From Past to Present: Investigating the Legacy of Taylorism and its Current Forms
Taylor believed that the
components of every job could and should be scientifically studied, measured,
timed, and standardized to maximize efficiency and profit. Central to Taylor’s
system is the notion that there is one best way to do every task and that it is
the manager’s responsibility to ensure that no worker deviates from it
(Hartzband and Groopman , 2016)
Taylorism
is built on four key principles:
- Select
methods based on science: Rather
than relying on each worker to determine the best way to approach their
tasks, managers should dictate the one correct way to complete a job based
on scientific evidence.
- Assign
workers tasks based on their skills: Managers should assess each worker’s abilities and then
assign them specific tasks based on the results, ensuring everyone works
at peak efficiency.
- Monitor
worker performance closely: As
productivity is paramount, managers should closely evaluate their workers’
performance to make sure they’re working as efficiently as possible.
- Ensure
workload is divided between managers and workers: Where responsibilities are clearly divided between
managers, who take the lead on planning, training, and other operational
tasks, and unskilled workers, who carry out the menial and administrative
tasks they’re assigned.
1. Increased efficiency: Work processes are optimized through the
scientific analysis of work processes and the decomposition of complex tasks
into simpler units. This systematization enables work processes to be executed
quickly.
2. Cost reduction: By increasing productivity,
manufacturing costs can also be reduced. This usually leads to an increase in
the company's profit.
3. Easy training: Since tasks are broken down into simpler
processes, it is easier to train new employees. This saves time and resources
during training.
4. Specialization: Employees can focus on specific tasks and
perform them more efficiently. As a result, they develop a high level of
expertise in their respective field.
5. Control and monitoring: The precise definition of work processes facilitates control and monitoring. This minimizes errors and improves the quality of the end product
(Munich Business School)
Criticism
According to Taylor (2023) followings are the breakdown of some of the most common criticisms of Taylorism.
Lack of autonomy dehumanizes workers
One of the most popular criticisms of Taylorism and other scientific management approaches is that they lack humanity. Taylor’s engineering education and mindset meant he saw workers as tools that businesses could use to generate profit first and human beings second. By assuming all workers were motivated solely by money, Taylor also overlooked the idea that people could get personal satisfaction from their work.
Businesses miss out on opportunities for innovation
As workers don’t have the freedom to experiment,
there’s no opportunity for them to discover better ways to do things.
Misunderstanding workers’ motivations
contributes to job dissatisfaction
One major failing of Taylorism is that it
fails to understand what actually motivates workers. While making a living is a
key reason people go to work, money is just one part of a much richer tapestry
of needs and desires.
By reducing workers to simple machines that repeat the same mundane, repetitive tasks as dictated by micromanagers, businesses invite monotony into their workplaces and risk alienating their workforce.
Holistic approaches offer better professional
development
Pure Taylorism expects managers to break each
task down into a series of tiny steps before optimizing each component. That
leaves no room for managers and employees to work together to improve
operational efficiency based on personal working styles and skill sets.
Taylorism in Modern Workplace
Despite the criticism, some of the aspects of Taylorism discussed above sounds familiar or gradually taking places in the modern times. This may not be in the original form but in various other names.
Rapid development of technology fuels digitalization and it brings more and more effective methods of measuring employee output, setting standards and review performance not only in manufacturing industry, but also in the service sector as well.
Some aspects of Taylorism remain relevant to the modern workplace, such as implementing standard operating procedures to improve efficiency. Performance reviews, quality metrics, and sales targets are all relevant modern concepts derived from Taylor’s ideas (Taylor, 2023)
The most basic axiom of management is “what gets measured gets
managed”. So, the more the technology of measurement advances, more the
Taylorism dominates (The Economist, 2015)
Strict monitoring mechanism through digital channels i.e. CCTV cameras and introduction of biometrics attendance marking system has enabled the managers to bring more controls and monitor not only on site but also in a remote environment.
Accordingly, although the suitability or acceptability of Taylorism in the modern day HRM is questionable, it is hard to deny the fact that elements of Taylorism still exist. Concepts i.e. Digital Taylorism and Medical Taylorism provide further evidence for application of Taylor’s principal in the present day business.
Have a look at the video : There are fans of Taylor in the modern age.
Digital Taylorism is a modern take on scientific management, which is a theory of management that focuses on improving efficiency by standardizing tasks and breaking down work into small, repetitive motions (Grzegorzek, 2024).
Let’s analyze the concept of Digital Taylorism in the upcoming blogs. Do stay connected.
References
Grzegorzek, J. (2024) Digital taylorism: the use of data to monitor employees, Superbusinessmanager.com (Online) Available at : https://www.superbusinessmanager.com/digital-taylorism-the-use-of-data-to-monitor-employees/ [Accessed on 30.03.2024]
Hartzband, P. and Groopman, J. (2016) Medical taylorism, (Online) Available at : https://www.ozgene.com/2016/06/medical-taylorism-by-hartzband-and-groopman/ [Accessed on 28.03.2024]
Munich Business School (Undated) Taylorism. Munich : Munich Business School Online) Available at : https://www.munich-business-school.de/en/l/business-studies-dictionary/taylorism [ Accessed on 28.03.2024]
The Economist, (2015) Digital taylorism, The economist.com (Online) Available at :https://www.economist.com/business/2015/09/10/digital-taylorism [ Accessed on 29.03.2024]
Taylor, H. (2023) What is taylorism and why you should think beyond it.(Online)Available at : https://www.runn.io/blog/what-is-taylorism [Accessed on 29.03.2024]
A refreshing side to Human Resources through your article, Sharfaz. A blast to the past! Finally someone in our class have gone to the past to explore some of the old theories at work, and to see if any of its concepts are applicable or withstanding the test of time in the modern world. Although most companies are trying to break away from managing people, I do believe some traditionalists still value the concept you're talking about of "what gets measured, gets managed."' I'd like to read more of your blog to see how you explore this theme. Very unique and thank you for presenting the information.
