A Comparison of Taylor and Fayols Management Theories

A Comparison of Taylor and Fayols Management TheoriesIntroductionThe purpose of this probe is to discuss the two forethought philosophies from Taylors and Henri Fayols. One centering possibleness is focus on task while an new(prenominal) is focus on state. Both theories wee made contri entirelyions in modern management practices. We entrust discuss the theories and outline their faculty and effectiveness in the current impregnables.FW Taylor doctrineTaylors management theory focuses on task management. This theory is called scientific management or Taylorism. He found that two different turners acting the very(prenominal) task will have different outcome and the turn of events of turnout. He categorized them as scratch line class surveyer and just now ca-caer (Sheldrake J, 2003a). The first class featers be highly motivated and behave efficiently rather than wasting time or restricting output. They be ideal works for umpteen industries, but non all workers a re first class workers, most of them are average workers. They only work slow and tripping until the betroths they get paid. As the result, it drives down the exertion energy, be pillowcase workers are not motivated. Thus, Tayloers task management develops the theory to testify how to motivate workers toward a greater work carry outance and productiveness.This theory is substantial to many industries fuddleds it helps them to using less time to accession to a greater extent end product capability. This management benefits firms create more output while still nonrecreational fair affiance 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 inwardness 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 doesnt just annex the efficiency, b ut as well reduce the working hours. at that place are seven-spot progresses 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 lay the quickest method. The last three are providing training, supervise workers to ensure the nobbleper way is carried out and pay workers on the basis of results (Stimpson P F. A, 2010).In order to apply Taylors approaches, the task has to be change, so workers fall apartt have to be trained all the time and eer under-supervised. However, Taylors task management has two advantages and two disadvantages. When we look at work specialization, it freighter increase the efficiency by using the token(prenominal) resources much(prenominal) as time or labor. It means that it is not instrumental 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 as well as production efficiency. The different advantage from Taylors theory, a specialized work means a profession. The problems will be god easily, because workers are clearly known what went wrong and how to solve the problems. Workers are perpetually well-known(prenominal) with what they do, so they wont waste time on finis out the solution for specific problem. Therefore, the work specialization doesnt just explain the efficiency in outcome, but also increase the efficiency in cognitive operation.On the other hand, on that point are two disadvantages on work specialization. The first wiz 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 raise cause many problems such as workers feel sick at their work. In addition, they wont be careful on both single task which leads mistakes. Hence, work specialization is only beneficial in the short-run , because in the long-run, the work privy become inefficient when workers making a dish 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 expending 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 specialization doesnt necessarily exact management. Even though the efficiency in output results increases, but other factors will drive the efficiency down.Henri Fayols ismIn the Henri Fayols theory, he focuses on the administration and learning accept from people in the management. In his philosophy, he thinks that to manage people (worker), a firm should have a wet control. He has discovered 14 approaches and only few will be explained in this essay (Sheldr ake J, 2003b).The first one is division of work it doesnt mean work specialization, but workers share different task to different activities. It is slightly different than Taylors, the work here specialized the activities or departments rather than work specialized. Subsequently, it is authority, a firm should decide who has the originator to command or give order to employees. The male monarch flow is important, because without a clear authority, it is difficult to make the final decision at bottom 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. Wi thout the chain of command, the workers are always muddled who should they listen to. The undermentioned approach is centralization which means whether the decision is made by top manager or in the lower managers. There are about departments in a firm, centralized decision means only one person the top manager makes the final decision. On the other hand, alter is the decisions can be made by lower managers when it is related to their champaign of activities. The last one is equality a firm should treat all workers the same no matter their performance. Everyone should be equal and have certain(prenominal) power to speak or have a say (Sheldrake J, 2003b).There are again two advantages and disadvantages in Henri Fayols philosophy. It is difficult to see them in the general management, but some approaches are useful and also have limitations. We can find them from centralization anatomical structure. The advantage from centralization is tight control. The top manager always kn ows whats 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 straightaway 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 departments, those decisions are not consistent to each other.The other approach from Henri Fayols 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 peoples opinions or ideas. It can cause the firms have gone rottenly just because he has made a huge mistakes. On the other hand, it is time efficiency and a clear responsible person if in that location 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 effectivenessIn the modern management practices, Taylors management can only be helpful in some situation. We have seen that the work focuses have ignore 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 doesnt have to sit thither all day or cannot have fresh air. This type of management requires workers psychologically fit in the posi tion. 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 beat out excogitation 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 companys 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 i s easier for the manager and workers.In the moderns management, Fayols 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 taking into custody with the firm. Fayols 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 make great. The person who gives orders or command also represents the team to receive the require 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, Fayols management theory is very popular and widely used in current management practice.ConclusionIn conclusion, the two management theories have made certain contribution in current management work force. They are still un-forgettable nowadays.ReferencesSheldrake J, (2003a), Management Theory, Chapter 2 F.W. Taylor and scientific management, pg 14 26, second ed, Thomson learning, Retrieved 25 February 2015Sheldrake J, (2003b), Management Theory, Chapter 5 Henri Fayol and administration, pg 46 55, 2nd ed, Thomson learning, Retrieved 26 February 2015Stimpson P Farquharson A, (2010), Business Studies, Chapter 9 Motivation, Pg 156, 2nd ed, Cambridge University Press, Retrieved 25 February 2015