leading to increased productivity.
Standardization of Work: Standardization
involves establishing standardized methods, procedures, and tools for
performing tasks. This ensures consistency in work processes, reduces
variability, and facilitates easier training and supervision of workers.
Scientific Selection and
Training: Scientific
management emphasizes selecting workers based on their abilities, aptitude, and
skills for specific tasks. This involves conducting scientific tests and
assessments to match the right person to the right job. Additionally,
systematic training programs are developed to enhance workers' skills and
ensure they have the necessary knowledge and techniques to perform their tasks
efficiently.
Differential Piece Rate
System: Taylor
introduced the concept of a differential piece rate system, which involves
providing higher rates of pay for workers who exceed the standard level of
performance. This system creates incentives for workers to increase their
productivity and earn more based on their individual efforts.
Functional Foremanship: This
technique involves dividing the supervisory responsibilities among different
specialized supervisors or foremen. Each supervisor is responsible for specific
functions such as planning, organizing, training, or disciplining workers. This
specialization allows for greater expertise and efficiency in managing
different aspects of work.
Cooperation and
Collaboration: Scientific management emphasizes the importance of
fostering cooperation and collaboration between workers and managers. It
promotes creating a supportive work environment where workers are involved in
decision-making processes and have a say in improving work methods and
conditions.
Standardized Tools and
Equipment:
Scientific management advocates for using standardized tools and
equipment that are designed to optimize efficiency and minimize wastage of time
and effort. This includes providing workers with the appropriate tools and equipment
that are ergonomically designed for their tasks.
Task Specialization and
Division: Scientific
management promotes breaking down complex tasks into smaller, more specialized
tasks that can be easily performed by workers. This enables workers to focus on
specific tasks and develop expertise in their assigned area, leading to higher
efficiency and productivity.
These elements or techniques of scientific management
were aimed at increasing efficiency, improving productivity, and reducing
wastage in organizations. While some of these techniques have evolved and been
modified over time, they have played a significant role in shaping management
practices and optimizing work processes in various industries.
IMPORTANCE/BENEFITS OF SCIENTIFIC MANAGEMET
The importance and benefits of scientific
management include:
Increased Productivity: Scientific
management emphasizes efficiency and optimization of work processes. By
analyzing and streamlining work methods, eliminating wasteful practices, and
implementing standardized procedures, scientific management helps to increase
productivity and output.
Cost Reduction: Through
the application of scientific principles, organizations can identify and
eliminate unnecessary costs and inefficiencies. By minimizing waste, reducing
idle time, and improving resource allocation, scientific management contributes
to cost reduction and improved profitability.
Improved Quality: Scientific
management focuses on standardization and consistency in work processes. By
defining standardized methods and procedures, organizations can ensure
consistent quality in their products or services. This leads to customer
satisfaction, enhanced reputation, and competitive advantage in the market.
Enhanced Efficiency: The
emphasis on time and motion studies in scientific management helps identify and
eliminate unnecessary movements or steps in work processes. This improves
efficiency, reduces fatigue, and allows workers to accomplish tasks more
quickly and effectively.
Employee Development: Scientific
management recognizes the importance of employee training and development. By
providing systematic training programs, organizations can enhance employees'
skills and capabilities, leading to higher job satisfaction, motivation, and
career growth.
Clearer Communication and
Coordination: Scientific management promotes clear communication and
coordination between managers and workers. Through standardized procedures and
defined roles and responsibilities, organizations can ensure effective
communication channels and smooth coordination, leading to better teamwork and
overall organizational efficiency.
Employee Involvement and
Engagement: Scientific management encourages employee involvement in
decision-making processes and problem-solving. By empowering employees and
seeking their input, organizations can tap into their knowledge and expertise,
fostering a sense of ownership and engagement among employees.
Continuous Improvement: Scientific
management promotes a culture of continuous improvement. By regularly evaluating
and analyzing work processes, organizations can identify areas for improvement
and implement changes to enhance efficiency, productivity, and performance.
Overall, scientific management offers numerous benefits
to organizations, including increased productivity, cost reduction, improved
quality, employee development, and better communication and coordination. By
applying scientific principles and techniques, organizations can optimize their
operations, maximize resources, and achieve sustainable growth.
BENEFITS TO WORKERS
Competitive Compensation: Offering
competitive salaries and benefits packages is a significant benefit to workers.
Adequate compensation ensures that workers feel valued for their contributions
and helps attract and retain talented individuals. It also provides financial
security and stability, allowing workers to meet their personal and
professional needs.
Career Growth
Opportunities: Providing opportunities for career advancement and
professional development is crucial for workers' long-term success and job
satisfaction. When workers have access to training programs, mentorship, and
skill-building initiatives, they can enhance their knowledge and abilities,
take on new challenges, and progress within their careers.
Work-Life Balance: Promoting
a healthy work-life balance is increasingly recognized as essential for worker
well-being. Offering flexible work arrangements, such as telecommuting,
flexible schedules, or parental leave, allows workers to manage their personal
and family responsibilities effectively. This balance contributes to reduced
stress levels, increased job satisfaction, and higher overall quality of life.
Safe and Healthy Work
Environment: Providing a safe and healthy work environment is
paramount for the well-being of workers. Organizations that prioritize
occupational health and safety measures create an atmosphere where workers feel
protected and supported. This, in turn, reduces the risk of work-related
injuries and illnesses and fosters a positive workplace culture.
Recognition and Rewards: Recognizing
and rewarding workers' achievements and contributions is an effective way to
boost morale and motivation. Publicly acknowledging and appreciating workers'
efforts through rewards, bonuses, or recognition programs not only reinforces
their sense of accomplishment but also promotes a positive and inclusive work
environment.
Workplace Flexibility: Embracing
workplace flexibility, such as remote work options or flexible schedules, can
provide workers with increased autonomy and control over their work lives. This
flexibility allows them to better manage personal commitments, reduce commuting
time, and achieve a better work-life integration, resulting in improved job
satisfaction and overall well-being.
Employee Benefits: Offering
comprehensive employee benefits, such as health insurance, retirement plans,
paid time off, and wellness programs, demonstrates an organization's commitment
to the well-being of its workers. These benefits contribute to physical and
mental health, financial security, and a better work-life balance.
Supportive Work Culture: Cultivating
a supportive work culture is crucial for worker satisfaction and engagement. A
positive work culture includes open communication, respect, collaboration, and opportunities
for feedback and involvement. When workers feel valued, supported, and part of
a cohesive team, they are more likely to be motivated, productive, and loyal to
the organization.
Work Autonomy: Allowing
workers to have a certain degree of autonomy in their roles can be highly
beneficial. Empowering workers to make decisions, take ownership of their work,
and have input into the decision-making process fosters a sense of
responsibility and job satisfaction. It also encourages creativity, innovation,
and a sense of ownership in the work being done.
Workforce Diversity and
Inclusion:
Embracing workforce diversity and inclusion brings numerous benefits to
workers. When organizations create an inclusive environment that values diverse
perspectives, experiences, and backgrounds, workers feel respected and
included. This enhances creativity, collaboration, and overall job satisfaction.
Overall, providing these benefits to workers demonstrates
an organization's commitment to their well-being, growth, and job satisfaction.
It also contributes to a positive work environment, higher productivity, and
better retention rates, ultimately leading to the success of both workers and
the organization as a whole.
CRITICISM/DISADVANTAGES OF SCIENTIFIC MANAGEMENT
Scientific management, also known as Taylorism, is a
management theory developed by Frederick Winslow Taylor in the early 20th
century. While it has its advantages, there are also several criticisms and
disadvantages associated with this approach. Here are some of the main criticisms
of scientific management:
Excessive Focus on
Efficiency: One of the primary criticisms of scientific management is
its excessive focus on efficiency and productivity at the expense of other
important factors. Critics argue that this approach often overlooks the human
element of work, neglecting workers' well-being, creativity, and job
satisfaction. The sole emphasis on efficiency can lead to monotonous,
repetitive tasks, which can result in worker dissatisfaction and burnout.
Lack of Worker Input and
Autonomy: Scientific
management is characterized by a top-down approach where decisions are made by
managers or experts, and workers are expected to follow standardized
procedures. Critics argue that this diminishes workers' autonomy and
involvement in decision-making processes. The lack of input can lead to a sense
of alienation and reduced job satisfaction among workers.
Taylorism as
"Deskilling" Work: Critics argue that scientific management
can lead to the "deskilling" of workers. By breaking down tasks into
smaller, repetitive units, this approach can limit workers' skill development
and growth opportunities. As a result, workers may feel unchallenged and
undervalued, leading to reduced motivation and job satisfaction.
Potential for Exploitation: Critics
contend that scientific management can create a dynamic where workers are
treated as mere cogs in the machine, leading to potential exploitation. In
pursuit of maximum productivity, there is a risk of overworking employees,
setting unrealistic production targets, or disregarding worker safety and
well-being. This can lead to negative impacts on worker health and work-life
balance.
Lack of Flexibility: Scientific
management relies on standardized procedures and rigid processes to achieve
efficiency. Critics argue that this lack of flexibility can hinder an
organization's ability to adapt to changing circumstances or innovate. The
focus on efficiency may prevent organizations from effectively responding to
new challenges or capitalizing on emerging opportunities.
Dehumanization of Work: Another
criticism of scientific management is that it reduces workers to mere
components of a production process, disregarding their individuality and unique
contributions. Critics argue that this dehumanization of work can lead to
decreased job satisfaction, reduced motivation, and a negative work
environment.
Resistance from Workers: Implementing
scientific management can often face resistance from workers who feel that
their skills and expertise are undervalued or that their work is being overly
monitored and controlled. This resistance can lead to conflicts between workers
and management, affecting overall productivity and organizational harmony.
It is important to note that while scientific management
has its criticisms, it has also paved the way for the development of other
management approaches that emphasize a more holistic and human-centered
perspective. Modern management theories and practices often strive to strike a
balance between efficiency and worker well-being, recognizing the importance of
considering the diverse needs and contributions of employees.
TAYLOR AND FAYOL-A COMPARISON
Frederick Winslow Taylor and Henri Fayol were two
influential figures in the field of management, both making significant
contributions to the development of management theories. While they had
different approaches and focuses, a comparison can provide insights into their
respective perspectives on management. Here is a comparison between Taylor and
Fayol:
Focus:
Taylor: Frederick
Taylor's approach, known as scientific management or Taylorism, focused
primarily on improving productivity and efficiency in organizations. His main
concern was to optimize work processes and reduce waste through the scientific
study of tasks and the implementation of standardized procedures.
Fayol: Henri
Fayol's approach, known as administrative management or Fayolism, had a broader
focus on the overall management of organizations. He outlined principles that
encompassed various aspects of management, including planning, organizing,
commanding, coordinating, and controlling.
Perspective:
Taylor: Taylor's
perspective was centered on the shop floor and the operational level of
organizations. He believed that productivity could be improved through careful
analysis and standardization of work methods, as well as by matching workers to
tasks based on their skills and abilities.
Fayol: Fayol
took a more holistic and top-down perspective, focusing on the managerial
functions and the coordination of activities within an organization. He
emphasized the importance of clear lines of authority, unity of direction, and
effective communication for organizational success.
Principles:
Taylor: Taylor's
principles of scientific management included concepts such as time and motion
studies, standardization of work methods, piece-rate incentives, and the
separation of planning and execution. He believed in breaking down tasks into
smaller, repetitive units to increase efficiency and productivity.
Fayol: Fayol's
principles of management included concepts such as division of work, authority
and responsibility, unity of command, unity of direction, equity, stability of
personnel, and esprit de corps. His principles focused on organizational
structure, coordination, and the overall management of people and resources.
Approach to Workers:
Taylor: Taylor
viewed workers as rational economic beings who could be motivated primarily by
financial incentives. He believed in selecting, training, and rewarding workers
based on their performance and productivity. Taylorism often resulted in a
separation between planning and execution, with managers making decisions and
workers following instructions.
Fayol: Fayol recognized the importance of workers and
emphasized the need for fair treatment, equity, and creating a positive work
culture. He emphasized the value of teamwork, cooperation, and the involvement
of workers in decision-making processes.
Legacy and Influence:
Taylor: Taylor's
scientific management approach had a significant impact on industrial
organizations, particularly in the early 20th century. His ideas revolutionized
work practices, leading to increased productivity and efficiency. However, his
approach has also faced criticisms for its potential to dehumanize work and
neglect workers' well-being.
Fayol: Fayol's
principles of management provided a comprehensive framework for organizational
management and continue to be influential in modern management theory. His
emphasis on coordination, unity, and the managerial functions laid the
foundation for later management theories and practices.
In summary, while Taylor and Fayol had different focuses
and perspectives, their contributions to management theory have had a lasting
impact. Taylor's scientific management approach focused on productivity and
efficiency at the operational level, while Fayol's administrative management
approach encompassed broader managerial functions. Both approaches have shaped
management practices and influenced subsequent theories, with Fayol's principles
providing a more holistic perspective on organizational management.
