E-Learning Activities: Taylorism Theory And Modern Business Practices

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E-learning Activities

Week ?? – Activity ?? – Activity Title

Insert here your discussion of the e-learning activity. Either answer the two questions at the top of every e-learning activity (summarise the activity and discuss an application or your experience of what the activity is about) OR answer the questions contained within the activity. Between 400 and 450 words in total. Delete all highlighted text.

Week ?? – Activity ?? – Activity Title

Insert here your discussion of the e-learning activity. Either answer the two questions at the top of every e-learning activity (summarise the activity and discuss an application or your experience of what the activity is about OR answer the questions contained within the activity. Between 400 and 450 words in total. Delete all highlighted text.

Application of Taylorism Theory in the Modern Business World

Alvesso (2018) states that in the current world, Taylorism operation method in its specific production system would not be accepted by employees across America, Australia and the whole of Europe. Technological changes have been experienced over the years especially in computerization and there has been no idea of incorporation of Taylorism in the present business operations (Lackner, 2017). Applying this theory in the current business practices as it was in the earlier would be a failure due to changes in methods of operations. This is because its mode of operation differs with the methods used in the modern business world. Its partial application has resulted to the development of the scientific approach of achieving efficient work systems in the organization. In the modern world, people with good skills and flexibility are very competent to fit in the engineering department of the organization. This is because engineering as a profession demands the application of the acquired knowledge and skills which should be precise for various engineering processes. In a tele communication firm like Nokia, the philosophy of work requires the work force to be actively engaged in their core duties which facilitate the general growth of the company due to profit maximization achieved from the sales of the lots of products generated by its skilled work force.

In the modern business world, the workers are self-driven and supervision and control is not a necessity as it was earlier. Taylor’s theory basically emphasized upon the managerial department having control over the employees for the achievement of goals and objectives in the organization (Collings, Wood & Szamosi, 2018). Taylorism theory perceives employees as tools for production but not as assets which is the perception of organizations today regarding their employees who facilitate the success of the business enterprise.

Zhu & Warner (2017) state that the application of Taylorism theory covers a defined magnitude but not the entire call centers. This is because the set up for the call centers are basically apportioned to diversified sectors with specialized unique functions. The division of labor in call center is according to skills and capabilities of the employees who give the best results because they are motivated to do what they know best. This theory covers various aspects related to production such as; productivity expenses in labor, application of effective technology in production and organizations that align strategies to production. The impact of Taylorism theory has been evident in the following industries; construction, manufacturing, fast-food centers and also in call centers.

Self-Managed Teams and Organizational Structure

A series of studies carried out by various researchers on the impact of Taylorism theory in in call center operations is fascinating more so the various agenda of the research. This is because the call centers depict significant development in white-collar jobs Taylorisation. As a result, the researchers have concluded that the call-centers are the complete version of Taylorism. Other studies have established that the call centers depend on the merge between technologically controlled operations and human supervisors for efficiency in control. Call centers apply scripts to build workers speech apart from its role in executive control, executive utilization and division of labor. Focusing on the field of specialization and other forms of clusters enhance efficient division of labor in the organization where the employees play various roles for efficient performance of tasks in the organization.

Without conditions, industries would have been established in all the parts the universe which require a proper presentation of ideas as well elaborated in the video. The ideologies of the ground work theory of scientific management introduced very many years ago have long lasting implications on industrial establishment (Luthans & Doh, 2018). The correct application of these principles in the modern world have resulted to the success of various industries located as the strategic places hence profit maximization and from the better enhanced output. The groundwork theory of scientific management is the mostly applied theory in the current business world in performance management for the assessment of tasks to ascertain the likelihood of achieving the set objectives and outlining various factors that to be considered for the achievement of the set objectives.

Sorge & Streeck (2018) state that In the current world, the skills and knowledge of the workforce is the most important aspect for achieving the competitive advantage over other similar firms. Organizations are currently assigning roles to individuals based on their skills and capabilities for the achievement of sustainable competitive advantage due to minimized loss and profit maximization. It is evident from the video that Taylor acknowledged the significance of recruitment of individuals based on their skills and capabilities. Taylor emphasizes that organizations should come up with criteria for employee training and development which is very crucial for the general organizational growth. The long term quality enforcement among the workforce in a safe working environment sum up the general success of the organization. Employee training is very important because it prepares them for promotions when vacant positions emerge in their area of specialization hence training enhances job satisfaction among the employees in the organization. In the video, Taylor talks about the piece-rate payment system based on his own perception about the egocentric nature of the human aspect which he outlines that the employees would be motivated through high wages through been more effective and productive at the work place (Kure, Franklin, Pierce & Smith, 2018). In conclusion, Taylorism theory still applies some aspects of modern business practices despite of its foundation on traditional aspect for achieving business success through control function. He focuses on employee training and development, employee motivation and division of labor according to skills and capabilities which are very crucial for the general organizational growth and development.

Conclusion

According to Bernstein, Bunch, Canner & Lee (2016) this refers to the management practice where the authority and decision making is circulated throughout a holarchy of self-managed teams rather than been conferred to the management hierarchy within the organization. Many organizations today are applying this system and the results are good because all the employees feel part and parcel of the speculated vision and mission which they work daily to achieve the set objectives. This system gives the shareholders a chance to be involved in the daily business operation. For instance, Zappos is an average sized company with 1500 employees (Greenfield, 2015). The organization prefers to deal with the self-managed teams for clarifications regarding tasks performance rather than dealing with the individual employees under holacracy. The organization is able to obtained detailed information which may be efficient for determination for areas that need to be improved within the company.

The organization structure outlines the sequence of information flow within the organization (Ashkenas, Ulrich, Jick & Kerr, 2015). Organizations can adopt various structures depending on their needs. Some of the common organizational structures are lean and flatter structures. Strategy refers to the course of action to be pursued by the organization for the achievement of the set goals and objectives. The chosen organizational structure should be aligned with the business strategy to realize tremendous outcomes in the organization.

In conclusion, the organizational structure and strategy have to be integrated for the success of the organization.

References

Alvesson, M. (2018). Organization theory and technocratic consciousness: Rationality, ideology and quality of work (Vol. 8). Walter de Gruyter GmbH & Co KG.

Ashkenas, R., Ulrich, D., Jick, T., & Kerr, S. (2015). The boundaryless organization: Breaking the chains of organizational structure. John Wiley & Sons.

Bernstein, E., Bunch, J., Canner, N., & Lee, M. (2016). Beyond the holacracy hype. Harvard business review, 94(7), 8.

Collings, D. G., Wood, G. T., & Szamosi, L. T. (2018). Human resource management: A critical approach. In Human Resource Management (pp. 1-23). Routledge.

Greenfield, R. (2015). Zappos CEO Tony Hsieh: Adopt Holacracy or Leave. Fast Company.

Kure, G., Franklin, J., Pierce, L., & Smith, J. C. (2018). Part 4: Human Nature Theories of Motivation.

Lackner, H. (2017). Travel Accounts from the United States and their Influence on Taylorism, Fordism and Productivity in Austria. In The Americanization/Westernization of Austria (pp. 38-60). Routledge.

Luthans, F., & Doh, J. P. (2018). International management: Culture, strategy, and behavior. McGraw-Hill.

Sorge, A., & Streeck, W. (2018). Diversified quality production revisited: its contribution to German socio-economic performance over time. Socio-Economic Review, 16(3), 587-612.

Zhu, C. J., & Warner, M. (2017). The emergence of Human Resource Management in China: Convergence, divergence and contextualization. Human Resource Management Review.