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Introduction
A theory is based on interrelated constructs, definitions and propositions that represent a
systematic view of phenomena by specifying relations among variables with purpose of
explaining and predicting the phenomena. Organization theories have been developed on the
basis of concepts, thoughts, and research findings in order to define and explain systems of
organizations so that it may help achieving organizational goals and increasing organizational
productivity. Taylor has been termed the father of scientific management. As the name implies, it
was a scientific approach to managerial decision making. Taylor's major techniques included
time and motion studies whereby the work task was divided into its constituent elements or
motions and eliminating wasted motions so that the work would be done in the "one best way" as
well as timing the remaining motions in order to arrive at an expected rate of production. Taylor
also pushed strongly for standardization in the design and use of tools. Tools and procedures
were standardized in accordance with what designs were most effective in a given context.
Taylor also advocated a worker be assigned a given quantity of work each day based on the
results of time study. This was forerunner of modern day goal-setting.
Backgroundof developing scientific management
During the latter part of the 19th century when the industrial period began, the climate of the
industries in American business was giving rise to the growth of a managerial class. The
practices of management began to change from a day to day problem solving approach to
encounter multiple managerial problems which were not faced previously. Prominent leaders like
Henry R. Towne and Henry Metcalf tried to develop a unified system of management and Towne
called this new philosophy of management science of management. Towne presented a paper in
1886entitled ‘The Engineer as an Economist’ to the American Society of Mechanical Engineers
(ASME). Taylor was inspired by Towne’s ideas and directed his efforts to understand all facts of
a firm and to develop scientific management.

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Taylor’s contribution in scientific management
It was the turn of the 20th century the first serious effort was taken by Frederick Winslow Taylor
to make researches in management of industry in USA. He believed that the ‘best management is
a true science’ that is science is applicable in all kinds of human activities. On the basis of this
concept he developed a theory of scientific management in classical period which is the first
component of classical theory. Taylor’s contribution in developing scientific management was
recorded in his papers which are given below:
1. A Piece Rate System- 1895
(Principles of wage payment)
2. Shop Management-1903
(Workshop Organization and Management)
3. The Art of Cutting Metals-1906
4. The principles of Scientific Management-1911
Birth, education & death
The man who was the pioneer of scientific management Frederick Winslow Taylor was born in a
German town Pennsylvania on March 20, 1856. He received his education in France and
Germany and attended Philips Exeter Academy. Although he passed the Harvard entrance
examinations with honors he could not continue his academic pursuits because of impaired
eyesight owing to too much study by kerosene light. He died on March 21, 1915 in Philadelphia
Taylor’s concept of Management
The principal object of management according to Taylor is to secure the maximum prosperity for
the employer, coupled with the maximum prosperity for each employee. His philosophy of
scientific management is that there is no inherent conflict in the interest of the workers,

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employers and consumers. The primary concern of Taylor was that the results of higher
productivity should equally benefit all people.
Scientific management
The application of science in management is called scientific management. As science is
structural and systematic knowledge in scientific management science is applied for the purpose
of getting people productive like machine.
Purpose of scientific management
 Increasing the output of average person.
 Increasing the efficiency of management
Principles of scientific management
Taylor emphasized in the interest of society prosperity, the close collaboration and deliberate
cooperation between the workmen and the management for the application of science methods.
His management was based on mutual interests and these are:
a) The development of a true science of work.
b) The scientific selection, training, and progressive development of employees.
c) The equal division of work and responsibility between management and employees.
d) Intimate and friendly cooperation between employees and management.
The development of a true science of work
In the interest of the worker and management it is necessary to know as to what constitutes a Fair
day’s work. It saves the worker from the unnecessary criticism of the boss, and enables the
management to get the maximum work form worker. Large daily task can be done by qualified
workers under optimum conditions and which can be done through gathering traditional
knowledge about workers. Such development of science of work not only enables the
organization to produce more by enabling employees to do one’s best way of work & get higher
wages but also helps company receives higher profit.