Multiple Choice Questions:
1. Scientific management,
also known as Taylorism, is a management theory developed by:
a) Henri Fayol
b) Frederick Winslow Taylor
c) Peter Drucker
d) Max Weber
2. Scientific management
aims to improve productivity and efficiency by:
a) Applying scientific methods to work processes
b) Increasing employee satisfaction
c) Implementing subjective decision-making practices
d) Promoting a lack of standardized work methods
3. According to Taylor,
workers should be selected and trained based on:
a) Their job titles
b) Their seniority in the organization
c) Their abilities and suitability for specific tasks
d) Their willingness to work overtime
4. Scientific management
has contributed to increased productivity by:
a) Standardizing work methods and processes
b) Reducing employee welfare initiatives
c) Encouraging wasteful practices
d) Ignoring the selection and training of workers
5. Taylor's concept of time
and motion studies aimed to:
a) Increase job satisfaction
b) Minimize errors in work processes
c) Introduce performance-based incentives
d) Enhance employee-manager collaboration
6. The differential
piece-rate system introduced by Taylor was designed to:
a) Reduce productivity levels
b) Standardize work procedures
c) Decrease employee compensation
d) Provide financial incentives for higher output
7. Scientific management is
based on the principles of:
a) Intuition and guesswork
b) Trial and error
c) Applying scientific methods
d) Following traditional practices
8. Time and motion studies
aim to:
a) Increase productivity
b) Increase worker satisfaction
c) Reduce the need for training
d) Eliminate collaboration between managers and workers
9. Standardization in scientific
management helps to:
a) Increase creativity
b) Improve worker autonomy
c) Achieve consistency and eliminate variations
d) Encourage worker resistance
10. Scientific management
promotes the use of performance-based incentives to:
a) Decrease productivity
b) Motivate workers
c) Discourage collaboration
d) Ignore worker contributions
11. The core objective of
scientific management is to:
a) Decrease efficiency
b) Maximize waste
c) Improve efficiency and productivity
d) Ignore worker development
True-False Questions:
1.
Scientific management involves
conducting systematic studies to determine the most efficient ways of
performing work tasks. (True/False)
2.
Taylor believed in establishing a
cooperative relationship between management and workers. (True/False)
3.
Standardized procedures and tools are
promoted in scientific management to ensure consistent and efficient work
processes. (True/False)
4.
Time and motion studies aim to increase
productivity and reduce fatigue by optimizing work methods. (True/False)
5.
Taylor
introduced a differential piece-rate system to motivate workers to achieve
higher levels of productivity. (True/False)
6.
Scientific management has contributed to
improved employee welfare and job satisfaction. (True/False)
7.
Taylor advocated for standardized work
methods and procedures to ensure consistency and efficiency. (True/False)
8.
Taylor believed in the importance of
worker training and development to enhance productivity. (True/False)
9.
The differential piece-rate system introduced
by Taylor aimed to motivate workers through financial incentives. (True/False)
10.
Taylor emphasized the need for
cooperation and collaboration between managers and workers. (True/False)
11.
Scientific management is based on
applying scientific methods to study and improve work processes. (True/False)
12.
Time and motion studies involve
observing and analyzing the movements and time taken to perform each task. (True/False)
13.
Standardization in scientific management
aims to achieve consistency and eliminate variations in work processes. (True/False)
14.
Scientific management emphasizes
collaboration between managers and workers. (True/False)
VERY SHORT ANSWER QUESTIONS
Q.1.What do you mean by ‘time study?
Ans. Time study refers to the systematic
observation, measurement, and analysis of work processes to determine the time
required to complete a specific task or activity. It involves studying the
sequence of movements, actions, and operations performed by workers to identify
areas of improvement, eliminate unnecessary steps or motions, and establish
standard times for performing tasks. Time studies are an essential component of
scientific management, helping organizations optimize efficiency, improve
productivity, and allocate resources effectively.
Q.2. Define ‘motion study?
Ans. Motion study involves analyzing and
improving the movements and motions performed by workers during work processes.
It aims to eliminate unnecessary or wasteful movements, streamline workflows,
and optimize efficiency. By closely observing and analyzing the sequence,
speed, and duration of each motion, motion study helps identify opportunities
for improvement, such as reducing fatigue, minimizing risks of injury, and
increasing productivity. The goal is to design efficient and ergonomic work
methods that enhance worker performance and overall process effectiveness.
Q.3. Briefly explain time study?
Ans. Time study is a method to measure and
analyze the time it takes to complete a task, helping to establish standard or
optimal times for efficiency and process improvement.
Q.4. Briefly explain ‘motion study?
Ans. Motion study is the process of observing
and analyzing human movements and actions within a work environment to optimize
efficiency and eliminate unnecessary or inefficient motions. It aims to improve
productivity by identifying and implementing more effective ways of performing
tasks, reducing fatigue and injuries, and enhancing overall workflow.
Q.5.What does mental revolution imply in scientific
management?
Ans. The concept of mental revolution in
scientific management implies a fundamental change in the way workers and
managers think about their work. It involves a shift from a mindset of
individualism and self-interest to one of cooperation and teamwork, where
workers and managers work together towards common goals. The mental revolution
also requires a change in attitudes towards work, where work is viewed as a
means of self-development and fulfillment, rather than simply a way to earn a
living.
Q.6.What is the difference between ‘unity of command ‘and
‘functional foremanship?
Ans. Unity of command is a principle that
ensures employees have a single direct supervisor, preventing conflicting
instructions. Functional foremanship, however, involves multiple specialized
supervisors overseeing different aspects of a worker's tasks to improve
efficiency and productivity.
Q.7. Explain ‘functional foremanship?
Ans. Functional foremanship is a management
system in scientific management where workers are supervised by multiple specialized
foremen or supervisors, each responsible for a specific aspect of the worker's
tasks. This approach aims to maximize efficiency and productivity by leveraging
the expertise of different supervisors in various functional areas.
Q.8.What do you understand by scientific management?
Ans. Scientific management, also known as
Taylorism, is a management theory developed by Frederick Winslow Taylor. It
emphasizes the use of scientific methods to optimize and improve workplace
efficiency and productivity. This approach involves analyzing tasks,
standardizing work processes, providing proper training and tools, and
incentivizing workers based on performance. The goal is to achieve higher
productivity, reduced costs, and improved worker satisfaction through
systematic management techniques.
Q.9. Explain any two principles of scientific management?
Ans. Certainly! Here are two principles of
scientific management:
Time and motion studies: This
principle involves analyzing and optimizing the movements and time required to
perform a task. It aims to eliminate unnecessary motions and find the most
efficient way to complete a task. By studying the sequence of motions and
determining the best methods, time and motion studies help to increase
productivity and reduce wastage of time and effort.
Standardization and
standard work procedures: This principle emphasizes the establishment
of standardized work methods and procedures. It involves developing precise
guidelines for performing tasks, including the best techniques, tools, and
equipment to be used. Standardization ensures consistency, reduces variability,
and allows for better control and coordination of work. It also facilitates
training, simplifies supervision, and promotes efficiency in the organization.
Q.10. Explain fatigue study?
Ans. Fatigue study is the analysis and
assessment of the physical and mental tiredness experienced by workers during
their job tasks. It aims to understand the causes and effects of fatigue, as
well as identifying strategies to prevent or minimize its impact on workers'
performance and well-being. Fatigue studies involve studying factors such as
workload, rest breaks, work schedules, and ergonomic considerations to optimize
work conditions and promote employee health and productivity.
Q.11. Explain mental revolution?
Ans. Mental revolution, in the context of
scientific management, refers to a fundamental shift in the mindset and
attitudes of both workers and management towards work. It emphasizes the need
for a change in thinking and a cooperative approach to achieve organizational
goals. The mental revolution entails recognizing the value of scientific
methods, embracing efficiency and productivity as shared objectives, fostering
collaboration between workers and management, and encouraging a positive work
culture based on mutual trust and respect. It involves aligning individual
interests with the overall goals of the organization to promote a more
efficient and harmonious work environment.
Q.12. Explain motion study and fatigue study?
Ans. Motion Study: Motion
study is a method of analyzing and optimizing work processes by examining the
motions performed by workers. It aims to eliminate unnecessary movements,
improve efficiency, and enhance worker productivity.
Fatigue Study: Fatigue
study involves analyzing the physical and mental exhaustion experienced by
workers during their tasks. It helps identify factors causing fatigue and
implement measures to reduce its impact, such as optimizing workloads,
providing adequate rest periods, and improving ergonomics.
Q.13. Explain specialistion?
Ans. Specialization refers to the process of
breaking down a complex task into smaller and simpler tasks and assigning each
task to a specific worker or group of workers based on their skills and
abilities. This approach enables workers to become experts in their specific
tasks and results in increased efficiency and productivity. Specialization is a
fundamental principle of scientific management and is used extensively in
manufacturing and other industries to improve work processes and output.
Q.14. State the role of ‘gang boss’ in functional
foremanship?
Ans. The role of a gang boss in functional
foremanship is to supervise and coordinate a group of workers performing a
specific task or set of tasks. They are responsible for ensuring that the workers
follow the prescribed methods and procedures, maintaining discipline, and
achieving the desired level of productivity. The gang boss acts as a direct
supervisor and intermediary between the workers and the higher-level
management, facilitating communication and addressing any issues or concerns
that may arise within the group. Their role is crucial in implementing and
maintaining the efficiency and effectiveness of the functional foremanship
system.
Q.15. State the role of inspector ‘in functional foremanship?
Ans. The role of an inspector in functional
foremanship is to monitor and assess the quality of work performed by the
workers. They are responsible for inspecting the products or services to ensure
they meet the predetermined standards and specifications. The inspector checks
for any defects, deviations from standards, or errors in the work and takes
necessary actions to rectify them. They play a crucial role in maintaining and
improving the quality of output, ensuring customer satisfaction, and upholding
the overall efficiency of the functional foremanship system.
Q.16. Define scientific management?
Ans. Scientific management, also known as
Taylorism, is a management theory developed by Frederick Winslow Taylor in the
early 20th century. It focuses on optimizing efficiency and productivity in the
workplace through systematic approaches and scientific methods. Scientific
management involves analyzing work processes, standardizing tasks, setting
performance targets, and providing appropriate training and incentives to
workers. It aims to maximize productivity by eliminating wasteful practices,
improving work methods, and promoting specialization and division of labor. The
key principles of scientific management include time and motion studies, standardization,
specialization, and a scientific approach to decision-making.
SHORT ANSWER QUESTIONS
Q.1.What contradiction do you find in the principle of
unity of command and technique of functional foremanship and why?
Ans. The principle of unity of command in
scientific management states that each worker should receive orders from only
one supervisor to avoid confusion and conflicts. On the other hand, the
technique of functional foremanship involves dividing the functions of a single
supervisor into multiple sub-functions and assigning them to different
specialists or functional foremen. This creates a contradiction as it violates
the principle of unity of command.
In functional foremanship, a worker may receive
instructions from different functional foremen for different aspects of their
work, leading to confusion and conflicts. Therefore, it is important to ensure
clear communication and coordination between different functional foremen to
minimize these issues and maintain the efficiency of the system.
Q.2.What are the techniques of scientific management?
Ans. Scientific management employs various
techniques to improve efficiency and productivity in the workplace. Some of the
key techniques of scientific management include:
Time and motion study: This
technique involves analyzing and measuring the time required to perform
specific tasks and the associated motions involved. By identifying unnecessary
movements or inefficiencies, time and motion study aims to streamline processes
and increase productivity.
Standardization and
simplification: Scientific management emphasizes the standardization of
work methods and procedures to eliminate variations and inconsistencies. By
simplifying tasks and establishing clear guidelines, it becomes easier to train
workers, reduce errors, and improve overall efficiency.
Division of labor: This
technique involves breaking down complex tasks into smaller, specialized tasks
that can be performed by different workers. Each worker becomes an expert in
their specific task, leading to increased efficiency and productivity.
Functional foremanship: This
technique involves dividing the functions of a traditional supervisor into
multiple specialized roles called functional foremen. Each foreman oversees a
specific aspect of the work, such as planning, instruction, quality control, or
discipline, to ensure expertise and efficiency in each area.
Incentive systems: Scientific
management promotes the use of incentive systems to motivate workers and
increase productivity. This can include financial incentives such as piece-rate
pay or performance-based bonuses, as well as non-monetary incentives like
recognition and opportunities for advancement.
These techniques, when implemented effectively, aim to
optimize workflow, reduce waste, and improve overall organizational efficiency
and productivity.
Q.3.Explain briefly the purpose of time study ‘and
‘motion study ‘as techniques of management?
Ans. The purpose of time study and motion
study, as techniques of management, is to improve efficiency and productivity
by analyzing and optimizing work processes.
Time study: The
purpose of time study is to determine the most efficient time required to
perform a specific task or job. It involves breaking down the job into
individual steps, measuring the time taken for each step, and identifying any
unnecessary or inefficient movements. By studying and analyzing the time taken
for each task, organizations can set realistic time standards, eliminate
bottlenecks, and identify opportunities for improvement. This helps in
improving productivity, setting fair work expectations, and allocating
resources effectively.
