Why is Taylor s classical management theory scientific?

Taylor's theory of scientific management is not divorced from reality, and almost all of its management principles, principles and methods have been put forward through his own personal experiments and careful research. The aspects covered in its content are a summary of various previous management theories, and like all management theories, they are all aimed at improving productivity, but it is the most successful. It adheres to the principles of competition and people-oriented.

The principle of competition is embodied in the establishment of an evaluation standard for each action in the production process, and as a standard for rewarding and punishing workers, so that each worker must meet a standard and constantly exceed this standard, and the more exceeded, the better. Therefore, with the continuous improvement of standards, the enterprising spirit of workers will never stop, and the production efficiency will inevitably improve; The principle of humanism is embodied in the fact that this theory is applicable to everyone, it is not an empty dogma, it is real, and it is measured by the high level of the worker's actual work, so that the worker can continue to make progress, but does not make them think that the standard is too high or too low. Putting people first is a trend in the development of science, and rigidity or ignorance will eventually be eliminated.

Scientific management theory is clearly a comprehensive concept. It is not only a thought, a concept, but also a specific operating procedure, which is a guide for specific operations. They are:

First, the old empirical management method is replaced by a scientific division of each element of the work; secondly, the scientific method of staff selection, training and development replaces the previous practice of self-selection of work and training of what you want; Thirdly, communicate regularly with workers to ensure that all the work they do is consistent with the principles of scientific management; Finally, managers and workers should have essentially equal work and responsibilities. Managers will take their proper share of responsibility, whereas in the past, almost all of the work and most of the responsibility was placed on the workers.

Since the 20th century, scientific management has become very popular in the United States and Europe. For more than 90 years, scientific management thinking still plays a huge role. Of course, Taylor's scientific management theory also has certain limitations, such as the scope of research is relatively small, the content is relatively narrow, and it focuses on production operation management.

In addition, Taylor is not involved in the management, marketing, marketing, and finance of modern enterprises. More important is the limitation of his assumption of human nature, that is, the belief that man is only an economic man, which undoubtedly limits Taylor's vision and height. But these are also the places that need to be supplemented by new management theories created by management masters after Taylor.

Taylor was the first to put forward and prove that the standardization of operations can greatly improve work efficiency, and put forward the basic idea of scientific management - standardization and institutionalization, the most typical is the test of workers shoveling raw materials, and the efficiency has increased by a few (?? Fold.

Main content: Replace the traditional empirical management method with scientific management methods, and implement the principle of work quota and standardization.

In order to increase productivity, it is necessary to select "first-class workers" for the job.

Implement a differential piecework wage system.

Separate the planning function from the executive function.

Implement a functional foreman system.

The principle of exception to management was proposed.

Scientific management theory describes the application of scientific methods to determine the "best way" to do a job. It can be summarized as: science, not just experience; Harmony, not cooperation; cooperation, not individualism; To maximize the output, replace the limited output, everyone to play the greatest work efficiency, the greatest success, is to replace the low-cost production mode with high-efficiency production mode, in order to strengthen the control of labor costs.

Scientific management theory describes the application of scientific methods to determine the "best way" to do a job. It can be summarized as: science, not just experience; Harmony, not cooperation; cooperation, not individualism; To maximize the output, replace the limited output, everyone to play the greatest work efficiency, the greatest success, is to replace the low-cost production mode with high-efficiency production mode, in order to strengthen the control of labor costs.

The innovative Taylor's scientific management ideas have laid the foundation for modern management theory. The modern school of management science can be said to be an inevitable extension of scientific management thought, which has had a great impact on modern management theory.

1. Firstly, the experimental method is used to determine the management problem, which is a precedent for empirical management research.

2. Create the analysis of individual or partial workflows, which lays the foundation for process management.

3. Take the lead in putting forward the idea of work standardization, and be the founder of standardized management.

4. Separate the work of managers and the managed, so that management is regarded as a science that can be studied independently for the first time.

5. For the first time, it was proposed that human nature must be considered for management change.

Limitations 1. One of the basic assumptions of scientific management theory is that man is "economic man". In the view of Taylor and his followers, people are most concerned about their own economic interests, the purpose of entrepreneurs is to obtain maximum profits, and the purpose of workers is to obtain maximum wage income, as long as people obtain economic benefits, he is willing to cooperate with managers to tap his own maximum potential. This assumption of human nature is one-sided, because human motivations are multifaceted, ranging from economic to social and psychological aspects.

2. The principles of scientific management theory have not been well implemented in the actual implementation process. The original intention of scientific management is to apply the methods of action research and working hours research to analyze, in order to discover and apply the law of improving labor productivity, but the research of working hours in many enterprises is not based on science, and is often affected by the subjective judgment of business owners and researchers. In addition, the functional foreman system and the differential piecework wage system advocated by Taylor have not been widely used.

3. Taylor is suspicious and repulsive of the union. In his view, the philosophy of trade unions and the philosophy of scientific management are incompatible, and trade unions step up confrontation and encourage confrontation by discording workers and management departments, while scientific management encourages and advocates the unity of interests. So Taylor argues that if workers join unions and organize, they are prone to complicity.

However, in practice, it is difficult to establish a truly harmonious labor-management relationship without the participation of labor unions in determining work standards, quotas, and wages through working hour studies and action studies.

His scientific management theories mainly include 1, work quota 2, standardization 3, ability and work adaptation 4, differential piecework system 5, and separation of planning and executive functions.

His theory focuses on improving work efficiency and streamlining workflows.

Hello, I am glad to answer for you, recognize: the emergence of scientific management principles solves the problem of low efficiency in production enterprises. However, in the context of the industrial revolution at that time, it is not difficult to find that the social conditions under which Taylor applied the principles of scientific management to practice were relatively simple, and his research was mainly carried out in a deterministic and reversible environment.

With the continuous progress and development of society and enterprises, the situation faced by enterprises is becoming more and more complex, and there is naturally no reversibility of time. Another key problem is that Taylor's research is based on the assumption of "homo economicus", focusing only on the scientific procedures and the standardization of tools, ignoring the general premise that man is a "social man".

Taylor believes that scientific management is a combination of multiple elements. He collects knowledge, analyzes and combines it, and classifies it into laws and regulations, thus constituting a science.

Organizational management: In traditional management, the responsibility for work in production is pushed to the workers, and the workers work according to their own habits and experience, and the work efficiency is determined by the workers themselves. Because it has to do with the proficiency of the workers and the mentality of the individual, Taylor is convinced that this is not the highest efficiency and must be changed with the scientific method.

The scientific method is to find out the standard, formulate the standard, and then act according to the standard.

Management philosophy: scientific management is not so much a management theory composed of some principles and principles, but rather a management philosophy that changes people's re-examination of management practice at that time.

As Drucker, an American management scientist, pointed out:"Scientific management is a philosophy of workers and work systems, and in general it is probably the most special American contribution to Western thought since the literature of federalism. "

The essence of Taylor's theory of scientific management.

The essence of scientific management is a complete ideological revolution of the workers in all enterprises or institutions -- that is, the attitude of these workers towards their work responsibilities, their colleagues, and their employers. At the same time, it is also a complete ideological revolution in the responsibility of the foremen, factory directors, employers, and boards of directors in the management of their colleagues, their workers, and all day-to-day work problems. Without a complete revolution in the minds of both workers and managers, scientific management would not exist.

Answer: First, the fundamental purpose of scientific management is to improve labor productivity;

Second, an important means to improve labor productivity is to replace the old empirical management with scientific management methods;

Third, the core problem of scientific management is that both managers and workers are required to carry out a thorough spiritual revolution.