HAPTER 1

HAPTER 1 (C) – SCIENTIFIC SCHOOL OF MANAGEMENT
Standardized tools and techniques are common within Perfumes Guyana’s operation where task assigned to staff is accomplished in a systematic and scientific approach. Managing and guiding employees according to the objectives is a great task hence this report seeks to analyze the implication of Fredrick Taylor School of management theories and the impact on the overall operation.
WHAT IS SCIENTIFIC SCHOOL OF MANAGEMENT?
“Scientific management theory is the application of industrial engineering principles to create a system where waste is avoided, the process and method of production are improved, and goods are fairly distributed” initiated by the pioneer Fredrick (Taylor, 1911). These theories are broken down into four general principles:
According to (Jones, 2008) Taylor “develop a science for each element of a man’s work which replaces the old rule-of-thumb method”. Processes involved in actively gathering, analyzing, and converting information to laws, rules, or even mathematical formulas for completing tasks (Grimsley, n.d.). This theory is alive and fully functional in Perfumes Guyana where tasks are accompanied by manuals. These systems are drafted and easily accessible in designated areas guiding staff through the process ensuring manifestation of consistency and eliminates the error. Poor performance results from not adhering to internal procedures, hence staff are held accountable for their actions.
Employees are assessed based on capabilities to function in various capacity rather than assigning any task, weak areas are focused on and built through training (Erye, 2010). Staff is assigned a task with enough time to complete and submit to management. With this, all staff are occupied and feels accomplished. The recruiting process is crucial when selecting candidates for a vacant post within the organization. This guides management through the interview process by shortlisting the most suitable candidate based on years of working experience in similar field and educational background.
Another theory that is fully practiced by the company is “Monitor worker performance, and provide instructions and supervision to ensure that they’re using the most efficient ways of working” (Taylor, 1911). Instructions are given from top- down channels, however, the roles and responsibilities tend to be specific and repetitive on a daily basis. Staff is guided by their superiors, thus ensuring job efficiency. With regular monitoring and performance appraisal, staff weak areas are highlighted and addressed with a one on one coaching session. Explained by (Taylor, 1911) money is a stimulator of interest and motivator for a social being. Due to the repetitive task, a commission scheme was implemented to boost performance and create a driven workforce (Calman, 2017). This resulted in the delivery of quality work because they were financially rewarded.
Lastly, “allocate the work between managers and workers so that the managers spend their time planning and training, allowing the workers to perform their tasks efficiently” (Taylor, 1911). As mentioned earlier, a short hierarchical ladder exists from supervisors to drivers. Through experience and enthusiasm, existing staff are given first preference to move up the promotional ladder. However, at each level, staff are designated with their own responsibilities with detailed instructions specific to their job title. Planning, organizing, implementing, controlling and devising strategic approaches are important to overcome deficiencies in the company’s operation (Forestor, 2017). Superiors provide training so that staff excels in their performance, also promote a culture of respect for persons in authority.

ARGUMENT BETWEEN FREDRICK TAYLOR AND ELTON MAYO’S THEORY
Human Relations theory was introduced by Professor Elton Mayo to address the problem that was faced by Taylors’ ‘scientific management theory’. Mayo argued that employees should not be treated like robotic machines, they are human and should be treated like human being. Perfumes Guyana staff would appreciate such endeavours. Working in such conditions opens room for innovation and creativity. Taylor believes that incentives motivated employees while Mayo argued that company’s performance is determined by the human relations at work. He believes that co-operation and healthy relationship motivates staff to work and deliver more than expected. Not all staff are motivated by money, others value little gestures, thank you, social gatherings, games day among others . Taylor’s theory tied employee to follow procedures while Mayo’s theory encourage employee to involve in the decision making. Staff contribution towards decision making, brainstorming and engagement guarantee success. Taylor’s theory encourage working individually, where employees are allocated to do a particular task while Mayo’s theory encourage working as a group to build a good relationship within the workplace. The more the employee they motivated the increase of the production result will be expected as the organizational output Group work proves beneficial, staff supports each other in failure and success. Hence, scientific management theory and human relation theory are both important in accomplishing accomplish the overall objectives (Tirintetaake, 2017). (767 WORD

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