Motion study: The
purpose of motion study is to analyze and improve the physical motions and
movements involved in performing a task. It focuses on eliminating wasteful,
repetitive, or unnecessary motions that can lead to fatigue or inefficiency.
Motion study aims to identify the most efficient and ergonomic ways of
performing tasks, such as minimizing reaching, bending, or stretching. By
optimizing the motions involved, organizations can reduce worker fatigue,
prevent injuries, and increase productivity.
Both time study and motion study are integral parts of
scientific management. They provide a systematic approach to analyze work
processes, identify inefficiencies, and implement improvements that result in
increased productivity, reduced costs, and enhanced worker well-being.
Q.4. Explain with the help of a suitable example the
technique of ‘differential piece rates?
Ans. The technique of "differential piece
rates" is a method used in scientific management to incentivize workers
based on their performance and productivity. Under this technique, different
rates or prices are set for completing a specific unit of work based on the
level of output achieved.
Here's an example to illustrate the
concept:
Let's consider a manufacturing company that produces
widgets. The company wants to implement the differential piece rate system to
motivate its workers. The standard expectation is to produce 100 widgets per hour.
Under the differential piece rate system, the workers are
divided into two categories based on their performance: high performers and
average performers. High performers consistently exceed the standard output of
100 widgets per hour, while average performers meet the standard output or fall
slightly below it.
For high performers, the company sets a higher piece rate
as an incentive. For example, for every widget produced above the standard 100
widgets per hour, the high performers receive $2.50 per widget. So if a high
performer produces 120 widgets in an hour, they would earn $50 ($2.50 x 20
widgets) as a bonus in addition to their regular wages.
For average performers who meet the standard output of
100 widgets per hour, the company sets a standard piece rate. For example, they
would receive $2.00 for every widget they produce, which is the regular rate.
By implementing this differential piece rate system, the
company aims to encourage high performers to strive for higher productivity and
rewards, while still providing fair compensation to average performers.
The technique of differential piece rates creates a sense
of healthy competition among workers and motivates them to improve their
performance to earn higher wages. It aligns individual incentives with
organizational goals, leading to increased productivity and overall efficiency
in the workplace.
Q.5. Explain two principles of scientific management?
Ans. Two principles of scientific management
are:
Scientific Selection and Training of Workers: This
principle emphasizes the importance of carefully selecting and training workers
based on their skills, abilities, and suitability for specific tasks.
Scientific management advocates for analyzing job requirements, breaking them
down into smaller components, and identifying the skills and qualifications
necessary for each task. Workers are then selected and trained accordingly to
ensure they have the right knowledge and abilities to perform their jobs
efficiently. By matching the right people to the right tasks, organizations can
maximize productivity and minimize inefficiencies caused by mismatched skills.
Division of Labor: The
principle of division of labor suggests that work should be divided into
smaller, specialized tasks to enhance efficiency and productivity. Scientific
management advocates for breaking down complex jobs into simpler and repetitive
tasks that can be performed by specialized workers. Each worker becomes highly
skilled and proficient in their specific task, resulting in increased speed,
precision, and efficiency. Division of labor enables specialization, reduces
the time spent on switching between different tasks, and allows workers to
develop expertise in their assigned areas. As a result, overall productivity
and output can be significantly improved.
These principles of scientific management, along with
others, were developed by Frederick Winslow Taylor, who believed that applying
scientific principles to management could optimize organizational performance
and bring about substantial improvements in productivity and efficiency.
Q.6. Distinguish between ‘motion study’ and ‘time study
‘on the basis of:
(a) meaning and (b) purpose
Ans. (a)
Meaning:
Motion Study: Motion
study focuses on analyzing and improving the physical movements and actions
involved in performing a task. It aims to eliminate unnecessary motions, reduce
fatigue, and optimize the sequence and efficiency of movements.
Time Study: Time
study involves the measurement and analysis of the time required to perform a
task or a series of tasks. It aims to determine the standard time needed for
completing a job, identify bottlenecks and inefficiencies, and establish
benchmarks for performance.
(b) Purpose:
Motion Study: The
purpose of motion study is to enhance worker efficiency and productivity by
eliminating wasteful motions, improving ergonomics, and streamlining work
processes. It aims to optimize physical movements, reduce fatigue, and increase
the overall effectiveness of work methods.
Time Study: The
purpose of time study is to establish standard times for completing tasks,
determine the most efficient work methods, and identify opportunities for
time-saving and process improvement. It provides a quantitative basis for
measuring productivity, setting performance standards, and allocating resources
effectively.
In summary, motion study primarily focuses on analyzing
and improving physical movements, while time study is concerned with measuring
and analyzing the time required to perform tasks. Motion study aims to optimize
worker movements and reduce fatigue, while time study aims to determine
standard times and improve overall productivity.
Q.7. Explain the principles of scientific management?
Ans. The principles of scientific management, as
proposed by Frederick Taylor, are as follows:
Scientifically Study and
Analyze Work: This principle emphasizes the need to scientifically
study and analyze each task or job to determine the most efficient methods of performing
it. This involves breaking down the work into its constituent elements,
studying the motions involved, and identifying opportunities for improvement.
Select and Train Workers: According
to this principle, workers should be carefully selected and trained to perform
their assigned tasks using the scientifically determined methods. The right
person should be matched with the right job based on their skills, abilities,
and aptitude. Adequate training and development programs should be provided to
ensure proficiency and efficiency.
Cooperate with Workers: The
principle of cooperation stresses the importance of fostering a harmonious
relationship between management and workers. It promotes mutual trust,
cooperation, and teamwork. Managers should collaborate with employees, involve
them in decision-making processes, and provide incentives and rewards for
improved performance.
Divide Work and
Responsibility: This principle suggests dividing work and responsibility
between managers and workers. Managers should focus on planning, organizing,
and supervising, while workers should concentrate on executing tasks according
to the prescribed methods. This division allows managers to specialize in their
areas of expertise and workers to specialize in their assigned tasks.
Provide Proper Tools and
Equipment:
To achieve efficiency, workers need to have access to the right tools,
equipment, and resources. Adequate provision of tools and equipment that are
well-maintained and suited to the task at hand helps to streamline work
processes and enhance productivity.
Establish Standardized
Procedures: Standardization is essential for achieving consistency
and efficiency in work. This principle advocates the establishment of
standardized procedures, methods, and processes that workers should follow.
Standardization enables workers to perform tasks in a consistent manner,
simplifies training, and facilitates quality control.
Monitor and Provide
Incentives: The principle of monitoring and providing incentives
emphasizes the importance of performance measurement and motivation. Managers
should monitor and evaluate workers' performance against established standards,
provide constructive feedback, and offer appropriate incentives to encourage
productivity and excellence.
These principles aim to optimize productivity, improve
efficiency, and achieve a better coordination between management and workers by
applying scientific methods and principles to work processes.
Q.8. Explain functional foremanship ‘as a technique of
management?
Ans. Functional foremanship is a technique of
management that was introduced by Frederick Taylor as part of his scientific
management principles. It involves dividing the traditional role of a single
foreman into several specialized functions or roles, each responsible for a
specific aspect of supervision and guidance.
Under functional foremanship, there are two
main types of foremen:
The Route Clerk: The
route clerk is responsible for planning and determining the most efficient
sequence of operations for a particular job. They analyze the work
requirements, prepare production schedules, and allocate resources. Their role
is to ensure that the work flows smoothly and that the prescribed methods are
followed.
The Instruction Card Clerk: The
instruction card clerk prepares detailed instructions and guidelines for each
task or operation. They break down the work into its constituent elements,
specify the methods and procedures to be followed, and provide necessary
information to the workers. Their role is to provide clear and standardized
instructions to ensure consistency and efficiency in work.
The functional foremanship technique is based on the idea
that specialization and expertise in specific areas of supervision can lead to
improved efficiency and productivity. It allows for a more focused approach to
supervising and guiding workers, with each foreman specializing in their
respective function.
Functional foremanship offers several advantages. It
allows for a higher degree of specialization and expertise in the supervision
of work, resulting in improved efficiency and quality. It also provides clear
instructions and guidelines to workers, reducing ambiguity and the likelihood
of errors. Moreover, it promotes a better division of labor, allowing foremen
to focus on their specific areas of expertise.
However, functional foremanship also has potential
drawbacks. It may create a more hierarchical and segmented work environment,
with multiple layers of supervision. This can lead to a lack of coordination
and communication between foremen and workers. Additionally, excessive
specialization may limit the flexibility and adaptability of workers, as they
become highly dependent on the instructions provided by the foremen.
Overall, functional foremanship is a technique that aims
to enhance efficiency and coordination in the workplace by dividing the
traditional role of a foreman into specialized functions. It emphasizes the
importance of clear instructions, standardized methods, and specialized
supervision to improve productivity and achieve better results.
Q.9. Describe Taylor‘s principle of co- operation between
workers and management’ in about 50 word?
Ans. Taylor's principle of cooperation
between workers and management emphasizes the need for collaboration and mutual
understanding between the two parties. It encourages the establishment of a
harmonious relationship based on trust, respect, and shared goals. By fostering
cooperation, Taylor believed that both workers and management could achieve
higher levels of productivity and success.
Q.10 .Explain the purposes of time study and motion
study?
Ans. The purpose of time study is to analyze
and determine the standard time required to complete a specific task or job. It
involves observing and measuring the time taken by a worker to perform
individual tasks, with the aim of establishing efficient work methods and
setting realistic production targets.
On the other hand, the purpose of motion study is to
analyze and improve the movements and motions involved in performing a task. It
aims to eliminate unnecessary or inefficient motions, streamline work
processes, and enhance productivity. Motion study focuses on studying and
optimizing body movements, equipment usage, and workplace layout to minimize
fatigue, reduce errors, and increase efficiency.
Q.11. Explain with suitable examples the technique of
differential piece wage system?
Ans. The technique of a differential piece
wage system is a method used in scientific management to incentivize workers
based on their performance. Under this system, workers are paid different rates
per piece based on their level of productivity or efficiency.
For example, let's consider a manufacturing company that
produces shirts. In a standard piece wage system, all workers would be paid the
same rate per shirt they produce, regardless of their individual performance.
However, with a differential piece wage system, workers would be classified
into different categories based on their productivity levels.
Suppose the company sets three productivity categories:
Category A for highly efficient workers, Category B for moderately efficient
workers, and Category C for less efficient workers. The company would assign
different wage rates for each category. For instance, workers in Category A may
earn $1.50 per shirt, workers in Category B may earn $1.25 per shirt, and
workers in Category C may earn $1.00 per shirt.
In this system, workers have the opportunity to earn
higher wages by increasing their productivity and moving up to a higher
category. It provides an incentive for workers to improve their performance, as
they can directly see the correlation between their productivity and their
earnings.
The differential piece wage system encourages healthy
competition among workers and promotes efficiency and productivity within the
workforce. It aligns with the principles of scientific management, where
individual performance is rewarded and encouraged to drive overall
organizational success.
Q.12.What was the techniques of wage payment recommended
by Taylor and why?
Ans. Frederick Taylor recommended the
technique of "differential piece wage system" as one of the wage
payment techniques in scientific management. This system involved paying
workers different rates per piece based on their level of productivity or efficiency.
Taylor advocated for this technique for
several reasons:
Incentivizing higher
productivity: Taylor believed that by offering higher wages for higher
levels of productivity, workers would be motivated to work more efficiently and
effectively. The differential piece wage system provided a direct financial
incentive for workers to increase their output.
Rewarding individual
effort: Taylor
emphasized the importance of recognizing and rewarding individual effort. By
implementing a system that paid workers based on their individual performance,
he aimed to encourage a sense of personal responsibility and initiative among
workers. This, in turn, was expected to drive increased productivity.
Differentiating skill
levels: Taylor
recognized that workers possessed different skill levels and capabilities. The
differential piece wage system allowed for the classification of workers into
different categories based on their productivity levels. By providing higher
wages for more skilled and efficient workers, it acknowledged and rewarded
their higher contribution to the organization.
Promoting competition and
efficiency: Taylor believed that a competitive work environment,
fueled by the differential piece wage system, would lead to increased
efficiency. Workers would strive to outperform their peers to earn higher
wages, which would drive overall productivity and performance.
Taylor's techniques of wage payment, including the
differential piece wage system, aimed to align individual interests with
organizational goals. By offering financial incentives tied to performance and
productivity, he sought to create a more efficient and motivated workforce.
Q.13. How do the techniques of time study ‘and ‘motion
study ‘ help in improving workers’ efficiency?
Ans. The techniques of time study and motion
study play crucial roles in improving workers' efficiency by analyzing and
optimizing work processes. Here's how each technique contributes:
Time Study: Time
study involves analyzing and measuring the time required to perform specific
tasks or work elements. It helps in improving workers' efficiency in the
following ways:
Standardizing work methods: Time
study allows for the identification of the most efficient way to perform a task
by eliminating unnecessary or time-consuming steps. By establishing standard
work methods, workers can follow a consistent and optimized approach, reducing
wasteful activities and improving efficiency.
