The key factors of scientific management

The key factors of scientific management Scientific management is the study of a job and identifying the best way to do the job. Appropriate workers are selected and training are provided to them, so that the performance of individual worker is enhanced, leading to improved efficiency of the firm (Davidson, P., Griffic, R.W Erica, F. 2003). Frederic W. Taylor did the first study of scientific management. He is known as the father of scientific management for his findings in the field of management. Scientific management emerged in 19th century, but still today, large number of companies practice scientific management. Scientific management is widely used in assembly lines and in fast food outlets (Davidson, P. and Griffic, R.W. 2003). In the following essay I have analyzed the how scientific management is applied in the New Zealand based Fletcher Building limited. The company is one of the largest commercial employers of (200,000 workers world wide, with 9000 New Zealand workers) the New Zealand, the organizations operatio ns range from construction, manufacturing and sales of products related to construction. Fletcher building not only operates in New Zealand but also in other countries (Fletchers Building, 2008). The key factors of scientific management are discussed one by one in the following paragraphs with examples for each of key points from Fletcher Building. Followed by the conclusion. The first step of scientific management is to find a standardized method to do a particular job. This involves dividing a complex task into large number of small tasks, each task done by an individual (Samson, D Daft, R.L., 2005). Individual jobs are scientifically analyzed and the best way to the job is identified. As a result, the old rule of thumb is replaced by a more efficient method. However, workers are treated more like robots. Uniformity and repetition of the same task leads to boredom and frustration among workers. In addition to that, skills of labour are lost as multi skilled employees are forced to do only a small part of a complex job; leading to lose of pride in the work, they do. Another set back of scientific management is individual ideas of workers are ignored (Davidson, P., Griffic, R.W Erica, F. 2003). Fletcher Building also successfully implemented standardization in their business activities. All the workers are given specific jobs. Due to this, employees of the company have more understanding in one particular field. This can be seen all over the company. For example, machine operators in Pacific Steel division (New Zealand Steel maker) or a truck driver who works on construction sites of the company. They specialize in their own field, which leads to improvement in the output in all areas of the company. Identifying the best practice for a task is the first step of scientific management. Followed by selecting workers who are appropriate to do the job (Robbins, Belgman, Staga Coultec 2003). In the past workers are selected to jobs without considering whether their skills and abilities. The right person for the right job is needed. Each and every worker tends to have different skills and interests. Under scientific management, suitable workers who match their skills to the task are selected (Samson, D Daft, R.L., 2005). It is the managers job to find the right person with the matching abilities and skill to a particular job. Or else if an inappropriate worker were selected the efficiency and effectives of the company and the rest of workers, whose work are related with the inefficient worker will fall. In Fletchers Building, applicants for a job under-go various procedures to check whether their skills and experience are at the level to perform the task associated with the job. As a result, the most suitable workers are selected for various jobs of the company. The third stage of scientific management is to train workers to their job (Samson, D Daft, R.L., 2005). Employees are trained in the accordance with the best way to do the job. The worker may have knowledge of how to perform the task that s/he was selected for. Previously workers select their own ways to do the job. However, the company needs to train them according to their findings in step one, which is the efficient way to do that task. This training must be ongoing if the managers find a better way to do the job than the previous one. It is the managers duty to keep the training up to date (Davidson, P., Griffic, R.W Erica, F. 2003). Training workers is one of the priorities of Fletcher Building limited. Training is brought down from the top of the companys hierarchy as an important part to be the market leader in todays competitive market (Jayne V. 2007 July). New employees are given training to teach them how to perform the task according to the companys procedure. In scienti fic management, workers are trained only in one way to do the job. However in Fletcher Building Limited workers are trained in according to the need of the company, not only in a simple task. This not only helps to react to the consumer needs, but also this enables the company to face competition in the dynamic market. A well-trained work force is more flexible to adjust to new ways. The next key factor of scientific management is providing support to workers and helping them to plan their work so that interruptions are eliminations or minimized (Samson, D Daft, R.L., 2005). Taylor considered that its managers duty to plan the work and to eliminate any bottle necks in the work. Workers and managers are equal at work. Managers plan and organize work so that interruptions and bottlenecks are eliminated, while workers are the person who actually does the work (Davidson, P., Griffic, R.W Erica, F. 2003). In Fletcher Building, workers are encouraged to discuss any problems associated in their work with higher ups. Moreover, employees are free to submit any ideas to the company. This helps managers to identify any difficulties associated with the work. One of the key factors in supporting the employees is motivating them in the work. Fletcher Building has various schemes to motivate the workers. For example, they have gym facilities in some of the company work sites and provide discount card for those workers who work in a site which doesnt have a gym facility (Leveson, V 2008). This enable worker to be more involved in their jobs and motivates them. The last character of scientific management is performance based wage incentive. Earlier workers tend to work at a slower pace as they get the same salary as others (Samson, D Daft, R.L., 2005). In scientific management, workers are paid according to the output they produce. This led to employees increasing their output to earn more money. As a result, the worker who is efficient produces and earns more. Money is one of the key factors, which attract workers to work more. In piece rate system or performance, based payment workers who produce more are paid extra and those who meet a certain level of output get a bonus. However, this approach tends to treat workers as they are only motivated by money. This approach ignores social and higher requirements of workforce (Samson, D Daft, R.L., 2005). On the other hand, in Fletcher Building Limited workers are paid a set value of wage. However not the only benefit which they get from working for the company .In order to further motivate th e workers, the company provides various benefits. For example discounts cards for workers on their wide range of products (Leveson, V 2008) The main focus of this essay is the implementation of five elements of scientific management in Fletcher Building Limited. The five elements are one best way of doing the job, selecting appropriate workers, providing training according to the best way to do the job, supporting workers to eliminate bottlenecks and paying a performance based wage to boost their performance. Fletcher Building limited implemented most of the factors of scientific management to some extent. Some factors of scientific management have been applied more than others have. Scientific management has played a major role in the running of Fletcher Building Limited and it will continue in the future. Scientific management not only affected the operations of Fletcher Building limited but also in many organizations all over the world. Even though this was established in 19th century still many companies use scientific management in their business day-to-day tasks.