ReplyDeleteThank you Anjalika. Your comment is very encouraging. As you have correctly said, it is the past, but whether the history is attempting to repeat is the question. And this time it is in a more sophisticated manner working through the technology. Taylor has said: " In the past, the man has been first; in the future, the system must be first". Are we in that future ? Let's explore.
DeleteHello Shafraz, nice article, and you're confident embrace old theories. i can say that Medical and digital Taylorism aim to improve efficiency through standardisation. They may have benefits, but their drawbacks must be considered. A more balanced strategy that prioritises human well-being and effectiveness allows organisations to use technology and standardised procedures without losing human care.
ReplyDeleteThank you for your comment Dilshad.The drawbacks of Taylorism are obvious as it ignores the human factor. However during Taylor's era it was point blank. But today It may be hidden. Leaders need to be careful in adopting certain changes coming with technology and should do a thorough study on the effects of sane to human care before implementation.
DeleteIn contemporary workplaces, aspects of Taylorism can still be observed, albeit often in disguise or under different names. For example, the emphasis on productivity and performance metrics, such as key performance indicators (KPIs) and time tracking software, reflects Taylor's focus on maximizing efficiency and output. Additionally, the use of standardized processes and procedures in industries like manufacturing, logistics, and customer service can be traced back to Taylor's principles of standardization and workflow optimization.
ReplyDeleteI'm glad that you see that Nilakshi. In the present work place/space we hardly pass a day without talking about or hearing the words - targets and deadline. Even the modern day performance appraisal systems, digitally powered, always comes in quantification of output, has led the managers to practice Taylorism unknowingly. This is where we are tested on our choice of being a manager or an effective leader. Thank you for your comment.
DeleteGreat Article. As highlighted by you Taylorism have influenced and shaped modern HRM practices. Many organizations combine aspects of scientific management with contemporary HR strategies to optimize performance, enhance employee engagement in order to achieve organizational objectives.
ReplyDeleteThanks Nimani. Your comment adds more meaning to the topic. Its a note on reflection. Taylor would never have expected the employees to take work home and complete, but unfortunately we reply official email coming back home even after working hours. The technology has facilitated it and the systems and procedures are in place so that we do it by our own choice for the employer.
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ReplyDeleteThis blog post provides a comprehensive overview of Taylorism and its relevance in the modern workplace. It delves into the advantages, criticisms, and contemporary adaptations of Taylor's principles, shedding light on the ongoing debate surrounding its applicability in HRM. Looking forward to the analysis of Digital Taylorism in your upcoming blogs!
Thanks Shan. Applicability of Taylorism is hard to be justified on humanitarian grounds. My point is with the technological development weather we are embracing Taylorism organically. It's debatable. Let's explore more.
DeleteAlthough in modified versions, Taylorism's components are frequently employed in a variety of ways in contemporary companies. For example, project management approaches like Agile and Lean combine concepts like efficiency and time management. In order to guarantee consistency and quality in the provision of services, standardisation of processes and procedures is also evident in sectors including manufacturing, healthcare, and customer service. But in addition to efficiency-driven methods, contemporary firms also place a strong emphasis on employee empowerment, teamwork, and creativity, which reflects a more balanced approach to management techniques.
ReplyDeleteYou have a point Chamara. employee empowerment, creativity, team building, emotional intelligence, etc are some of the activities and attributed which help to distinguish modern day HRM from Taylorism. However drawing the line is the challenging part for a leader in the present day context amidst the business rivalry, employer expectations, industry standard comparison, cost increase, etc. We see how the cashiers of famouse supermarket chains and fashion chains in the island works. Thank you for your valuable thaught. It has given me another topic to work on for my next blogs.
DeleteAn insightful article about Taylorism by Fredrick Taylor.
ReplyDeleteMasterclass, (2021) has written in an article that:
In 1911 Frederick Winslow Taylor published his monograph “The Principles of Scientific Management.” Taylor argued that flaws in a given work process could be scientifically solved through improved management methods and that the best way to increase labor productivity was to optimize the manner in which the work was done. Taylor’s methods for improving worker productivity can still be seen today at companies, in modern militaries, and even in the world of professional sports.
Therefore, implementing these management methods even in the modern days could increase the productivity and help to optimize according to the tasks.
Conventionally accepted fact that Taylorism is practiced in militaries and in some sports. However a deep analysis on modern management mechanisms, specially with the digitalization of activities, it creates a doubt whether Taylorism is invading across many sections of the economy. Thanks Judith for your comment. Please have a look at my other blog on Digital Taylorism for more detail.
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