Setting achievable targets: By
accurately determining the time required to complete a task, time study helps
in setting realistic production targets. This ensures that workers have clear
expectations and can plan their work accordingly, avoiding undue stress or
delays.
Identifying bottlenecks and
inefficiencies: Time study highlights bottlenecks, delays, or
inefficiencies in the work process. By identifying such issues, organizations
can implement measures to eliminate or mitigate them, streamlining workflow and
improving overall efficiency.
Motion Study: Motion
study focuses on analyzing and optimizing body movements and motions involved
in performing a task. It helps in improving workers' efficiency in the
following ways:
Eliminating wasteful
movements:
By studying and analyzing the sequence of motions required to complete a
task, motion study aims to eliminate unnecessary or redundant movements. This
reduces physical strain on workers, minimizes fatigue, and improves overall
efficiency.
Designing ergonomic
workstations: Motion study takes into account the physical ergonomics
of workstations and equipment. By optimizing the layout, positioning, and
design of tools and equipment, workers can perform tasks more comfortably and
efficiently, reducing the risk of injuries and improving productivity.
Enhancing worker training
and skill development: Motion study identifies the most effective
and efficient techniques for performing tasks. This information can be used in
training programs to teach workers the best practices and techniques, enabling
them to work more efficiently and effectively.
Overall, both time study and motion study help in
identifying and eliminating inefficiencies, reducing wasteful activities, and
optimizing work processes. By streamlining workflows and providing workers with
standardized methods and ergonomic work environments, these techniques
contribute to improved efficiency and productivity.
Q.14.What are the purposes served by’ the ‘time study
‘and ‘motion study?
Ans. The purposes served by time study and
motion study are as follows:
Time Study:
Establishing standard work
methods: Time
study helps in determining the most efficient way to perform a task by
analyzing and measuring the time required for each work element. This enables
the establishment of standard work methods that eliminate unnecessary or
inefficient steps.
Setting realistic
production targets: By accurately measuring the time taken to complete a
task, time study enables organizations to set achievable production targets.
This helps in planning and scheduling work effectively and ensuring optimal
utilization of resources.
Identifying and eliminating
inefficiencies: Time study reveals bottlenecks, delays, and
inefficiencies in the work process. It allows organizations to identify areas
where time is being wasted or where improvements can be made, leading to
increased productivity and reduced costs.
Motion Study:
Improving work methods: Motion
study focuses on analyzing body movements and motions involved in performing a
task. It aims to eliminate unnecessary and wasteful movements, streamlining
work processes, and improving efficiency.
Enhancing worker safety and
ergonomics: By studying the physical movements and ergonomics of
workstations and equipment, motion study helps in designing safer and more
ergonomic work environments. This reduces the risk of injuries and fatigue,
promoting worker well-being and productivity.
Optimizing worker
performance: Motion study identifies the most effective and efficient
techniques for performing tasks. This information can be used in training
programs to enhance worker skills and performance, leading to increased
productivity and quality.
In summary, time study helps in establishing standardized
work methods, setting realistic targets, and identifying inefficiencies, while
motion study focuses on improving work methods, ensuring worker safety and
ergonomics, and optimizing worker performance. Both techniques contribute to
increased productivity, efficiency, and overall improvement in work processes.
Q.15. Distinguish between ‘time study ‘and ‘motion study?
Ans. The distinction between time study and
motion study can be summarized as follows:
Meaning:
Time Study: Time
study is the technique of determining the standard time required to perform a
specific task or activity. It involves analyzing and measuring the time taken
to complete each work element or step in a process.
Motion Study: Motion
study is the technique of analyzing and improving the body movements and
motions involved in performing a task. It focuses on eliminating unnecessary
movements, improving ergonomics, and optimizing the sequence of motions.
Purpose:
Time Study: The
main purpose of time study is to establish standard work methods and determine
the most efficient way to perform a task. It helps in setting realistic
production targets, identifying and eliminating inefficiencies, and improving
productivity.
Motion Study: The
primary purpose of motion study is to improve work methods by eliminating
wasteful movements, reducing fatigue, and enhancing worker safety and
performance. It aims to optimize the physical motions involved in a task to
achieve maximum efficiency.
Focus:
Time Study: Time
study focuses on the measurement and analysis of time, including the time
required for each work element, the total cycle time, and the overall time
taken to complete a task.
Motion Study: Motion
study focuses on the analysis of body movements, body positions, and physical
motions involved in performing a task. It considers the ergonomics,
coordination, and efficiency of these motions.
Scope:
Time Study: Time
study primarily deals with the measurement and analysis of time-related aspects
of work, such as work pace, work rate, and time allocation for different tasks.
Motion Study: Motion
study encompasses a broader scope, including the analysis of body motions, body
positions, material handling, equipment layout, and work environment, in
addition to time-related aspects.
In summary, time study is concerned with measuring and
analyzing time-related aspects of work, aiming to establish standard work
methods and improve efficiency. On the other hand, motion study focuses on
analyzing and optimizing body movements and motions to eliminate waste, improve
ergonomics, and enhance worker performance.
Q.16.” The success of scientific management depends on
mental revolution on the part of both the workers and the management.” comment?
Ans. The statement "The success of
scientific management depends on mental revolution on the part of both the
workers and the management" highlights an important aspect of implementing
scientific management principles effectively.
Scientific management emphasizes the need for a
fundamental shift in the mindset and attitudes of both workers and management.
It requires a change in the way work is perceived and approached. Here's a
comment on the statement:
Scientific management introduces new methods and
techniques to improve productivity and efficiency. However, for these methods
to be successful, it is crucial for both workers and management to embrace a
mental revolution. Workers need to adopt a mindset of cooperation, willingness
to learn, and openness to new approaches. They must be willing to accept
changes in work methods and strive for continuous improvement.
Similarly, management must also undergo a mental
revolution by recognizing the value of employee input, empowering workers, and
fostering a collaborative work environment. They need to move away from
traditional command-and-control approaches and embrace a more participative and
inclusive management style.
The success of scientific management lies in the mutual
understanding and cooperation between workers and management. Both parties need
to realize that their goals are aligned, and by working together, they can
achieve higher productivity, improved working conditions, and increased job satisfaction.
Without the mental revolution on the part of both workers
and management, the implementation of scientific management principles may face
resistance, skepticism, and lack of commitment. Therefore, a change in mindset
and attitudes is essential for the successful adoption and sustained
implementation of scientific management practices.
Q.17. Explain the five main basis of the scientific
management as given by Taylor?
Ans. Frederick Taylor, known as the father of
scientific management, identified five main principles as the basis of his approach.
These principles are:
Science, not rule of thumb: Taylor emphasized that work
methods and processes should be based on scientific analysis and data rather
than relying on traditional and arbitrary rules of thumb. By applying
scientific methods, efficiency can be maximized, and the most effective ways of
performing tasks can be determined.
Harmony, not discord: Taylor believed that there should
be a harmonious relationship between workers and management. Cooperation and
collaboration should replace conflicts and antagonism. By fostering a
cooperative environment, both workers and management can work towards common
goals and objectives.
Cooperation, not individualism: Taylor advocated for a
cooperative approach where workers and management collaborate to achieve
productivity and efficiency. It involves establishing mutual trust, effective
communication, and sharing of information and knowledge. Workers should
contribute their knowledge and expertise, while management should provide necessary
support and resources.
Maximum output, not restricted output: According to
Taylor, the aim of scientific management is to achieve maximum output from
available resources. This involves optimizing work methods, eliminating inefficiencies,
and utilizing the full potential of workers and equipment. By maximizing
output, productivity and profitability can be increased.
Development of workers, not arbitrary work: Taylor
believed in the development and training of workers to enhance their skills and
capabilities. He emphasized that workers should be provided with the necessary
training, education, and support to perform their tasks efficiently. By
investing in the development of workers, their productivity and job
satisfaction can be improved.
These five principles form the foundation of scientific
management and provide a framework for improving productivity, efficiency, and
cooperation in the workplace. They promote the application of scientific
methods, the establishment of harmonious relationships, and the development of
workers' skills and capabilities.
Q.18. Explain the disadvantages of scientific management?
Ans. While scientific management has several
advantages, it also has certain disadvantages. Some of the disadvantages of
scientific management include:
Overemphasis on efficiency: Scientific
management places a strong emphasis on maximizing efficiency and productivity.
This focus on efficiency sometimes leads to neglecting other important aspects,
such as employee satisfaction, creativity, and long-term organizational goals.
It may create a rigid and mechanistic work environment that values output over
employee well-being.
Potential for worker
dissatisfaction: Scientific management can lead to worker dissatisfaction,
as it often involves breaking down tasks into repetitive and specialized
components. This can result in monotonous and boring work, leading to decreased
job satisfaction and motivation among employees. The lack of autonomy and
control over one's work can also contribute to a sense of disengagement.
Limited applicability: Scientific
management is most effective in repetitive and standardized work environments.
However, it may not be suitable for industries or jobs that require a high
degree of creativity, problem-solving, or adaptability. In such cases, the
rigid principles of scientific management may hinder innovation and
flexibility.
Resistance to change: The
implementation of scientific management often requires significant changes in
work processes, roles, and responsibilities. This can lead to resistance from
employees who may be hesitant to embrace new methods or feel threatened by the
changes. Managing this resistance and ensuring smooth implementation can be
challenging.
In some cases, scientific
management has been criticized for its potential to exploit workers. By
focusing solely on efficiency and productivity, there is a risk of disregarding
worker welfare, such as excessive workload, unsafe working conditions, or
inadequate compensation. This can lead to strained employee-employer
relationships and negative social consequences.
It's important to note that these disadvantages are not
inherent to scientific management itself, but rather can occur if the
principles are misapplied or implemented without considering the broader
context and the needs of employees. Proper implementation and consideration of
the human factor are essential to mitigate these disadvantages and ensure the
positive impact of scientific management.
Q.19. Explain motion study and fatigue study?
Ans. Motion Study:
Motion study is a technique used in scientific management
to analyze and improve work methods and movements. It aims to eliminate
unnecessary or wasteful motions and streamline the work process to increase
efficiency and productivity. By carefully observing and analyzing the motions
involved in a task, motion study identifies the best and most efficient way to
perform the task. This may involve rearranging workstations, modifying tools or
equipment, or redefining work procedures. The goal is to reduce physical
strain, minimize fatigue, and optimize the overall workflow.
Fatigue Study:
Fatigue study is another technique used in scientific
management to understand and manage employee fatigue. It involves analyzing the
factors that contribute to fatigue, such as workload, working hours, repetitive
tasks, and environmental conditions. Fatigue can have negative effects on
employee performance, productivity, and safety. By studying fatigue, managers
can identify and implement measures to prevent or mitigate its impact. This may
include providing adequate rest breaks, optimizing work schedules, introducing
job rotation, providing ergonomic workstations, and promoting employee
well-being. The purpose of fatigue study is to ensure that employees are able
to perform their tasks effectively and safely while minimizing the risk of
fatigue-related issues.
Q.20. Describe the advantages of scientific management?
Ans. Scientific management, also known as
Taylorism, has several advantages that contribute to improved efficiency and
productivity in organizations. Here are some key advantages of scientific
management:
Increased productivity: Scientific
management focuses on optimizing work processes, eliminating inefficiencies,
and standardizing procedures. By analyzing tasks and implementing efficient
methods, productivity levels can be significantly increased.
Improved worker efficiency: Scientific
management emphasizes the selection, training, and development of workers to
perform their tasks with maximum efficiency. Through time and motion studies,
workers can be trained to adopt the most efficient work methods, leading to
improved performance.
Clear work standards: Scientific
management establishes clear work standards and procedures that eliminate
ambiguity and promote consistency. Workers know what is expected of them and
can follow standardized guidelines, resulting in better quality and fewer errors.
Reduced wastage: The
emphasis on eliminating wasteful movements, unnecessary processes, and inefficiencies
helps in reducing wastage of resources such as time, materials, and energy.
This leads to cost savings and improved profitability.
Enhanced decision-making: Scientific
management encourages data-driven decision-making based on scientific analysis
and observations. Managers have access to accurate and reliable information,
which aids in making informed Decisions regarding process improvements, resource
allocation, and goal setting.
Employee development and
motivation: Scientific management promotes the development of workers
through training and skill enhancement. When employees receive proper training
and are empowered to perform their tasks efficiently, it boosts their morale,
job satisfaction, and motivation.
Increased employee safety: Scientific
management emphasizes the study of work methods to identify potential hazards
and risks. By implementing safety measures and ergonomic practices, the risk of
workplace accidents and injuries can be minimized, creating a safer working
environment.
Overall, scientific management offers numerous advantages
that lead to improved efficiency, productivity, and employee satisfaction. It
helps organizations achieve their goals in a systematic and optimized manner
while ensuring the well-being of workers.
Q.21.Which are the benefits of scientific management to
employees and employers?
