Management and Culture: Taylorism and Cross-Cultural Differences

Management and Culture 1
Management and Organisations in a Global Environment
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Management and Culture 2
Executive Summary
The paper is divided into two sections activity 1 and activity 2. Activity 1 addresses the
application of Taylorism also known as the scientific management theory at the workplace.
The paper describes how Taylorism can be used in call centres to improve productivity,
efficiency teamwork, and cooperation between the management and workers.
Activity 2 addresses the existing difference between the Australian and Indian Cultures. The
differences are found under social systems, religion languages, and politics. Generally, India
is described as a reserved culture, while Australia imitates cultures of the Western countries.

Management and Culture 3
Activity 1
Acceptance of Taylorism by the Australia, America, or Europe works
The Taylorism also known as the scientific management theory was established by Fredrick
Winslow Taylor. Taylor developed the theory with a focus on improving organizational
management. Taylorism applies management scientific methods in improve economic
efficiency such as labour productivity in any organization. Basically, Taylorism stated that
companies should focus on job segregation and employing people based on their capabilities.
In other words, the theory is focussed on placing the right people with the right skills to the
right jobs/ positions (Bell & Martin, 2012, p. 45).
The scientific management theory is based on several principles. First, changes should be
based on science and not old techniques. Taylorism states that changes should be done on a
regular basis to improve productivity and efficiency using new and proved techniques.
Second, workplace should emphasize on teamwork and not discord (Linnenluecke &
Griffiths, 2010, p. 67). The relationship between the management and workers should be
based on mutual cooperation to develop positive attitude and avoid unnecessary conflicts
between the two parties. Third, both the management and workers should cooperate.
According to Taylor the responsibilities and division of jobs between the two parties should
well defined. Efficiency improved productivity, as well as organizational goals, cannot be
achieved when businesses practice individualism (Rehmann, 2014, p. 93). And fourth,
individual growth should be guided by organizational efficiency and prosperity. Jobs should
be allotted based on workers’ interests and ability. Likewise, employees should be trained
regularly on improving productivity and efficiency (Massa & Tucci, 2013, p. 55).
Although some people think that the Taylorism theory increases pressure on the employees,
this statement is partially correct. The theory provides both the management and the