A Comparison of Taylor and Fayols Management Theories

A Comparison of Taylor and Fayols Management Theories Introduction The purpose of this essay is to discuss the two management philosophies from Taylor’s and Henri Fayol’s. One management theory is focus on task while another is focus on people. Both theories have made contributions in modern management practices. We will discuss the theories and outline their efficiency and effectiveness in the current firms. FW Taylor Philosophy Taylor’s management theory focuses on task management. This theory is called â€Å"scientific management† or â€Å"Taylorism†. He found that two different workers performing the same task will have different outcome and the number of output. He categorized them as first class worker and average worker (Sheldrake J, 2003a). The first class workers are highly motivated and work efficiently rather than wasting time or restricting output. They are ideal works for many industries, but not all workers are first class workers, most of them are average workers. They only work slow and easy until the wages they get paid. As the result, it drives down the production efficiency, because workers are not motivated. Thus, Tayloer’s task management develops the theory to show how to motivate workers toward a greater work performance and productivity. This theory is important to many industries firms; it helps them to using less time to increase more production efficiency. This management benefits firms create more output while still paying fair wage to the workers. The aim for this theory is to reduce inefficiency toward the output performance. Taylor suggested the wage levels based on output which means the workers will only be paid by the amount of their productivity. The more output they produced, the more wage they are paid. Thus, it drives their motivation toward a better standard. It doesn’t just increase the efficiency, but also reduce the working hours. There are seven approaches to improve the productivity in this theory. Select the appreciated workers and observe them to perform the tasks. Then record the time taken for each task and identify the quickest method. The last three are providing training, supervise workers to ensure the â€Å"best way† is carried out and pay workers on the basis of results (St impson P F. A, 2010). In order to apply Taylor’s approaches, the task has to be specialized, so workers don’t have to be trained all the time and always under-supervised. However, Taylor’s task management has two advantages and two disadvantages. When we look at work specialization, it can increase the efficiency by using the minimum resources such as time or labor. It means that it is not helpful if the output is produced at the maximum outcome while waste many resources. Using minimum resources to produce the maximum result increases the work efficiency and also production efficiency. The other advantage from Taylor’s theory, a specialized work means a profession. The problems will be solved easily, because workers are clearly known what went wrong and how to solve the problems. Workers are always familiar with what they do, so they won’t waste time on finding out the solution for specific problem. Therefore, the work specialization doesn’t just explain the effi ciency in outcome, but also increase the efficiency in process. On the other hand, there are two disadvantages on work specialization. The first one is a specialized work always make workers feel board, because they are doing the same thing at the same time for 40 hours a week, 365 days a year. As the result, It can cause many problems such as workers feel sick at their work. In addition, they won’t be careful on every single task which leads mistakes. Hence, work specialization is only beneficial in the short-run, because in the long-run, the work can become inefficient when workers making a lot of mistakes. The other disadvantage is high cost if the workers are resigned, retired or anything that makes them to stop work in the firm. The costs are included firms spending money to look for another new workers and it takes time for them to familiarize the task. In addition, the skills that were taught in the training, workers could reveal the skills to other competitor firms. It can be a cost as well. Thus, we can see that work specializatio n doesn’t necessarily exact management. Even though the efficiency in output results increases, but other factors will drive the efficiency down. Henri Fayol’s Philosophy In the Henri Fayol’s theory, he focuses on the administration and learning experience from people in the management. In his philosophy, he thinks that to manage people (worker), a firm should have a tight control. He has discovered 14 approaches and only few will be explained in this essay (Sheldrake J, 2003b). The first one is division of work; it doesn’t mean work specialization, but workers share different task to different activities. It is slightly different than Taylor’s, the work here specialized the activities or departments rather than work specialized. Subsequently, it is authority, a firm should decide who has the power to command or give order to employees. The power flow is important, because without a clear authority, it is difficult to make the final decision inside the firms. A clear discipline is essential, because it is the agreement between firm and employees. The discipline can keep workers have an appreciate behavior. The discipline also shows a clear warnings, fines, suspensions, demotions and dismissals if workers are out of the line (Sheldrake J, 2003b) The third approach is unity of command, it is similar with authority, but it shows a clear command of orders. It means that workers will only listen to only one command and no one else. Without the chain of command, the workers are always confused who should they listen to. The next approach is