Ans. Scientific management, when implemented effectively,
offers benefits to both employees and employers. Here are the benefits of scientific
management for each:
Benefits to Employees:
Improved working
conditions: Scientific management emphasizes the study of work
methods and processes, leading to the identification and elimination of unsafe
and unhealthy working conditions. This promotes a safer and more comfortable work
environment for employees.
Increased job satisfaction: By
implementing scientific methods and standardized procedures, employees can
perform their tasks more efficiently and effectively. This can lead to a sense
of accomplishment, increased job satisfaction, and pride in their work.
Skill development and
training: Scientific
management emphasizes training and development programs for employees. Workers
receive training to improve their skills and knowledge, making them more
competent and increasing their value in the job market.
Fair and equitable pay: Scientific
management introduces methods like time study and piece-rate systems, which aim
to ensure fair compensation for the work performed. This can provide employees
with a sense of fairness and motivation to perform well.
Benefits to Employers:
Increased productivity and
efficiency: Scientific management focuses on optimizing work
processes and eliminating inefficiencies. By studying and improving work
methods, employers can achieve higher levels of productivity and efficiency,
leading to cost savings and improved profitability.
Standardized procedures and
quality control: Scientific management emphasizes the standardization of
procedures and work methods. This ensures consistency in the output, reduces
errors, and improves the overall quality of products or services.
Effective resource
allocation: By analyzing work processes and eliminating wasteful
practices, scientific management helps in effectively allocating resources such
as labor, materials, and equipment. This leads to optimal resource utilization
and cost savings.
Improved decision-making: Scientific
management promotes data-driven decision-making based on systematic
observations and analysis. Employers have access to accurate and reliable
information, enabling them to make informed decisions regarding process
improvements, resource allocation, and goal setting.
Better employee-manager
relations:
Scientific management encourages clear communication, standardized
procedures, and well-defined roles and responsibilities. This promotes better
coordination, cooperation, and understanding between employees and managers,
leading to improved employee-manager relations.
Overall, scientific management benefits employees by
improving working conditions, job satisfaction, and skill development, while
employers benefit from increased productivity, efficiency, and effective
resource utilization. It creates a win-win situation where both parties can
thrive in a more optimized and productive work environment.
Q.22. Explain’ cooperation, not individualism ‘as a
principle of scientific management?
Ans. The principle of "cooperation, not
individualism" in scientific management emphasizes the importance of
collaboration and teamwork in achieving organizational goals. It promotes the
idea that success is not solely dependent on individual efforts but on the
collective efforts of all members of the organization.
Under this principle, scientific management aims to
foster a cooperative and harmonious work environment where employees and
managers work together towards common objectives. It encourages mutual
understanding, communication, and collaboration between workers and management.
By promoting cooperation, scientific management seeks to
eliminate the adversarial relationship between workers and management that was
often prevalent in traditional management approaches. It emphasizes that both
parties should view themselves as partners in the pursuit of organizational
success.
The principle of cooperation involves
several key aspects:
Mutual trust and respect: Cooperation
requires a foundation of trust and respect between workers and management.
Employees should trust that management has their best interests in mind, and
management should respect the contributions and abilities of the workers.
Collaboration in
decision-making: Scientific management encourages involving employees in
the decision-making process. Workers are seen as valuable sources of knowledge
and experience, and their input is sought in determining the most effective
methods and procedures.
Teamwork and coordination: Cooperation
necessitates effective teamwork and coordination among workers and different
levels of management. It involves breaking down silos and promoting
cross-functional collaboration to achieve common goals.
Clear communication: Open
and transparent communication is vital for cooperation. Clear communication
channels should be established to facilitate the flow of information,
instructions, feedback, and suggestions between workers and management.
The principle of "cooperation, not
individualism" recognizes that the success of an organization depends on
the collective efforts of all its members. By fostering a culture of
cooperation, scientific management aims to create a supportive and collaborative
work environment that maximizes productivity, efficiency, and overall
organizational performance.
Q.23. Name and explain the technique of scientific
management which helps in establishing interchangeability of manufactured parts
and products?
Ans. The technique of scientific management
that helps in establishing interchangeability of manufactured parts and products
is known as Standardization.
Standardization involves setting uniform specifications
and procedures for the production of goods. It aims to ensure that all parts
and products meet predetermined standards of quality, size, and performance. By
establishing standardized methods and dimensions, scientific management enables
the interchangeability of parts, allowing for easier assembly, repair, and
replacement.
Here's an explanation of how
standardization helps in achieving interchangeability:
Uniform specifications: Scientific
management emphasizes the development and implementation of standardized
specifications for each part or product. These specifications outline the
required dimensions, materials, tolerances, and other relevant characteristics.
By adhering to these specifications, manufacturers can produce parts that are
identical or nearly identical, ensuring compatibility and interchangeability.
Quality control: Standardization
also involves implementing quality control measures to ensure that all parts
and products meet the specified standards. Through rigorous inspection and
testing, any non-conforming parts can be identified and rejected, ensuring that
only standardized and interchangeable components are used in the manufacturing
process.
Efficient production: By
establishing standardized processes and procedures, scientific management
improves the efficiency of production. Workers can follow standardized methods
and instructions, leading to consistent output and reducing errors and
variations in the manufacturing process. This, in turn, enhances the likelihood
of achieving interchangeability among parts and products.
Cost savings: Standardization
offers cost benefits by streamlining production processes and reducing waste.
With interchangeable parts, manufacturers can stock fewer variations and
maintain lower inventory levels. Additionally, the ability to replace a
specific part without custom manufacturing reduces downtime and costs
associated with repairs and replacements.
Overall, standardization is a technique of scientific
management that plays a crucial role in establishing interchangeability of
manufactured parts and products. By implementing uniform specifications,
ensuring quality control, improving production efficiency, and realizing cost
savings, organizations can benefit from easier assembly, maintenance, and
enhanced overall product performance.
LONG ANSWER QUESTIONS
Q.1. Do you agree with the view that Taylor‘s principles
of scientific management and Fayol’s principles of management are mutually
complementary?
Ans. Yes, Taylor's principles of
scientific management and Fayol's principles of management can be considered mutually
complementary in many ways. While they approach management from different
perspectives, their principles can work together to create a comprehensive and
effective management framework. Here's why:
Focus on efficiency: Taylor's principles of scientific
management emphasize maximizing efficiency through time and motion studies,
standardization, and incentive systems. Fayol's principles of management, on
the other hand, focus on optimizing overall organizational efficiency through
principles such as division of work, unity of command, and unity of direction.
By combining these principles, organizations can achieve efficiency at both the
individual worker level and the overall organizational level.
Unity of command and
coordination: Both Taylor
and Fayol emphasize the importance of clear lines of authority and coordination
in management. Taylor's principle of unity of command ensures that each worker
receives instructions from a single supervisor, eliminating confusion and
conflicts. Fayol's principle of unity of command complements this by advocating
for a clear hierarchy and chain of command throughout the organization,
facilitating effective coordination and communication.
Division of work and
specialization: Fayol's
principle of division of work emphasizes breaking down tasks into specialized
roles, allowing workers to focus on specific areas of expertise. This principle
aligns with Taylor's principles of specialization and functional foremanship,
which aim to allocate tasks to workers based on their skills and abilities.
Together, these principles enable organizations to achieve higher levels of
productivity and efficiency through the specialization of labor.
Employee motivation and
incentives: Both Taylor
and Fayol recognize the importance of motivating employees to enhance their
performance. Taylor's principles of scientific management include the use of
monetary incentives and piece-rate systems to motivate workers. Fayol's
principles emphasize fair remuneration, recognition, and employee satisfaction.
By combining these approaches, organizations can create a comprehensive
incentive system that addresses both financial and non-financial aspects of
employee motivation.
In summary,
while Taylor's principles of scientific management primarily focus on improving
efficiency and productivity at the operational level, Fayol's principles of
management provide a broader framework for effective organizational management.
By integrating these principles, organizations can benefit from a comprehensive
approach that addresses both the operational and managerial aspects of running
a successful organization.
Q.2. Explain whether Taylor‘s techniques of management
are universally applicable giving examples of at least three techniques in
support of your answer?
Ans. Taylor's techniques of management,
often referred to as scientific management, were developed in the early 20th
century and have been widely implemented across various industries. While some
aspects of Taylor's principles may require adaptation to fit specific contexts,
the underlying principles and techniques have proven to be applicable in many
settings. Here are three examples of Taylor's techniques and their universal
applicability:
Time Study: Time study is a technique used to
analyze and measure the time required to perform specific tasks or operations.
By breaking down work processes and determining the most efficient methods,
time study helps establish standard times for tasks and enables organizations
to set realistic production targets. This technique is applicable in
manufacturing, service industries, healthcare, and even knowledge-based
professions. For example, in a call center, time study can be used to determine
the average call handling time for customer service representatives, allowing for
better workforce planning and performance evaluation.
Motion Study: Motion study involves analyzing and
optimizing the physical movements of workers during their tasks. It aims to
eliminate unnecessary motions, reduce fatigue, and enhance productivity. This
technique can be applied in various industries, such as manufacturing, assembly
lines, and logistics. For instance, in an automobile assembly plant, motion
study can be used to analyze the movements of assembly line workers, identify
inefficient motions, and redesign workstations to minimize unnecessary
movements, leading to improved efficiency and reduced fatigue.
Standardization: Taylor advocated for the
standardization of tools, processes, and materials to enhance efficiency and
reduce variability in work. Standardization ensures that workers use consistent
methods and materials, reducing errors, improving quality, and streamlining
production. This technique is relevant in manufacturing, construction,
healthcare, and many other industries. For example, in a food processing plant,
standardization can be applied to ensure consistent portion sizes, ingredient
ratios, and cooking times, resulting in consistent product quality and reduced
waste.
While the
specific implementation of Taylor's techniques may require customization to
suit different industries and organizational contexts, the underlying
principles of analyzing work processes, optimizing efficiency, and setting
standards are universally applicable. The core ideas of scientific management,
such as time study, motion study, and standardization, can be adapted and applied
across a wide range of industries to improve productivity, reduce costs, and
enhance overall organizational performance.
Q.3. Explain functional foremanship as a technique of
scientific management. IIIustrate it with the help od diagram?
Ans. Functional foremanship is a technique
of scientific management that involves dividing the functions of traditional
supervisors into specialized roles performed by multiple experts. It was
introduced by F.W. Taylor as a way to maximize efficiency and improve productivity
in the workplace.
Under
functional foremanship, there are two main categories of foremen:
Routing Foreman: The routing foreman is responsible
for the planning and preparation of work, including determining the sequence of
operations, setting production schedules, and ensuring the availability of
resources and materials. This foreman coordinates with workers and other
departments to ensure a smooth workflow.
Instruction Foreman: The instruction foreman focuses on
training and guiding the workers on how to perform their tasks efficiently.
This foreman provides detailed instructions, demonstrates the correct methods,
and helps workers in overcoming any difficulties they encounter during their
work.
To illustrate the concept of functional foremanship, here
is a diagram:
IUA
Copy code
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| Factory
|
----------------
|
----------------
| General Manager |
----------------
|
---------------------------------------
| |
-------------- ---------------
| Routing Foreman | | Instruction Foreman |
-------------- ---------------
| |
------------------ --------------------
| Planning and |
| Training and |
| Preparation
| | Instruction
|
------------------ --------------------
In the
diagram, the factory is represented at the top, followed by the general manager
who oversees the overall operations. Below the general manager, there are two
categories of foremen: the routing foreman and the instruction foreman.
The routing
foreman is responsible for tasks related to planning and preparation, such as
determining the most efficient workflow, scheduling production, and ensuring
the availability of resources. The planning and preparation function is shown on
the left side of the diagram.
The
instruction foreman, on the other hand, focuses on training and guiding the
workers. This includes providing detailed instructions, demonstrating correct
methods, and assisting workers in improving their performance. The training and
instruction function is shown on the right side of the diagram.
By dividing
the roles of traditional supervisors into specialized functions, functional
foremanship aims to maximize efficiency and effectiveness in managing workers
and their tasks. This approach ensures that each aspect of supervision is
handled by individuals with specialized expertise, leading to improved
productivity, reduced waste, and better overall performance in the
organization.
Q.4. Briefly explain the principles of scientific
management?
Ans. The principles of scientific management, as formulated by Frederick
Winslow Taylor, are:
Science, not rule of thumb: This principle emphasizes the use of
scientific methods and data to determine the most efficient ways of performing
tasks. It encourages managers to base decisions on facts, measurements, and
systematic analysis rather than relying on traditional practices or personal
opinions.
Harmony, not discord: Scientific management aims to
establish a harmonious relationship between workers and management by
eliminating conflicts and fostering cooperation. It emphasizes the importance
of collaboration and teamwork, where both parties work towards common goals and
share mutual benefits.
Cooperation, not
individualism: This
principle emphasizes the need for cooperation and collaboration among workers
and managers. It encourages a sense of teamwork and unity, where everyone works
together towards achieving organizational objectives. Cooperation includes
providing adequate training, support, and resources to workers, while workers
strive to give their best effort and follow established procedures.
