Frederick Taylors Principles Of Scientific Management Theory

F. W. Taylor's Scientific Management Theory

Frederick Winslow Taylor (1856-1915) is the begetter of Scientific Management.

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Scientific Management tries to increment productivity past times increasing efficiency together with payoff of the workers. It finds out the best method for performing each job. It selects employees past times using Scientific Selection Procedures. It provides Scientific Training together with Development to the employees. It believes inwards having a closed co-operation betwixt administration together with employees. It uses Division of Labour. It tries to create maximum output past times fixing Performance Standards for each project together with past times having a Differential Piece-Rate System for payment of wages.

Principles of Scientific Management

Techniques / Contributions / Principles of Scientific Management Theory :-

1. Performance Standards

F.W. Taylor constitute out that at that topographic point were no scientific performance standards. No 1 knew just how much piece of work a worker should do inwards 1 hr or inwards 1 day. The piece of work was fixed assuming dominion of pollex or the amount of piece of work done past times an average worker. Taylor introduced Time together with Motion Studies to railroad train performance standards. He fixed performance standards for time, cost, together with character of work, which Pb to uniformity of work. As a result, the efficiency of the workers could live on compared alongside each other.

2. Differential Piece Rate System

Taylor observed that workers did every bit lilliputian piece of work every bit possible. He felt that nether existing wage system, an efficient worker gained zippo extra. So, Taylor used the differential slice (unit) charge per unit of measurement system.

Under differential slice charge per unit of measurement system, a touchstone output was offset fixed. Then ii wage rates were fixed every bit follows :-

1. Low wage charge per unit of measurement was fixed for those workers who did non create the touchstone output.
2. Higher wage charge per unit of measurement was fixed for those workers who produced the touchstone output or who produced to a greater extent than than the touchstone output.

Differential piece-rate scheme tin mail away live on explained alongside next example :-

The touchstone output for a twenty-four hr catamenia is 10 units. The wage charge per unit of measurement for producing less than 10 units is $ five per unit, together with for producing 10 or to a greater extent than units is $ 8 per unit. If Mr. X produces seven units, together with Mr. Y produces 12 units, thence their payoff volition live on every bit follows :-

Mr. X's wage is seven x five = $ 35

Mr. Y's wage is 12 x 8 = $ 96

Because of this system, the inefficient workers volition essay to amend their efficiency, together with the efficient workers volition live on motivated to keep or amend their production capacity.

3. Functional Foremanship

Taylor started "Functional Foremanship". Here, 8 foremen (lower degree director or supervisor) are required to supervise the workers. This is because 1 foremen cannot live on an practiced inwards all the functions.

Taylor's functional foremanship consists of ii groups of supervisors :-

1. At the Planning Level or Office Level.
2. At the Doing Level or Factory Level.

(a) At the Planning Level :-

Taylor separated planning from doing. At the planning degree at that topographic point were 4 supervisors. They are :-

1. Time together with Cost Clerk : This boss prepares the touchstone fourth dimension for completing the piece of work together with toll of doing that work.
2. Route Clerk : This boss makes the exact road (way) through which each production has to go from a raw-material to a finished product.
3. Discipline Clerk : This boss looks afterward the land of report together with absenteeism problems inwards the organisation.
4. Instruction Card Clerk : The boss gives instructions close how to do a item work.

(b) At the Doing Level :-

At the doing degree at that topographic point were also 4 supervisors. They are :-

1. Gang Boss : He is responsible for setting upward the machines together with tools together with for straight supervision of workers.
2. Speed Boss : He is responsible for maintaining a proper speed of work.
3. Repair Boss : He is responsible for the repairs together with maintenance of machines.
4. Inspector Boss : He is responsible for maintaining the character of production.

4. Mental Revolution

Taylor introduced the concept of "Mental Revolution". He said that the administration together with workers should own got a positive mental attitude towards each other. This volition outcome inwards closed cooperation betwixt them. This volition increment productivity together with profits.

5. Time Study

Time report agency to tape the fourth dimension taken for doing each constituent of a job. The total project is offset observed together with analysed. Then it is divided into dissimilar elements (parts). Later the fourth dimension taken for doing each constituent of the project is recorded. This is done past times using a halt clock. Time report helps the administration to know just how much fourth dimension it volition own got to do a item job. This helps the administration to railroad train the amount of piece of work to live on done past times each worker inwards 1 hr or inwards 1 day. That is, administration tin mail away railroad train a touchstone output of piece of work for a for sure catamenia of time.

Taylor advised all managers to do fourth dimension study. This volition preclude the workers from passing time, working piece of cake together with doing less work. Time report helps to increment the productivity of the organisation.

6. Fatigue together with Motion Study

Frank together with Lillian Gilbreth (Husband together with Wife) introduced fatigue together with motility studies. Fatigue together with motility studies let on out together with withdraw unnecessary together with wasteful movements piece doing the job.

According to the Gilbreths, fatigue (tiredness) together with motility (movements or actions) are interlinked. Every motility that is removed volition cut down fatigue. Using cameras, they studied workers (masons) doing mutual jobs similar bricklaying. They constitute that the workers do many wasted motions piece doing their work. This resulted inwards fatigue. So, the Gilbreths asked the workers to halt all unnecessary motions together with to do alone the motions which were necessary for doing the job. They reduced the bricklayers' motions from eighteen to 5. This also reduced the fatigue of the bricklayers. Therefore, productivity of workers increased.

7. Gantt Charts

Henry Gantt invented the Gantt chart. This nautical chart shows the planned piece of work together with the completed piece of work at each phase of production. It also shows the fourth dimension taken to do the work.

Gantt nautical chart is the footing for next ii concepts :-

1. The Critical Path Method (CPM), and
2. The Program Evaluation Review Technique (PERT).