Gmos and Organic Food

October 30 2012 Similarities and Discrepancies between GMOs and Organic Products encompass analyzation Why spend more money on organic food? Why are GMO products lasting longer? These are commonly asked questions which will be explained. By the definition of GMO products, they encompass alimentary products grown from seeds that have been genetically altered. Organic products are those that are grown under the traditional way, without any intervention of Bio-engineering, and also without the usage of chemicals, known as pesticides.The Author, Michael Pollan in both, â€Å"Omnivore’s Dilemma† and â€Å"In Defense of Food† makes an extensive and detailed analyzation of the production of food now days. The big corporations (farms) are now known as manufacturing factories; where practically all the elements of their production process are strictly controlled. This highly technological system reduces the nutritional value of their products and in many cases their flavo r as well, but it guarantees high volumes and longer shelf life of the products.An example of a food that would be known as a GMO would be tomatoes, which would be less healthy and again it wouldn’t taste the same as an organic one. Organic products are grown by small farmers according to old farming techniques. These products do not need the addition of micronutrients like GMOs; they maintain all the nutritional values and the original taste. Unfortunately, small farmers can not satisfy the demand that the market needs, let alone, the prices are higher. For example, if you were to sell organic tomatoes, you would have to need to sell them locally.If a company such as organic valley were to be ship organic products from California to New York, with them having shorter expiration date, they would end up going bad. It would be hard for everyone to have the budget to buy and eat organic food; even expensive restaurants don’t use organic food. So, what is better? Feeding a large growing population with GMO products; or to go back to square one, and run the risk of not having enough supply and have the prices skyrocket. At the end of the day, people will eat more GMO food for not everyone has money to buy organic food.

Developing as a hr practitioner Essay

The CIPD Profession map is a strategic tool used to help ensure HR is fully utilised in the organisation it operate in. It is used to add value to the organisation and define the highest level of professional competency required. The Profession Map is made up of 2 core professional areas, 8 specialist areas, 8 behaviours and 4 level Insights, strategy and solutions is the first core professional area, which helps the organisation to make informed choices about the direction of business. It allows decisions to be made about how the business will operate and identifies opportunities for improvement and development. Leading HR is the second professional area, which focuses on ensuring HR own, shape and drive themselves and the development of others within the organisation. They cover 3 key leadership areas, Personal leadership, leading others and leading issues. HR are seen as proactive rather than observational. Organisation design This ensures that the organisation is correctly setup to deliver it objectives in the short, medium and long term and a robust plan is in place to deal with restructuring.

How We Define Value Creation - 1521 Words

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