Development
of every person to their greatest efficiency and prosperity: Scientific
management recognizes that each individual has the potential for growth and
development. It promotes the idea of training, developing, and empowering
employees to reach their maximum potential. By providing opportunities for
skill development and career advancement, both the organization and the
individual can prosper.
Maximum
output, not restricted output: This principle focuses on maximizing
productivity and efficiency. It involves identifying and eliminating wasteful
practices, optimizing work processes, and utilizing resources effectively. The
goal is to achieve the highest possible output without sacrificing quality or
worker well-being.
These
principles aim to improve organizational performance by applying scientific
methods, fostering cooperation and harmony, and promoting the development and
well-being of employees. They provide a systematic approach to management,
leading to increased productivity, efficiency, and overall success.
Q.5.What are the elements of scientific management?
Ans. The elements of scientific management,
as proposed by Frederick Winslow Taylor, include:
Time Study: This involves analyzing and measuring
the time taken by workers to perform specific tasks. It helps in determining
the standard time required for completing each task and establishes benchmarks
for efficiency.
Motion Study: Motion study focuses on the analysis
of work motions and the elimination of unnecessary movements. It aims to
streamline work processes by identifying the most efficient motions and
eliminating wasteful or redundant actions.
Standardization: Standardization involves establishing
uniform methods, procedures, and tools for performing tasks. It ensures
consistency and eliminates variations in work processes, resulting in improved efficiency
and quality.
Specialization: Specialization refers to breaking
down complex tasks into smaller, specialized tasks that can be performed by
different workers. This allows each worker to develop expertise in a specific
area, leading to increased efficiency and productivity.
Differential Piece Rate
System: This system involves providing higher
wages or incentives to workers who meet or exceed a certain level of
performance or production. It aims to motivate workers to increase their
productivity and earn higher wages based on their performance.
Functional Foremanship: Functional foremanship involves
dividing the responsibilities of traditional supervisors among specialized
foremen who oversee specific functions such as planning, training, production,
quality control, etc. This ensures focused attention and expertise in each area
of supervision.
Cooperation between Workers
and Management: Scientific
management emphasizes the need for cooperation and collaboration between
workers and management. It promotes open communication, mutual respect, and
shared goals to achieve optimal results.
These
elements of scientific management aim to improve efficiency, productivity, and
worker satisfaction by applying scientific methods, standardizing processes,
and promoting specialization and cooperation. They form the foundation of
Taylor's approach to management and have been influential in shaping modern
management practices.
Q.6. Critically evaluate Taylor‘s scientific management
from different aspects?
Ans. Taylor's scientific management has
been subject to various criticisms and evaluations from different perspectives.
Here are some critical evaluations of Taylor's scientific management from
different aspects:
Worker Exploitation: One of the main criticisms of scientific
management is that it is often accused of treating workers as mere tools or
machines. Critics argue that Taylor's focus on efficiency and productivity
sometimes overlooks the well-being and dignity of workers. The emphasis on time
and motion studies to maximize output can lead to excessive workload and stress
for workers.
Lack of Human Factors: Taylor's approach tends to overlook
the human aspect of work. It primarily focuses on optimizing processes,
standardizing tasks, and measuring performance, but it may neglect factors such
as job satisfaction, motivation, and creativity. Critics argue that this can
lead to a mechanistic and dehumanizing work environment.
Limited Applicability: Another criticism of Taylor's
scientific management is its limited applicability to certain industries and
job types. The principles and techniques proposed by Taylor may work well in
repetitive and routine tasks but may not be as effective in knowledge-based or
creative work. The highly specialized and standardized approach may not be
suitable for complex and dynamic work environments.
Resistance to Change: Implementation of scientific
management can face significant resistance from workers and unions. The
introduction of time and motion studies, performance measurement, and
piece-rate systems can be seen as intrusive and threatening to workers'
autonomy and job security. This resistance can lead to conflicts and decreased
employee morale.
Neglect of Managerial
Skills: Taylor's scientific management places
a strong emphasis on scientific methods and technical expertise but may
overlook the importance of managerial and leadership skills. Effective
management requires more than just optimizing processes and measuring
performance. It requires skills in communication, motivation, decision-making,
and team-building, which Taylor's approach may not adequately address.
Overemphasis on Efficiency: While efficiency and productivity are
crucial in any organization, critics argue that Taylor's scientific management
sometimes overemphasizes these aspects at the expense of other important
factors, such as quality, innovation, and customer satisfaction. A sole focus
on efficiency may hinder long-term growth and organizational development.
Despite
these criticisms, Taylor's scientific management also had significant positive
impacts. It brought attention to the importance of systematic management,
measurement, and analysis of work processes. It laid the foundation for
subsequent developments in management theory and practices, including the
principles of standardization, specialization, and performance measurement.
Overall, the
evaluation of Taylor's scientific management should consider its context,
limitations, and evolving nature of management practices. While it may not be
applicable or suitable in all situations, it has contributed to shaping modern
management thinking and continues to be a reference point for discussions on
work efficiency and productivity.
Q.7. “The principles underlying scientific management are
advantageous both to the employers and the employees” do you agree? Give
reasons for your answer?
Ans. Yes, I agree that the principles
underlying scientific management are advantageous both to employers and
employees. Here are the reasons to support this viewpoint:
Advantages
for Employers:
Increased Productivity: Scientific management emphasizes
efficiency and productivity. By analyzing work processes, eliminating wasteful
activities, and optimizing workflows, employers can achieve higher levels of
productivity. This leads to increased output and potentially higher profits for
the organization.
Cost Reduction: Scientific management techniques help
identify and eliminate inefficiencies and waste in the production process. This
can result in cost savings through reduced material waste, improved inventory
management, and minimized idle time. Employers can benefit from lower
production costs, improved resource utilization, and increased profitability.
Standardization and Quality
Control: Scientific management promotes
standardization of work methods and processes. This enables employers to
maintain consistent quality standards in their products or services. By
reducing variability and errors, employers can enhance customer satisfaction,
build a reputation for quality, and reduce the costs associated with rework or
customer complaints.
Clear Roles and
Responsibilities: Through the
principles of scientific management, roles and responsibilities are clearly
defined. Each employee has a specific set of tasks and objectives, eliminating
confusion and overlapping responsibilities. This clarity helps in better
coordination, accountability, and effective supervision, resulting in improved
organizational structure and performance.
Advantages
for Employees:
Fair Compensation: Scientific management techniques,
such as time and motion studies, can help determine fair and reasonable wage
systems. By establishing a correlation between performance and pay, employees
have the opportunity to earn higher wages based on their productivity. This
motivates employees to work efficiently and rewards them for their efforts.
Skill Development: Scientific management emphasizes training
and specialization. Employees receive training to perform their tasks
effectively and efficiently. This can enhance their skills and knowledge,
making them more competent and valuable in their respective roles. Skill
development opportunities not only benefit employees' career growth but also
increase job satisfaction.
Reduced Fatigue and Strain: Motion study, a component of
scientific management, aims to optimize work methods to minimize physical
exertion and fatigue. By eliminating unnecessary motions and designing
ergonomic workstations, employees experience reduced physical strain and
fatigue. This leads to improved employee well-being, increased comfort, and
reduced risk of work-related injuries.
Improved Job Security: Scientific management promotes
efficiency and productivity, which can contribute to the overall success and
stability of the organization. When employers benefit from higher profits and
growth, it creates a more secure and sustainable work environment for
employees. Job security increases employees' confidence and commitment to the
organization.
In summary,
the principles of scientific management offer advantages to both employers and
employees. Employers benefit from increased productivity, cost reduction,
improved quality control, and streamlined operations. Employees benefit from
fair compensation, skill development, reduced fatigue, and improved job
security. When applied and implemented in a balanced manner, scientific
management can create a win-win situation where both employers and employees
can thrive and achieve their respective goals.
Q.8. “Scientific management is a device of exploitation
of labour” why are workers opposed to scientific management?
Ans. Workers may be opposed to scientific
management for several reasons, although it is important to note that opinions
may vary among individuals and different contexts. Here are some reasons why
workers may be skeptical or opposed to scientific management:
Monotonous and Repetitive
Work: Scientific management often
emphasizes breaking down tasks into smaller, specialized components to maximize
efficiency. This can result in workers being assigned repetitive and monotonous
tasks, which can lead to boredom, job dissatisfaction, and a sense of
devaluation. Workers may feel that their skills and capabilities are not fully
utilized or recognized.
Lack of Autonomy and
Control: Scientific management involves strict
adherence to standardized procedures and closely supervised work. This can
limit workers' autonomy and decision-making authority, as they are expected to
follow prescribed methods without questioning or suggesting improvements.
Workers may feel disempowered and alienated from their work, leading to a sense
of frustration and demotivation.
Wage Reduction and
Piece-Rate Systems: Scientific
management often involves the implementation of differential piece-rate
systems, where wages are linked to individual productivity. While this can
provide incentives for some workers, others may see it as a mechanism to
exploit their labor. There may be concerns that the emphasis on speed and
efficiency puts excessive pressure on workers, potentially leading to overwork
and adverse health effects.
Lack of Communication and
Participation: Scientific
management can sometimes be implemented without adequate consultation or
involvement of workers. Decisions about work processes, methods, and
performance standards are often made by management without considering the
input and perspectives of the workers who are directly involved. This lack of
communication and participation can breed a sense of distrust and resentment
among workers.
Dehumanization and
Deskilling: Critics
argue that scientific management treats workers as mere cogs in a machine,
reducing their roles to simple and repetitive tasks. This can lead to
deskilling, where workers' expertise and knowledge are undervalued, and they
are seen as replaceable commodities. Workers may resist such dehumanization and
seek more fulfilling and meaningful work experiences.
Fear of Job Loss: The implementation of scientific
management techniques, such as automation and streamlining of processes, may
lead to workforce reductions or job displacements. Workers may fear losing
their jobs as a result of efficiency improvements, leading to resistance and
opposition to these management practices.
Q.9. Inspite of several advantages, scientific management
was opposed by labour, employees and trade unions. Discuss critically?
Ans. Scientific management, developed by
Frederick Taylor, introduced several innovative principles and techniques aimed
at improving efficiency and productivity in organizations. However, it also
faced significant opposition from labor, employees, and trade unions for
various reasons. Let's discuss these points critically:
Worker Exploitation: One of the main criticisms of
scientific management is that it can lead to the exploitation of workers. The
emphasis on maximizing output and efficiency sometimes disregards the
well-being and safety of workers. Employees may feel overworked, subjected to high
production demands, and exposed to hazardous conditions without adequate
compensation or consideration for their welfare.
Loss of Job Satisfaction: Scientific management often involves
breaking down tasks into simplified, repetitive, and narrowly defined
activities. This can lead to job dissatisfaction and reduced motivation among
workers who desire more challenging and fulfilling roles. The lack of autonomy
and creativity in performing tasks can also contribute to a sense of
disengagement and frustration.
Deskilling and Alienation: Critics argue that scientific
management devalues workers' skills and expertise by reducing their roles to
repetitive and monotonous tasks. This can result in deskilling, where workers'
knowledge and abilities are underutilized and not fully recognized. As a
result, employees may feel disconnected from their work and disengaged from the
overall organizational goals.
Lack of Worker
Participation: Scientific
management often involves top-down decision-making, with management dictating
work processes and standards without consulting workers. This lack of worker
participation and input can breed a sense of resentment and devalue the
perspectives and knowledge of employees. Workers may feel marginalized and
excluded from decision-making processes, leading to resistance and opposition.
Adverse Effects on Human
Relations:
Scientific management's
focus on efficiency and productivity can sometimes undermine positive human
relations in the workplace. The emphasis on strict adherence to standardized
procedures and close supervision can create a tense and controlling work
environment. Trust and cooperation between workers and management may suffer,
leading to strained relationships and reduced organizational cohesion.
Conflict with Trade Unions: Scientific management's approach to
work often clashes with the objectives and interests of trade unions. Unions
typically advocate for the protection of workers' rights, fair compensation,
and collective bargaining power. Scientific management's emphasis on individual
performance and efficiency can be seen as undermining the collective strength
of unions, leading to conflicts and opposition.
It is
important to note that while scientific management faced significant criticism,
it also laid the foundation for modern management practices and has influenced
subsequent management theories. Over time, the principles and techniques of
scientific management have been modified and adapted to address some of the
concerns raised by labor and employees.
Q.10. Explain scientific management. What are its
elements? Why workers object it?
Ans. Scientific management, also known as
Taylorism, is a management philosophy and approach developed by Frederick
Taylor in the early 20th century. It aims to improve efficiency and
productivity in organizations by applying scientific principles to work
processes and management practices. The key elements of scientific management
include:
Time and Motion Studies: Scientific management advocates for
the use of time and motion studies to analyze and optimize work processes. Time
study involves determining the standard time required to complete a specific
task, while motion study focuses on eliminating unnecessary movements and
improving work methods.