centralization which means whether the decision is made by top manager or in the lower managers. There are some departments in a firm, centralized decision means only one person; the top manager makes the final decision. On the other hand, decentralized is the decisions can be made by lower managers when it is related to their field of activities. The last one is equality; a firm should treat every workers the same no matter their performance. Everyone should be equal and have certain power to speak or have a say (Sheldrake J, 2003b). There are again two advantages and disadvantages in Henri Fayol’s philosophy. It is difficult to identify them in the general management, but some approaches are useful and also have limitations. We can find them from centralization structure. The advantage from centralization is tight control. The top manager always knows what’s going on inside the firm. However, the disadvantage is time inefficiency. On the other hand, a decentralized structure can also have advantage and disadvantage. If the decision is made in the lower management department, it could save a lot of time to process the information to the top manager. The reason is the decision is made immediately by the lower manager; it is time efficient, because the problems/issues will be solved immediately rather than ask the permission. However, because the information is limited in the lower management department, as the result, the decision can be erroneous. Hence, if the decision is made by the entire lower d epartments, those decisions are not consistent to each other. The other approach from Henri Fayol’s will also have advantage and disadvantage. For example, the authority, a grant permission to all the power to one manager. It can be a disaster, because he might not listen to other people’s opinions or ideas. It can cause the firms have gone terribly just because he has made a huge mistakes. On the other hand, it is time efficiency and a clear responsible person if there are small mistakes. For an instance, too many ideas in the discussion, it takes a lot of times to process and choose the final decision. However, if one person has authority, he could make the decision immediately without another word. Efficiency and effectiveness In the modern management practices, Taylor’s management can only be helpful in some situation. We have seen that the work focuses have ignored many human requirements. Unlike the workers in the past, the workers these days demand more their personal desires, wants and rights. They cannot stand doing the same work for everyday in their life. It is not just about emotional whether they feel bored. However, also they want to do more other works that doesn’t have to sit there all day or cannot have fresh air. This type of management requires workers psychologically fit in the position. For example, some old or retired people, because they cannot do too much physical works, but are patient at specialized works which is more interesting than doing nothing. In order to solve the problems, workers should switch the works between each other frequently. It means this month they specialized this part of components and doing the other in the next month. As the result, it can avoid to ignore human requirements. However, this management theory is the best concept to demonstrate the work efficiency. If a firm wants to maximize the work efficiency immediately in the short-run without caring other issues, this is probably the best and the most suitable ways. Moreover, job specialization creates a clear work tasks for workers and the owner. In the company’s administration, the manager knows who responsible to which activities, so it can minimize the conflicts inside the firm. The reason is a clear administrative, shirk or push away their responsibilities which is easier for the manager and workers. In the modern’s management, Fayol’s theory is widely used, because it concerns many factors in work force such as authority, chain of command or centralization. Without these approaches, even though the productivity is efficient, but it would cause many problems inside the environment and makes workers unwilling to stay with the firm. Fayol’s theory makes management practice less complicated. For example, without authority, it will cause many conflicts that nobody is listening to anyone. The reason is they think they have power to make the decision and when it decision is made differently, the firm will not doing the same job toward the same purpose of it. Subsequently, without the unit of command, workers are confused who should they listen to. Whose order is right for them and who should hold the responsibilities for their works? It is not easy to blame or reward everybody just because one task has done great. The person who gives orders or command also represents the team to receive the request from the owner or the firm. As the result, he/she would arrange the schedule or assign the works separately to the workers. If the unit of command is successes, it can increase the efficiency of internal communication as well. Therefore, with the modern management practices, there are so many workers and my works inside a firm, Fayol’s management theory is very popular and widely used in current management practice. Conclusion In conclusion, the two management theories have made certain contribution in current management work force. They are still un-forgettable nowadays. References Sheldrake J, (2003a), Management Theory, Chapter 2 F.W. Taylor and scientific management, pg 14 – 26, 2nd ed, Thomson learning, Retrieved 25 February 2015 Sheldrake J, (2003b), Management Theory, Chapter 5 Henri Fayol and administration, pg 46 – 55, 2nd ed, Thomson learning, Retrieved 26 February 2015 Stimpson P Farquharson A, (2010), Business Studies, Chapter 9 Motivation, Pg 156, 2nd ed, Cambridge University Press, Retrieved 25 February 2015

