Taylor, an American classical management scientist, is the main advocate of scientific management. For the first time, he systematically introduced scientific methods into management practice, founded scientific management, initiated the study of western management theory, and made management truly become a science and developed rapidly.
His management thought contains the seeds that lead to all management thoughts, so he is called "the father of scientific management". Below, I will talk about my views on Taylor's scientific management theory.
Firstly, the hypothesis of "economic man" is the premise of scientific management.
19 At the end of the 20th century, the American capitalist economy developed rapidly and the scale of enterprises expanded rapidly. However, due to backward management, chaotic production and tense labor relations, a large number of workers are "muddling along" and the efficiency of enterprises is low.
In order to reverse the passive situation, ease the opposition between workers and employers, coordinate the relationship between them, make rational use of resources and improve productivity, people have to think about the problem from another angle and seek a more reasonable way to solve labor disputes. In this case, the hypothesis of "economic man" appeared.
The hypothesis of "economic man" originates from Adam Smith's theory of labor exchange economy, a representative of classical economics school. He wrote in "Research on the Nature and Causes of National Wealth": "The food and drink we need every day comes not from the kindness of butchers, brewers and bakers, but from their self-interest plans.
We don't say arouse their altruism, only arouse their egoism. We don't talk about our own needs, only that it is beneficial to them. Adam Smith regards egoism as the innate nature of human beings, and it is with this egoistic motivation that people engage in economic activities. Everyone trades with others in order to satisfy their own needs and desires.
In another book, The Wealth of Nations, he said: "The rich remuneration of the labor force ... or the industriousness of ordinary people has increased. Labor wages are a factor that encourages diligence ... In places with high wages, we will naturally find that workers there are more active, diligent and faster than workers with low wages. " Adam Smith believes that money can inspire people to exert their greatest ability and is the greatest motivation to stimulate people's work.
The scientific management theory represented by Taylor is based on the hypothesis of "economic man". This assumption of human nature holds that people's working motivation lies in economic incentives. Most people are naturally selfish, lazy and lazy. They try to avoid work as much as possible. Only money and status can motivate them to work.
Most people have no ambition, are passive, like to obey others and are willing to be guided by others; Most people are self-centered and indifferent to the needs of the organization. Only through coercion and punishment can they strive to achieve the goals of the organization.
The scientific management theory based on the hypothesis of "economic man" was once popular in European and American enterprise management circles from the early 20th century to the 1930s, which changed the laissez-faire management state at that time, improved production efficiency and promoted the establishment of a scientific management system.
Second, the main content of scientific management theory
Taylor focused on how to improve the efficiency of factory management, and put forward that the central issue of scientific management is to improve labor productivity. In his view, scientific knowledge and research must be systematically applied to management practice, scientifically select and train workers, scientifically study the production process and working environment of workers, and formulate strict rules and regulations and reasonable daily workload accordingly.
Use differential piece-rate wages to mobilize the enthusiasm of workers and implement the "exception principle" of management. In order to successfully implement scientific management, both employers and employees must carry out a great "spiritual revolution", that is, to establish an attitude and concept of mutual benefit and consistency of interests between employers and employees, and to replace the struggle of opposites with friendly cooperation. This change in the concept of both employers and employees is the basic premise of Taylor's scientific management principle.
Taylor put forward the concept of "win-win". He pointed out that the main purpose of management should be to ensure that every employee and employer is as rich as possible. This kind of maximum affluence not only means that companies and business owners get the maximum profits, but also means that for every employee, his salary exceeds the general income level of his own class.
This makes both employers and employees realize that their basic interests are not necessarily opposite to each other, but unified. The most important purpose of managers should be to cultivate and explore the talents of every worker in the enterprise, so that everyone can do their best to do the most efficient work-to achieve the highest efficiency at the fastest speed.
This ideological change between employers and employees will change the face of the whole enterprise and workers, and the phenomenon of workers' "muddling along" that has long plagued enterprises will be solved. Scientific management theory adopts the policy of "carrot and stick", and employers should arouse the enthusiasm of employees by meeting their material and economic needs, and at the same time severely punish those who do not act.
Third, the enlightenment of Taylor theory to modern enterprise management
The emergence and formation of a science and a theory will be influenced by the space-time environment, so we should treat and enrich it with a developmental perspective. Taylor said in a speech at the Cleveland Advertising Club: "Every step of scientific management is development, not theory.
In all cases, practice precedes theory ... There is nothing immutable in scientific management. When we look back and re-examine Taylor's scientific management theory, we find that it still has enlightenment to modern enterprise management.
(A) attach importance to scientific employment
Taylor does not blindly rely on the system to implement management. The hypothesis of "economic man" includes scientific management and humanized management. Taylor realized that improving productivity depends not only on technology, but also on giving full play to the enthusiasm and creativity of workers. He believes that employers should learn to use people scientifically and make the best use of their talents.
Managers should "give the most suitable job according to everyone's ability and physical strength". For modern enterprise management, managers should be good at discovering the potential of each employee, helping and guiding them and providing opportunities for their development; According to each employee's personality and characteristics, we should master and formulate each employee's career plan and give full play to each employee's intelligence.
(B) Pay attention to communication and exchanges between employers and employees.
Taylor believes that good labor relations are much more important than any system. "No matter how good the management system is, it should not be rigidly adopted. Good personal relations must be maintained between employers and workers. " He urged workers and employers to maintain close cooperation.
To this end, he asked managers to talk to workers more and encourage them to talk about the difficulties they encountered in their work. Creating a harmonious atmosphere is the goal that modern enterprise management should constantly pursue, and harmony can promote the development of enterprises. For modern enterprises, communication between managers and employees is particularly necessary.
Only through communication can the two sides cooperate sincerely and create more profits together. Lack of adequate communication is not only detrimental to the cooperation between enterprise personnel, but also directly affects the operation and efficiency of enterprise production. Therefore, modern enterprises must create good conditions for communication and exchange.
(C) focus on meeting the needs of employees
Taylor hates those who ignore the existence of workers: "As an employer, he wears soft suede gloves and never gets his hands and clothes dirty when he walks through the workshop. Sometimes when you talk to workers, you put on a hypocritical or face-saving gesture, otherwise you simply don't say a word.
In this way, he will never find out what the workers think or feel. "In order to truly understand employees' ideas and win their hearts, managers should start from employees' needs, not only material needs, but also packages.
Including meeting the needs of employees' growth (making systematic and regular training plans for employees and creating conditions for the development of each employee). Taylor's thought still applies to modern enterprise management.
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