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The Principles of Scientific Management (Englisch) Taschenbuch – 1. Januar 2008

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Considering that Frederick Winslow Taylor is often called 'The Father of Scientific Management' and that his approach is also often referred to, as Taylor's Principles, or Taylorism, the impact on the field of business strategy of Frederick Winslow Taylor's "The Principles of Scientific Management" is undeniable. This is the treatise from which all others sprout, a truly lasting and important work of management science.

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Frederick Winslow Taylor (1856–1915), widely known as F. W. Taylor, was an American mechanical engineer who sought to improve industrial efficiency. He is regarded as the father of scientific management and was one of the first management consultants. Taylor was one of the intellectual leaders of the Efficiency Movement and his ideas, broadly conceived, were highly influential in the Progressive Era. -- Dieser Text bezieht sich auf eine andere Ausgabe: Taschenbuch.

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6 von 7 Kunden fanden die folgende Rezension hilfreich Von Donald Mitchell TOP 500 REZENSENT am 17. Juni 2000
Format: Taschenbuch
Let me caution you before commenting on this book. Most people who refer to Taylor and Scientific Management have not read Taylor, but about Taylor in secondary sources. So, forget what you have heard about Taylor. Keep an open mind.
Prior to Taylor, management tried to create output by providing incentives to workers. But pressure from peers kept workers from doing more work. Everyone agreed that this would lead to fewer jobs.
The virtuous cycle of higher performance, lower prices, more sales, and higher pay for workers and shareholders was not yet uncovered.
Taylor sees the results of the higher productivity mostly being of help to consumers, with the remainder of the benefit split between shareholders and workers. In that he was prescient. Advanced thinkers today are rediscovering this old truth, first elaborated by Taylor.
What I found to be delightful in the book was the emphasis on trying to approach the ideal practice, rather than being satisfied with the best of today.
Here are the key principles for your reference:
(1) develop a science for each element of a task to determine the most productive way to do that task (quality and quantity considered in terms of total costs)
(2) scientifically select and train those who can do the task the most effectively in what needs to be done, and provide all of the help they need
(3) create an environment where the person doing the task can be productive (this often involves systems limitations, like input from others)
(4) management has a role in designing the work, selecting workers who are ideal for the work, and helping the work be learned properly. There is an equal division between the worker and management in creating the right result.
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1 von 1 Kunden fanden die folgende Rezension hilfreich Von Ein Kunde am 5. März 2005
Format: Taschenbuch
No doubt, Taylor had great influence on the development of Management as both a practice and a scientific discipline and "Principles of Scientific Management" is a brilliant book. It's historical value cannot be underestimated and it's principles are still present in many modern theories (e.g. operations research and principal agent models) as well as in the minds of managers.
However, only 4 stars only to remind you of it's ambiguous implications for actual application. One should carefully keep in mind that Scientific Management evolved at the time of the beginnings of modern industrial mass-production. The technical, economical and social circumstances at the time were quite different from today's. Management, in particular motivational and organzational theory and practice, has greatly advanced since then. One should beware of naivly adopting Tayler's concepts nowadays as they would simply fail under circumstances of increasingly complex environments, as countless research proved.
Nevertheless, Taylor's analysis and guidelines still prove very useful for running "stable" businesses (as e.g. running a fast-food outlet) and if one adds the recognition that people are no pure economical men and are therefore motivated also by other incentives than purely economical ones, his recommendations may still bring great insights.
I recommend "Principles of Scientific Management" to everybody seriously interested in the foundations of modern management theory (along of course with books like Marx' "The capital", Friedman's "Freedom and Capitalism, Smith's "Wealth of nations" and Keynes "General Theory of Employment, Interest, and Money") and for understanding the paradigms still underlying the tinking of countless modern managers.
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Von Ein Kunde am 2. Januar 1999
Format: Taschenbuch
When Frederick Taylor wrote his paper in 1911, "The Principles of Scientific Management," it would appear to be the way to go in managing and motivating people. At least, that would be lessons taught in our education system, thus his rhetoric would echo the halls of many of our business schools as the gospel of economics.
I would learn otherwise, once I got out into the real world and would be handed the responsibility of managing personnel. I would learn very quickly that 'Taylorism' is not the answer; the principles of management taught by the late Dr. Edwards Deming is 'the only way to go.'
Taylor spoke about rewarding good men (employees). This bit of mandate called for scoring and ranking workers. Now, how can one "compare" someone who is really good at a given task against someone who is good at another task? These two individuals may well be very good at what they do; however, it quite often requires a mix of these talents to produce a quality product or service.
To deal with those who slack off, you hire the best and set a high-standard pass-fail system. I've been on teams where I was considered to be the best and if I had slacked off, I would have been thrown off the team (and essentially let go). It takes a lot of management know how by people who'd worked the production floor for years to implement this team leadership.
Another problem with grading is that it becomes a popularity contest. If a teacher or supervisor likes you, they grade easy on you; otherwise, you're out of luck. So much for totem-pole integrity.
So there's a time and place for everything. In order for you as an entity to compete in the marketplace, you must have your employees collaborating to present the best solutions.
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