Fredrick Taylor Flashcards
Key principles- Science,not rule of thumb
Replace traditional methods with scientific study
Use time and motion studies for task efficiency
Key principles- harmony
Promote cooperation between workers and management
Encourage teamwork over individual
Mental revolution
Shift mindset for mutual benefits
Foster a collaborative environment
Co-operation not individualism
Ensure management and workers collaborate
promote teamwork
Development of each person to their greatest efficiency
Train workers for efficiency
Match workers to suitable jobs
Time and motion studies
Analyse tasks for optimal methods
Break task into smaller timed steps
Standardisation of tools and procedures
Develop standard methods for consistency
Standardise tools and equipment
Training and development
Provide training based on scientific methods
Focus on continuous skill improvement
Differential piece rate system
Pay based on productivity
Higher efficiency leads to higher wages
Benefits
Increased productivity- more efficient methods leads to higher output
Reduced waste- minimises time wasted and waste of materials
Higher wages- workers earn more through efficiency
Benefits
Increased productivity- more efficient methods leads to higher output
Reduced waste- minimises time wasted and waste of materials
Higher wages- workers earn more through efficiency
Criticisms
Dehumanisation- focus on efficiency can make work repetitive and boring
Workers Dissatisfaction- increased pressure and control can lower morale
Neglect of human aspects- Emphasis on task efficiency overlooks workers satisfaction and creativity
Impact
Influence on management practices- foundation for modern management techniques.
Development of industrial engineering- inspired fields like operations management and industrial engineering
Critiques and Evolution- led to human relations movement and other theories considering human factors
Amazon- application
Optimisation- uses data analytics to streamline warehouse operations
Standardisation: implements uniform procedures across warehouses
Incentives- performance based pay linked to productivity
Amazon-benefits
Efficiency- high productivity and fast order fulfilment
Reduced waste- minimises time and material wastage
Criticisms
Work stress- high pressure environment can lower morale
Dehumanisation- focus on efficiency may neglect employee wellbeing
McDonald’s
Optimisation- uses time and motion to streamline kitchen operations
Standardisation- implements uniform procedures and recipes across all restaurants
Training- provides comprehensive training programs for employees
Benefits
Efficiency- high productivity and consistent food quality
Reduced waste- minimises time and ingredient wastage
Criticisms
Worker stress- repetitive tasks and high pressure environment can lower morale
Dehumanisation- focus on efficiency may neglect employee creativity and satisfaction
Examples
Foxconn
Amazon
McDonald’s
FOXCONN- key operations
Major factories in China including Longhua science and technology park in Shenzhen and factories in Zhengzhou, Henan Province
FOXCONN-Products
Manufactures electronics and parts for major brands, notably producing 70% of the world’s iPhone
Application Clear division of tasks: FOXCONN
Assembly line structure- work is divided into minute tasks along the assembly line, where each worker performs a specific, repetitive function.
Hierarchical Management: Clear separation between managerial planning and worker execution, ensuring strict control and oversight
Application Use of scientific- FOXCONN
Time and motion studies- Tasks are broken down and optimised for efficiency, mirroring Taylor’s scientific analysis of work.
Standardisation- processes and movements are standardised to maximise productivity and reduce inefficiencies.
Application scientific selection and Training
Work selection- Recruitment often targets students who are trained intensively to perform specific tasks.
Training programs- Foxconn University offers further training to enhance workers skills and efficiency
Application close supervision- Foxconn
Monitoring systems- workers are closely monitored by both their supervisors and technological systems to ensure compliance and productivity
Punishment- Reports indicate the use of punishments to enforce discipline and maintain output standards
Working conditions at Foxconn
Work Environment- characterised by gruelling workloads, monotonous tasks, and long hours (e.g.12 hours)
Living conditions- workers often live in dormitories with stringent regulations, contributing to high-stress environment
Turnover rate- high due to the demanding nature of the work and the harsh conditions
Criticisms- FOXCONN
Boredom and monotony: worker’s experience significant boredom and monotony due to the repetitive nature of tasks
Over work and fatigue- allegations of excessive working hours and insufficient rest periods
Psychological impact- high stress levels, with reports of workers experiencing physical And mental exhaustion, nightmares and even mimicking work motion’s unconsciously.
Suicides and safety nets- a spate of suicides led to the installation of safety nets to prevent further incidents and highlighted severe psychological distress among workers
Recent protests- ongoing worker unrest due to poor conditions, exacerbated by COVID-19 restrictions
Management responses- FOXCONN
Wage increases- In response to suicides and negativity publicity, Foxconn raised wages for workers
Stress Management- initiatives such as stress rooms and the hiring of counsellors and Buddhist monks to help alleviate worker stress.
Reforms and public relations- Efforts to improve working conditions, through effectiveness and sincerity are debated
Reflection on Taylorism at Foxconn
Efficiency vs Human cost- while Foxconn’s implementation of scientific management principles has led to significant productivity gains, it has also resulted in severe human costs, raising questions about the ethicality and sustainability of such practices.
Ethical considerations- the need to balance efficiency with humane treatment of workers is highlighted, questioning whether Taylor’s principles are fully applicable in modern contexts without significant modifications to address workers well being
Conclusion- Foxconn
Foxconn serves as a contemporary example of Taylor’s scientific management in action. The company’s approach to efficiency and control mirrors Taylor’s principles but also brings to light the critical ethical and human concerns associated with such a management style in 21st century.