Division of Labor: Scientific management promotes the
division of labor, where tasks are broken down into smaller, specialized
components. This allows workers to focus on specific tasks and develop
expertise, leading to increased efficiency.
Standardization: Standardization is a crucial element
of scientific management. It involves establishing uniform procedures, methods,
and tools to ensure consistent output and minimize variations. Standardization
helps in reducing errors, improving quality, and enhancing productivity.
Differential Piece Rate
System: This technique suggests providing
higher piece rates to workers who exceed the standard output, creating
incentives for increased productivity. It aims to motivate workers by linking
their pay to their performance.
Despite the potential benefits of scientific
management, workers have objected to it for several reasons:
Exploitation: Workers argue that scientific
management prioritizes the interests of management and shareholders over their
well-being. They believe that the emphasis on efficiency and productivity can
lead to overwork, long hours, and neglect of their physical and mental health.
Deskilling and Monotony: Critics argue that scientific
management often reduces workers' roles to repetitive and mundane tasks, leading
to deskilling. Workers may feel that their skills and capabilities are
underutilized, resulting in job dissatisfaction and a lack of fulfillment.
Lack of Autonomy and
Control: Scientific management can limit
workers' autonomy and decision-making authority. The strict adherence to
standardized procedures and close supervision can make workers feel
disempowered and undervalued, leading to frustration and resistance.
Worker-Manager Conflict: The top-down approach of scientific
management can create a sense of distrust and conflict between workers and
managers. Workers may perceive management as overly controlling and
unsympathetic to their needs and concerns, leading to strained relationships
and reduced cooperation.
Union Opposition: Scientific management's focus on
individual performance and efficiency can clash with the collective goals and
interests of labor unions. Unions advocate for fair treatment, job security,
and collective bargaining power, which may be undermined by the principles of
scientific management.
It's
important to note that while scientific management has its drawbacks, it has
also contributed to the development of modern management practices and
influenced subsequent management theories. Over time, organizations have
recognized the need to strike a balance between efficiency and worker
well-being, leading to the evolution of more human-centric approaches to
management.
Q.11.What do you mean by scientific management and what
are its characteristics?
Ans. Scientific management, also known as
Taylorism, is a management approach developed by Frederick Taylor in the early
20th century. It aims to improve organizational efficiency and productivity by
applying scientific principles to work processes and management practices. The
main characteristics of scientific management include:
Scientific Approach: Scientific management emphasizes the
use of scientific methods to analyze work processes, identify inefficiencies,
and develop optimal solutions. It relies on data, observation, and analysis to
make informed decisions about work methods and practices.
Time and Motion Studies: Scientific management involves the
use of time and motion studies to analyze work tasks and identify the most
efficient ways of performing them. Time study determines the standard time
required to complete a task, while motion study focuses on eliminating
unnecessary movements and optimizing work methods.
Division of Labor: Scientific management promotes the
division of labor, where tasks are broken down into smaller, specialized
components. This allows workers to focus on specific tasks and develop
expertise, leading to increased efficiency and productivity.
Standardization: Standardization is a key element of
scientific management. It involves establishing uniform procedures, methods,
and tools to ensure consistent output and minimize variations. Standardization
helps in reducing errors, improving quality, and enhancing efficiency.
Training and Development: Scientific management emphasizes the
importance of training and development to enhance worker skills and
capabilities. Workers are provided with proper training to ensure they have the
necessary knowledge and skills to perform their tasks efficiently.
Incentive Systems: Scientific management advocates for
the use of incentive systems to motivate workers. This may include the
implementation of differential piece rate systems, where workers are rewarded
with higher pay for exceeding the standard output. Incentives are designed to
encourage increased productivity and performance.
Close Supervision: Scientific management involves close
supervision and monitoring of workers to ensure adherence to standardized
procedures and performance expectations. Supervisors play a critical role in
overseeing work processes and providing guidance to workers.
Cooperation between Workers
and Management: Scientific
management emphasizes the importance of cooperation between workers and
management. It aims to create a harmonious relationship where both parties work
together towards common goals of increased efficiency and productivity.
Overall,
scientific management seeks to optimize work processes, eliminate wasteful
practices, and improve overall organizational performance through the
application of scientific principles and systematic approaches to management.
Q.12.What is scientific management? Explain its elements?
Ans. Scientific management, also known as
Taylorism, is a management approach developed by Frederick Taylor in the early
20th century. It aims to improve organizational efficiency and productivity by
applying scientific principles to work processes and management practices. The
key elements of scientific management include:
Time and Motion Studies: Scientific management involves the
use of time and motion studies to analyze work tasks and identify the most
efficient ways of performing them. Time study determines the standard time
required to complete a task, while motion study focuses on eliminating
unnecessary movements and optimizing work methods.
Division of Labor: Scientific management promotes the
division of labor, where tasks are broken down into smaller, specialized
components. This allows workers to focus on specific tasks and develop
expertise, leading to increased efficiency and productivity.
Standardization: Standardization is a key element of
scientific management. It involves establishing uniform procedures, methods,
and tools to ensure consistent output and minimize variations. Standardization
helps in reducing errors, improving quality, and enhancing efficiency.
Training and Development: Scientific management emphasizes the
importance of training and development to enhance worker skills and
capabilities. Workers are provided with proper training to ensure they have the
necessary knowledge and skills to perform their tasks efficiently.
Incentive Systems: Scientific management advocates for
the use of incentive systems to motivate workers. This may include the
implementation of differential piece rate systems, where workers are rewarded
with higher pay for exceeding the standard output. Incentives are designed to
encourage increased productivity and performance.
Close Supervision: Scientific management involves close
supervision and monitoring of workers to ensure adherence to standardized
procedures and performance expectations. Supervisors play a critical role in
overseeing work processes and providing guidance to workers.
Cooperation between Workers
and Management: Scientific
management emphasizes the importance of cooperation between workers and
management. It aims to create a harmonious relationship where both parties work
together towards common goals of increased efficiency and productivity.
These
elements of scientific management are aimed at eliminating waste, improving
productivity, and creating a systematic approach to work processes. By applying
scientific principles and methods, organizations can achieve higher efficiency,
quality, and overall performance.
Q.13. Explain the following principles of scientific
management:
(a) Harmony, not discord
(b) Development of each and every person to this or her
greatest efficiency and prosperity.
Ans. (a) Harmony, not discord: This principle of scientific management emphasizes the
need for harmony and cooperation between workers and management. It promotes
the idea that conflicts and discord in the workplace are counterproductive and
hinder the overall efficiency and productivity. Scientific management
encourages the establishment of a harmonious work environment where workers and
management work together towards common goals. By fostering cooperation,
effective communication, and mutual respect, the principle of harmony aims to create
a positive and collaborative atmosphere that benefits both the workers and the
organization.
(b) Development of each and
every person to their greatest efficiency and prosperity: This principle highlights the
importance of individual development and growth within the organization.
Scientific management recognizes that every person has unique skills,
abilities, and potential. It emphasizes the need to identify and nurture these
talents to maximize the efficiency and prosperity of both the individual and
the organization. This principle encourages the provision of training,
education, and opportunities for personal and professional development. By
investing in the development of employees, scientific management aims to
enhance their skills, knowledge, and capabilities, leading to increased
efficiency, job satisfaction, and overall prosperity for both the individual
and the organization.
Q.14. Principles of Taylor and Fayol are mutually
complementary. One believed that management should not close its ears to
constructive suggestions made by the employees while the other suggested that a
good company should have an employee suggestion system, whereby suggestions
which result I substantial time or cost reduction should be rewarded?
Ans. Indeed, the principles of Frederick
Taylor and Henri Fayol can be seen as mutually complementary in certain
aspects. While Taylor focused on the scientific approach to management,
emphasizing efficiency and productivity through methods like time and motion
studies, Fayol's principles emphasized the broader aspects of management,
including planning, organizing, coordinating, and controlling.
In the
context of the given statement, Taylor's belief that management should not
ignore constructive suggestions made by employees aligns with Fayol's
suggestion of implementing an employee suggestion system. Both principles
recognize the value of employee input and the potential for improvement within
the organization.
Taylor's
principle of "cooperation, not individualism" emphasizes the importance
of collaboration between workers and management, highlighting the need to
listen to employee suggestions for enhancing productivity. Fayol's suggestion
of a reward system for substantial suggestions further encourages employees to
actively participate in providing valuable ideas for time or cost reduction.
By combining
these principles, organizations can foster a culture of open communication,
active involvement, and continuous improvement. This integration allows for the
utilization of employee knowledge and creativity, leading to enhanced
efficiency, innovation, and overall organizational success.
Q.15. Explain that technique of scientific management
which is the strongest Motivator for a worker to reach standard performance?
Ans. One of the techniques of scientific
management that can serve as a strong motivator for workers to reach standard
performance is the implementation of a differential piece-rate system.
Under the
differential piece-rate system, workers are offered different rates of pay
based on their level of performance. Higher rates are provided for those who
achieve or exceed the standard performance, while lower rates are given to
those who fall below the standard. The intention is to create a clear link
between performance and financial rewards, providing an incentive for workers
to work more efficiently and productively.
This
technique motivates workers by appealing to their desire for higher earnings
and financial incentives. It encourages them to push themselves to meet or
exceed the standard performance in order to earn the higher piece-rate. By
doing so, workers can increase their income and potentially improve their
financial well-being.
The
differential piece-rate system establishes a direct connection between effort,
productivity, and monetary rewards. It can create a competitive environment
among workers, driving them to strive for higher performance levels.
Additionally, the system can also foster a sense of achievement and recognition
for workers who consistently meet or surpass the set standards.
However,
it's important to note that the effectiveness of the differential piece-rate
system as a motivator may vary depending on the specific circumstances,
organizational culture, and individual worker preferences. Some workers may
respond well to financial incentives, while others may require additional
motivators such as job satisfaction, career growth opportunities, or
recognition.
Q.16. Explain following techniques of scientific
management?
(a) Time study (b) motion study (c)
functional foremanship
Ans. (a) Time Study:
Time study
is a technique used in scientific management to analyze and determine the
standard time required to perform a specific task or activity. It involves
breaking down the work process into smaller elements, observing and measuring
the time taken to perform each element, and establishing the most efficient
method for completing the task. The purpose of time study is to eliminate
unnecessary or inefficient movements, set realistic performance standards, and
improve overall productivity. By accurately determining the standard time for a
task, organizations can effectively plan work schedules, allocate resources,
and set achievable targets for workers.
(b)
Motion Study:
Motion
study, also known as motion analysis, is a technique used in scientific
management to analyze and improve work methods and motions performed by
workers. It involves studying and scrutinizing each individual motion or
movement involved in performing a task, such as reaching, grasping, lifting,
and positioning. The objective of motion study is to identify and eliminate
wasteful or unnecessary motions, reduce fatigue, and optimize the sequence and
arrangement of motions to enhance efficiency. By streamlining work motions and
minimizing repetitive or excessive movements, motion study aims to improve
productivity, reduce physical strain on workers, and enhance overall workplace
ergonomics.
(c) Functional Foremanship:
Functional
foremanship is a technique of scientific management that involves the division
of supervisory responsibilities into specialized functions or roles. Instead of
a single supervisor overseeing all aspects of a worker's performance,
functional foremanship assigns specific supervisors or foremen to supervise and
guide workers in specialized areas. For example, one foreman may be responsible
for technical instruction, another for planning and scheduling, and yet another
for quality control. The purpose of functional foremanship is to ensure that
workers receive specialized guidance and supervision in each area of their
work, leading to higher productivity, improved quality, and better coordination
between different functions. It enables supervisors to focus on their specific
areas of expertise and allows for a more detailed and specialized approach to
managing workers and their tasks.
Q.17. Explain the following techniques of scientific
management?
(a) Method study (b)
fatigue study (c) differential piece
wage system
Ans. (a) Method Study:
Method study
is a technique used in scientific management to analyze and improve work
methods and procedures. It involves a systematic examination and evaluation of
the current methods of performing tasks with the aim of identifying
inefficiencies, redundancies, and areas for improvement. The process typically
involves breaking down the work process into smaller steps, analyzing each step
to determine the most efficient sequence and method, and designing standardized
procedures. The objective of method study is to streamline work processes,
eliminate unnecessary steps or activities, reduce waste, and improve overall
productivity and efficiency.
(b)
Fatigue Study:
Fatigue
study is a technique used in scientific management to understand and address
the physical and mental fatigue experienced by workers during their work
activities. It involves the measurement and analysis of factors that contribute
to fatigue, such as the duration and intensity of work, repetitive motions,
environmental conditions, and ergonomic considerations. The purpose of fatigue
study is to identify the causes of fatigue, assess its impact on worker
performance and well-being, and implement measures to reduce or mitigate
fatigue-related issues. By addressing fatigue, organizations can improve worker
safety, prevent accidents and errors, enhance worker morale and job
satisfaction, and optimize overall productivity.