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The scientific selection and progressive development of the workman
The worker who possesses physical and intellectual qualities should be selected to ensure
effective performance of the work. This helps finding out what possibilities or limitations one
has for future development. Taylor believed that every worker has potentialities for development.
He believed that worker must be systematically and thoroughly trained. Taylor felt that it is the
responsibility of the management to provide the worker opportunities for advancement. It is
important to ensure that all employees accept the new methods, tools and conditions willingly
and enthusiastically.
The equal division of work and responsibility between management and employees
Taylor’s scientific management assumes equal responsibility between management and worker.
The division of work creates between them an understanding and mutual dependence and
intimate cooperation between them which will results in elimination of conflicts and strikes.
Intimate friendly cooperation between workers and management
Taylor believed that workers are willing to cooperate with the management but here is more
opposition from the side of the management. So, mutual cooperation shall be adopted between
the two. There will be science not tradition and cooperation not individualism. The ultimate
result of the friendly environment will cause greater success to the organization.
Philosophy of scientific management
The philosophy of these principles may be summarized as under
a) Science not rule of thumb
b) Harmony, not discord
c) Cooperation, not individualism
d) Maximum output, in place of restricted output and
e) Development in each greatest efficiency and prosperity

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Methods of implementing scientific management
a) Time & motion study
b) Functional foremanship
c) Wage and incentive system
d) Mental revolution
a) Time study: It shows which worker do how much at a definite period. It’s a vital part of
scientific management.
Motion study: motion study determines how productive material works with workers movement
of hands and bodies, how they influence production.
b) Functional foremanship: Taylor doubted the efficacy of the linear system in which each
worker is subordinate to only one boss. He replaced the system with what is called functional
foremanship in which the worker receives orders from eight narrowly specialized supervisors. Of
the eight functional bosses four will be responsible for planning and the remaining four for
executions.
Functions
Execution
functional bosses
Planning boss
a. Gang boss
b. The repair boss
c. Speed boss
d. The inspector
a. The order of work clerk
b. The instruction cord clerk
c. The time and cost clerk
d. The shop disciplinarian

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The quality of a good foreman
Taylor specified nine qualities of a good foreman. These are:
a. Education
b. Special or technical knowledge
c. Manual dexterity and strength
d. Tact
e. Energy
f. Grit
g. Honesty
h. Judgment
i. Good health
c) Wage and incentive system: In order to get good salary workers must follow management. For
the betterment of workers wage and incentive system should be adopted. Under this system a
workman should pay his wage compare with the immediate first class man. If he works equal as
first class man then he will get bonus payment and if he works more than the first class he will
usually get bonus. Through this wage, incentive system management will get the productive
works from the workers.
d) Mental revolution: Mental revolution should be occurred on the part of workers and
management as to their duties toward their work, towards their fellow workers and towards their
daily problems. Without this great mental revolution on both sides scientific management
doesn’t exist.
Criticism
 The trade unions were against the methods of increasing productivity by the introduction
of premium bonus system.
 Taylor’s scientific methods were more interested in the mechanical aspects of work not
much concerned about the total work situation.

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 Professor Hoxie in his report criticized scientific management as Taylor’s approach was
concerned with machine, man regarded as machine and it didn’t concern with human
aspects of production.
 The managers who were highly qualified ignored Taylor’s concept of training by highly
trained experts.
 It failed to understand the psychological and social need of workers.
 Money can’t be the only motivator it was only production oriented.
Conclusion
Taylor’s scientific management became something of a movement. In an age of growing
achievement in the physical science it’s offered the hope of resolving industrial problems
through the use of objective principles. Despite some limitations Taylor’ scientific management
was an adequate understanding of human psychology, sociology and the anatomy of work.
Scientific management had a major influence on the growing reform and economy movements in
public administration.