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Culture Documents
Principle of Exception:
Management should intervene if workers were unable to meet the targeted
outputs or exceeding the targeted outputs fixed by the foreman. In this situation,
it is clear that the foreman has not done his job.
Mental Revolution:
Mental revolution is concerned with bringing basic change in the mental attitude
of workers and the management towards each other. Scientific approach means
radical changes in the approach to solve problems regarding work and
managerial control. Workers were feeling that management was exploiting them,
getting more work and paying meagre amounts, whereas management had the
misgiving that workers always grumbled about the load of work, follow go-slow
policy, damaged the equipment, and showed indifference towards quality of
goods. This feeling of suspicion had to be routed out to adopt systematic
thinking. Mutual understanding and co-operation between management and
workers was an essential aspect pleaded by Taylor. So mental revolution on the
part of workers and management was essential to improve the working of an
enterprise
Criticism
1. Partial theory due to its concentration on the shop floor
2. Mechanistic theory: neglected the human side.
3. Underestimated and oversimplified human motivation to explain it in
terms of economic factors (monistic theory of motivation). Hawthorne
experiments depicted this flaw
4. Physiological organization theory: sacrifice the initiative of worker,
individual freedom.
5. Opposition from the labour unions (threat to unionism) as well as
managers (loss in discretion and increase in work).
6. Increased monotony and resulted in the absence of skill variety
7. Division of work leads to a) depersonalization b) may lead to automation
of workers
Evaluation
1. Pioneer of human beings at work
2. First to apply quantitative techniques to study industrial management
3. SM spread as a movement and had major impact on the growing reform
and economy movements in PA.
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