(c)
Differential Piece Wage System:
The
differential piece wage system is a technique used in scientific management to
provide incentives and motivate workers to achieve higher levels of
performance. Under this system, workers are paid different wage rates based on
their level of productivity or output. The concept is that workers who exceed
the standard level of output or performance are rewarded with higher piece
rates, while those who fall below the standard receive lower rates. The purpose
of the differential piece wage system is to create a direct link between worker
effort and earnings, encouraging workers to strive for higher productivity and
efficiency. It aims to align individual interests with organizational goals,
promote healthy competition among workers, and drive overall performance
improvements.
Q.18. Explain any three principles of scientific
management?
Ans. Scientific
Selection and Training of Workers:
This
principle emphasizes the importance of selecting the right individuals for
specific job roles and providing them with proper training. Scientific
management suggests that workers should be carefully chosen based on their
skills, abilities, and aptitude for the job. They should then be trained using
standardized methods to ensure they possess the necessary knowledge and skills
to perform their tasks efficiently. By selecting and training workers
scientifically, organizations can improve productivity, minimize errors, and
maximize the utilization of human resources.
Division
of Labor:
The
principle of division of labor involves breaking down complex tasks into
smaller, specialized tasks that can be performed by different workers. Each
worker becomes an expert in their assigned task, leading to increased
efficiency and productivity. This principle promotes specialization and focuses
on assigning workers to specific roles based on their skills and capabilities.
It aims to eliminate unnecessary movements, reduce time wastage, and optimize
the use of resources.
Standardization
and Standard Time:
Standardization
is a key principle of scientific management that involves developing standard
methods, procedures, and tools for performing tasks. This ensures consistency
and uniformity in work processes, making them more efficient and predictable.
Standardization also extends to establishing standard time for completing
tasks, which is determined through time study techniques. By setting standard
times, organizations can measure and compare worker performance, identify areas
for improvement, and establish realistic production targets.
These
principles of scientific management aim to enhance productivity, eliminate
inefficiencies, improve worker performance, and create a structured and
systematic approach to work.
Q.19. Explain the following techniques of scientific
management:
(a) Differential piece wage system (b) motion study
Ans. (a) Differential Piece Wage System: The differential piece wage system is a technique of scientific
management that involves providing different wage rates for different levels of
output. Under this system, workers are paid a higher rate for producing above a
predetermined standard level of output and a lower rate for producing below
that level. This system is based on the idea that workers will be motivated to
work harder and increase their productivity if they can earn more money by
doing so. For example, if the standard level of output is 100 units per day,
workers who exceed this target may receive a higher wage per unit produced,
while those who fall below the target may receive a lower wage.
(b) Motion Study: Motion study is a technique of
scientific management that focuses on analyzing and improving work methods and
movements to increase efficiency. It involves breaking down tasks into their
individual motions and studying each motion to eliminate unnecessary movements,
reduce fatigue, and optimize the sequence of actions. By analyzing the motions
involved in a task, it becomes possible to identify and implement more
efficient techniques, tools, and work arrangements. For example, motion study
may involve rearranging workstations, introducing ergonomic tools, or
simplifying complex processes to eliminate wasted time and effort. The goal is to
streamline work processes and enhance worker productivity.
Q.20. Explain the following techniques of scientific
management:
(a) Time study (b) simplification of work
Ans. (a) Time Study:
Time study is a technique of scientific management that involves measuring and
analyzing the time required to complete a specific task or job. It aims to
determine the standard time needed to perform a task by observing and recording
the various elements and motions involved. Time study helps in setting
realistic production targets, determining the most efficient work methods, and
establishing fair and achievable work standards. By studying the time taken for
each element of a task, unnecessary delays, idle time, or inefficient work
methods can be identified and eliminated. This technique enables organizations
to optimize productivity, allocate resources effectively, and improve overall
efficiency.
(b) Simplification of Work: Simplification
of work is a technique of scientific management that focuses on streamlining
and standardizing work processes to eliminate unnecessary complexity and
increase efficiency. It involves breaking down tasks into simpler and more
manageable steps, reducing unnecessary motions, and eliminating non-value-added
activities. The aim is to simplify work procedures, minimize errors, and
enhance worker productivity. Simplification of work often involves designing
standardized work methods, providing clear instructions and guidelines, and
utilizing tools and technologies to automate or streamline repetitive tasks.
This technique helps in reducing the learning curve for new employees,
improving consistency in output quality, and achieving higher levels of
efficiency in the organization.
A.
One Word or One line Questions
O. 1. Who is known as the Father
of Scientific Management?
Ans. F.W. Taylor.
Q. 2. What is Scientific
Management?
Ans. Scientific management is the
application of scientific methods and principles to managerial functions and
the working of the organisation.
O. 3. State any two
principles of Scientific Management.
Ans. (a) Science in place of rule of
thumb (b) Harmony, not discord.
O. 4. What is method study?
Ans. Method study is concerned with
the development of 'one best way' to perform any function.
O. 5. What is motion study?
Ans. Motion study is concerned with
the determination of an appropriate and least possible number of activities
required to be performed to 'accomplish any task with efficiency.'
B.
Fill in the blanks
1. Taylor advocated that there should
be co-operation between
labour and management.
2.
Harmony not
discard, is the principle of scientific management.
3.
Fatigue study is concerned with the rest periods given to the
workers.
4. Taylor applied scientific methods to the field of management.
5. Science
and not Rule of Thumb, is the basis of scientific management.
C.
True or False
1. Functional foremanship is not a
technique of scientific management. False
2. Scientific management is the application of
scientific methods in the field of management. True
3. The main aim of Taylor was to
improve productivity. False
4. Henry Fayol is known as the father of
scientific management. True
5. Scientific management is the
adoption of scientific methods in place of traditional methods. True
D.
Multiple Choice Questions
1. How many functional
specialists have been suggested by Taylor?
(a) Six (b) Four
(c) Eight (d) Two.
(c) Eight
2. Who has given principles
of scientific management?
(a) F.W. Taylor (b) Peter Drucker
(c) Henry Fayol (d) None of the
above.
(a) F.W. Taylor
3. Taylor focused his
attention on
(a) Top level of the
organisation (b) Shop floor or
functional level of the organisation
(c) All the levels (d) both (a)
and (b).
(b) Shop floor or functional level of
the organisation
4. Which one of the
following is not a technique of scientific management?
(a) Fatigue study (b) Motion study
(c) Harmony, not
discord (d) Both (a) and (b).
(c) Harmony, not discord
5. Which method is used
under scientific management?
(a) Trial and error method
(b) Scientific method in
place of rule of thumb approach
(c) Forecasting
(d) None of these.
(b) Scientific method in place of
rule of thumb approach
Two
Marks Questions:
Q. 1. Define scientific
management.
Ans. Scientific management is the
application of scientific methods and principles to managerial functions and
the working of the organisation in place of traditional methods and principles
under it, ' one best way' is developed to perform every function.
Q. 2. "Scientific
management aims to develop each man to his greatest efficiency". Explain.
Ans. One of the principles of
scientific management is that the selection of employees should be made on the
basis of scientific methods. Then, every employee should be assigned a suitable
task on the basis of his qualities, physical ability and mental aptitude.
Employees must be imparted requisite training also with the help of scientific
methods to accomplish the assigned task efficiently and successfully. Thus,
scientific management aims to develop each person to his greatest efficiency
Q. 3. Discuss 'harmony not
discord'.
Ans. One of the principles of
Taylor's scientific management is that there should be complete harmony between
the managers and employees. Efforts should be made that the situation of
discord or conflict does not arise. Both managers and employees should understand
the importance of each other in the organisation
Q. 4. Define method study.
Ans. Method study is concerned with
the development of 'one best way' to perform any function According to Taylor,
'one best way' of doing every function in the organisation should be developed
In order to develop 'one best way', techniques like 'process chart' or
'operation research' etc. may be used.
Q. 5. Define time study.
Ans. According to Taylor, every task
should be accomplished in a specific period of time. The process of determining
this specific time on the basis of scientific method is known as time study.
Time study also helps to determine the requisite number of employees for any
task. It also helps to determine wage rate, cost of employees and compensation
which has to be paid to the employees
Q. 6. Define motion study.
Ans. Motion study is concerned with
the determination of an appropriate and least possible number of activities
required to be performed to 'accomplish any task with efficiency.' Under it,
production process is made more efficient and effective by eliminating
unnecessary, inefficient and unproductive activities. Consequently, every task
gets accomplished in less time and at low cost
Q. 7. What is fatigue
study?
Ans. Under fatigue study, an employee
is regularly observed while working and his productivity is noted. Whenever his
productivity begins to decline, he needs rest due to fatigue. By repeating this
process several times, an average time may be determined so as to determine
that after how much time does the employee need rest. Along with this, on the
basis of the functions of the employee, the span of time interval of rest
breaks can also be determined.
Four
Marks Questions:
Q. 1. Discuss in brief
features of scientific management.
Ans. 1. Scientific Approach: Scientific management
gives importance to the development and adoption of scientific approach towards
management. According to it, management is 'True Science of Work.'
2.
Development of One Best Way: Scientific management makes efforts
to develop the best way of doing every work.
3.
Based on Strict Rules: Principles and theories of
scientific management are developed after detailed study and analysis. That is
why these are strictly implemented and it is also ensured that these are
followed strictly.
4.
Comprehensive: Scientific management is a
comprehensive view point towards management. Under it, all the managerial
functions are performed with scientific approach. Even training and selection
of employees is done with the help of scientific methods.
Q. 2. Explain any four
principles of scientific management.
Ans. 1. Science in Place of Rule of Thumb: The first
principle of scientific management is that scientific methods should be used in
the working of an organisation. For this, scientific methods should be used in
various managerial functions and working of the organisation in place of
traditional methods like 'rule of thumb', 'trial and hit' and `personal
experience' etc.
2.
Harmony, Not Discord: One of the principles of Taylor's
scientific management is that there should be complete harmony between the
managers and employees. Efforts should be made that the situation of discord or
conflict does not arise. Both managers and employees should understand the
importance of each other in the organisation.
3.
Co-operation and Division of Responsibility, Not Individualism: This principle of scientific management is in fact an extension of the
principle of 'harmony, not discord'. According to this principle, there should
be complete co-operation between employees and managers in the organisation.
Both should recognise the importance of each other and work together with
co-operation.
4.
All-round Development of Workers: This principle of
scientific management is concerned with all-round development of the workers.
According to this principle, the selection of employees should be made on the
basis of scientific methods. Then, every employee should be assigned a suitable
task on the basis of his qualities, physical ability and mental aptitude. Thus,
scientific management aims to develop each person to his greatest efficiency.
Q. 3. What are the
aims/objectives of scientific management?
Ans. 1. Adoption of Scientific Methods: The main
objective of scientific management is to promote the adoption of scientific
methods and techniques in managerial functions and working of the organisation.
2.
Improvement in Efficiency: Improvement in the efficiency of an
organisation is also an objective of scientific management. In fact, scientific
management promotes the use of scientific methods and techniques with the
purpose that organisation may work efficiently.
3.
Increase in Production: Another important objective of
scientific management is to achieve increase in production. In order to achieve
this objective, production process is organised on the basis of scientific
methods.
4.
Reduction in Costs: To reduce the operational cost of
the organisation by organising the functioning of the organisation on the basis
of scientific methods, is also an objective of scientific management. In order
to do so, control techniques based on scientific approach are adopted.
Q. 4. What are time study
and motion study?
Ans. According to Taylor, every task
should be accomplished in a specific period of time. The process of determining
this specific time on the basis of scientific methods is known as time study.
Time study also helps to determine the requisite number of employees for any
task. It also helps to determine wage rate, cost of employees and compensation
which has to be paid to the employees.
Motion
Study: Motion study is concerned with the determination of
an appropriate and least possible number of activities required to be performed
to ' accomplish any task with efficiency.' Under it, production process is made
more efficient and effective by eliminating unnecessary, inefficient and
unproductive activities. Consequently, every task gets accomplished in less
time and at low cost and the productivity of the organisation increases.
Q. 5. Differentiate between
time study and motion study.
Ans.
Time
Study |
Motion
Study |
Under
it, time required for accomplishing any task is determined on the basis of
scientific methods. |
Under
it, appropriate and least possible number of activities required to be
performed to accomplish any task with efficiency is determined. |
Its
objective is to carry-out maximum production in the least possible time. |
Its
objective is to reduce the number of activities in the production process. |
It
includes the procedures related to time. |
It
includes the procedures related to activities. |
Q. 6. Explain in brief
standardisation and simplification of work.
Ans. Standardisation and
simplification of work are also two main techniques of scientific management.
Standardisation refers to the determination of specific standards about various
activities in the organisation. These standards may be concerned with any
function of the organisation such as use of raw material, time, quality of
products, use of machines, or any other such aspect. These standards determine
that minimum level of performance which must be compulsorily achieved during
the production process and working of the organisation.
Simplification refers to limiting the types, size, varieties, degrees of quality etc. of
the products. Its objective is to control unnecessary wastage in the production
process. Thus, simplification helps in optimum use of resources and
consequently production process becomes cost-effective. This also helps in
improving the quality of products.