澳洲会计学论文代写-弗雷德里克·泰勒的科学管理理论。科学管理原则是泰勒提出的，对制造业产生了巨大的影响。它影响了那个时代许多商业领袖的思想(Langlois, Vytialingam & Aziz, 1999)。弗雷德里克·泰勒科学管理理论的标志是对传统管理程序的重大突破。与此同时，随着管理理论的普及，泰勒的理论受到了高度的谴责，其作用急剧下降，以至于现在人们争论科学管理是否存在(Kenworthy & Sparks, 2016)。本文旨在探讨弗雷德里克·泰勒的科学管理理论是否或在多大程度上仍然适用于管理。
Taylor’s knowledge at the Midvale Steel Company brought in the beginning of methodical way to managing. While working there, he identified that the labour efficiency was mainly unproductive because of a personnel that performed through “rules of thumb”. He initiated his researches at the place of work with the intention of replacing the usual “rules of thumb” by realistic scientific facts. The key to this movement was his “Time And Motion Study” where he analysed the ways in which he can decrease the number of movements in carrying out a task so as to raise efficiency (Wren, 1991). This factor of Frederick’s theory is commonly utilised by management these days, which is clear in McDonalds, who utilise one homogeneous process e.g. to prepare a burger, workforce has to carry out same set of tasks again and again. This combination of homogeneous procedure and the 5 principles of scientific management have clearly been utilised. It has proved to be the most excellent method for such businesses to arrive at their final output as they are the global leaders in the fast food chain.
The 5 principles of scientific management:
A clear distribution of roles and responsibilities
Apply scientific ways to settle on the “one best technique” of performing a job
Scientific choice of most excellent individual for the lately planned job
Make sure that the workforce is trained to carry out the job in the “one best technique (Tikhomirov, 2017)
Severe scrutiny of workforce applying a hierarchy of power and close control
Each manager will have his own particular style of managing, yet each manager adapts the methodologies as per the business needs and culture. Taylor saw that his technique was sickened and scrutinized for being untwisting and strict as essentially workers did not like the alteration. Taking an example of a big giant-Google, there is no noteworthy bearing of Taylor’s “machine” analogy to their firm’s personnel. Google focuses further on the Hawthorne research where a few examinations were done by George Elton at the Hawthorne Works.
The result of his study was appreciated because it proved that the labour is a kind of asset to the business. This raised the inspiration and led to rise in efficiency because the experiments went on for five years so he had much more information to get results, unlike research of Taylor. So, Google permits the employees to have freedom of working at chosen timings and environments (Landry & Ramankutty, 2015). Employees had to carry out the job in teams which demonstrated that as per Mayo’s experiments the performance in groups could be significantly effective.
These businesses i.e. McDonald’s and Google are doing very well in their industries and both of them have been applying different business strategies. One of these businesses need more innovation and creativity, therefore it can be concluded by this essay that Taylor’s theory is still applicable nowadays, as per the products and structures of a business. A piece rate approach will not be suitable for Google so Taylors theory cannot be applicable to it even the idea of “best technique” will not be suitable to every business (Turan, 2015). Therefore, it can be said that not a single method is applicable for innovation and creativity rather a mix of different approaches has to be utilised.