Robert Borden

Robert Borden Robert Borden was the most successful Prime Minister because he led Canada through World War One, increased the war effort in World War One, and made the Wartime Business Profits Tax of 1917. First, Robert Borden was a successful Prime Minister because he led Canada through World War One. Robert Borden wanted Canada to participate in the war and got several troops for the Britain empire. He made the first GST tax, and gave women the right to vote. He led Canada to winning several incredibly successful battles, including the famous Paschendale.At the peace treaty of Versailles, he got a separate seat from Britain, which led to independence. Canada signed as an independent nation on the treaty and was a delegate for the World Nations. Robert Borden increased the war effort in World war One by sending out more troops into battle and by sending out more supplies for the soldiers. By doing so, Canada gained huge international recognition by proving that Canada was serious ab out the war. This was a very large step for the country because now Canada would have an impact in war.Robert Borden introduced the war measures act in World War 1. He did this to protect the citizens of Canada. The War Measures Act was an act that allowed any person of authority to arrest someone who had some sort of suspicion. This protected the citizens of Canada by eliminating anyone who could potentially do harm. In conclusion Robert Borden was the most successful prime minister because he led Canada through World War One, increased the war effort in World War One, and made the Wartime Business Profits Tax of 1917.

5 Stategies to Involve Parents

A suggestion box is an ideal tool for parents on the go. This gives parents the opportunity to be involved without cutting into their busy schedules. Also this benefits those parents whom like to anonymously suggest ideas about the service or certain activities. Having the box in an accessible place is important in order for every parent to know where it is and have immediate access. Putting in place some parent suggested ideas will continue to encourage parent involvement. Parent Read Along: A parent read along is a good way to include parents in an activity with the kids at the center while increasing child development. This is an activity that could take place once a month that encourages parents read a story to their child’s classroom. Having parents come read to children at story time will be a quick and efficient way to involve parents; preferably the story session day and time should meet the need of the parent. This in return lets the parents know that the center is dedicated to putting the child and family first. I believe this strategy would benefit the development of children because it encourages and promotes learning while reading in addition to parent involvement. Keep Parents Updated: Keeping parents informed of what takes place on a daily basis, upcoming events and how they can get involved is an open invitation. Finding additional creative ways of spreading the news rather than by word of mouth may be a little catchier. Having flyers, newsletters, or possibly sending emails may grasp the attention of the parent; being that technology is so dominate and people communicate via e-mail frequently. Going the extra mile shows that your daycare center encourages parental involvement. Bring Your Parent To Center Day: Having events that are centered on parental participation is another way to get parents involved. An event like bring your parent to Center day puts parents in the spotlight. The Parents Day event resembles that of show and tell. Parents can show off their skills while interacting with their child (ren) at the center. It would be good to have this type of event maybe once a month in order to give each child’s parent(s) an opportunity while providing varying days and times. Progress Meetings: Every parent should take interest in their child’s progress and achievements. A progress meeting encourages parental involvement. Progress meetings can be scheduled accordingly or spur of the moment. Scheduling meetings to best fit the need of the parent shows concern in the matter. Updating a parent of their child’s progress while they are signing them out counts as well. Making parents aware that their involvement with their child will likely have benefits for their child’s development also may produce more participation at the center. When other parents see parents getting involved they usually will too. This strategy as well contributes to the development of children because for one the parent is involved. Having parent involvement encourages children to push on and do well. Progress meetings helps acknowledge problem areas if any so that, if additional help is needed the parent is aware and will do as such.

Freudian Perspectives of Shakespeares Hamlet Essay

Freudian Perspectives of Hamlet The term consciousness refers to one’s awareness of internal and external stimuli. The unconscious contains thoughts, memories, and desires that are well below the surface of awareness but that nonetheless exert great influence on behavior.(Weiten) The core of the Freudian perspective is centered around Hamlet’s relationship with his mother, and the relationship of Hamlet and King Claudius. According to the Freudian view, Hamlet is driven by unconscious sexual desire and aggravation. This sexual aggression is directed towards his mother and Claudius. The mystery of Shakespeare’s Hamlet is a phantom of literary debate that has haunted readers throughout the centuries. Hamlet is†¦show more content†¦In doing so, one will come to the conclusion that Hamlet is driven by forces other than what is obvious to the reader, as well as Hamlet himself. Given this example, one must denounce the assumption that Hamlet is aware of the forces that motivate him, and understand that Hamlet’s true motivation is unconscious This unconscious force is the true reason behind Hamlet’s mysterious behavior. In naming this force, one must look beneath the surface of Hamlet’s own level of consciousness, and into what Hamlet himself is consciously unaware. The key to understanding Hamlet lies in the realization of the unconscious energy that provokes him to action and inaction. By channeling into Hamlet’s unconscious, providing Freudian psychoanalytical perspectives, Hamlet’s true unconscious motivation will be uncovered, and the mystery of Hamlet will be silenced. The term consciousness refers to one’s awareness of internal and external stimuli. 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