EXECUTIVE SUMMARY From this report acceptance of Taylorism in Australia, America or Europe in current era is been determined. Due to change in time, changes in technologies and automation have occurred whichcausesnonapplicability ofTaylorism. Thereareseveralorganisationin automobile industries that uses Taylor's principles as their base principle or theory for successful operations. Cultural differences and similarities between Australia's and UK culture is derived using Hofstede's five dimensions.
Table of Contents EXECUTIVE SUMMARY.............................................................................................................1 INTRODUCTION...........................................................................................................................1 E-LEARNING ACTIVITIES..........................................................................................................1 Week 1 Activity 1: Ford and Taylorism.................................................................................1 Week 2 Activity 3: Online tool to explore different countries' 5 dimensions by Hofstede....2 CONCLUSION................................................................................................................................4 REFERENCES................................................................................................................................5
INTRODUCTION In this report, we would study the applicability of Taylorism in its form in today's world and whether it is been used by any organisation or industries. Australian culture is been compared with cultures of different countries. E-LEARNING ACTIVITIES Week 1 Activity 1: Ford and Taylorism 1.Would workers in Australia, America or Europe accept Taylorism in this form today? Taylorism was derived by Frederick Winslow Taylor, states that, on the basis of data researched and quantitatively tested, business decisions are made. Taylor considered that to identify ways for precisely accounting costs is management's duty, so to improve the efficiency (Waring, 2016). Fordism refers to the application of mass production run by autocratic management as per the faith of Henry Ford (Boyer and Durand, 2016). This also involves less democracy in work place and high division of labour, with relief of high wages. Workers across Australia, America and Europe won't accept it in its true form, in current scenario. Changes in technology and automation have occurred with change in time and applying established theory could of no meaning in current era (Nyland, Bruce and Burns, 2014). If it is applied currently, there would be needed some rectifications to be done in foundational theory. 2.Consider design of scripts for use in Call Centres, can Taylorism been seen in that? Call centres scripts are for live representatives for lack of better word, which can be read from while customer’s interaction. Scripts for call centres are detail of every word that representative have to spoke in given situations. Scripts helps every member or team in call centre effective, accurate and unified. Scripts in call centres can be the standardisation of work that is to be done. Standardisation is one of the tool of F.W. Taylor's scientific management. In Call Centres, theory of Taylorism can be applied or considered to some level but not entirely. Call centres operations are generally divided into various sectors specialising in niche. Each employees can be assigned job roles, in call centres there can be division of work, depending upon the area of expertise of employees. 1
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3.Could there be part of world today where these ideas might be what they needed? Surely, there could be some part of world or industry where application of these ideas or theories of Ford and Taylorism would be required. Even though the foundational theory of scientific management was introduced a century ago, principles which were derived by F.W. Taylor have a long enduring outcome. For start-up ventures, these simple production methods are golden rules for them. Such as motion and time study, principle of division of work, hard labour of employees are rewarded, etc. Success can be guaranteed in current era if these principles are applied and utilized correctly. Taylor's scientific management is supported by number of managers at automobile sectors. Recent success is been pinned by an automobile factory jointly operated by General motors and Toyota motor corporation in California on the intelligent interpretation and applicability of Taylor's time and motion study. Week 2 Activity 3: Online tool to explore different countries' 5 dimensions by Hofstede 1.Australian culture compared to other world culture. Dr. Geert Hofstede for analysing similarities and differences in cultures of different countrieshavecomeupwithfivedimensions,whicharePower/Distance,Individualism, Masculinity, Uncertainty/Avoidance Index and Long term orientation (Venaik and Brewer, 2016). Five dimensions for cultural differences of Australian and UK's culture: 2 Illustration1: Dimensions for cultural differences (Source: Cultural differences of Australian and UK's culture, 2016)
Power distance:It refers to the dimension which deals with fact that in societies all individuals are not considered equal (Maleki and de Jong, 2014). UK scores low on this dimension (35) as compared to Australia (36) which is also low.Hierarchy is established for convenience within Australian organisations, manager rely on individual employees and team for their expertise and superiors have been accessible. Information is shared frequently and expected to be consulted by both managers and employees. Individualism:This dimension refers to the degree of interdependence maintained among its members in a society. Australia is highly individualist culture with a score of 90 above UK's culture of score 89. Employees are been expected to be display initiative and self-dependent. Society is loosely-knitted and expected that people would look after themselves and their families. Masculinity: Society will be driven by competition, achievement and success, by high score in masculinity dimension. “Winner” or “best-in-the-field” is used to define success (Venaik and Brewer, 2016). Australia scores 61 whereas UK scores 65 on this dimension. Australia and UK are proud of their achievement and success in life. Uncertainty Avoidance:From the score on Uncertainty, it is reflected that the members of a culture feel threatened by unknown situations and beliefs are created and tried to avoid by institutions. Australia scores in this dimension 51 whereas UK score 35. Long term orientation:Long term orientation refers to how links are maintained by every society with their past while dealing with present and future challenges (Maleki and de Jong, 2014). Australia scores 21 on this dimension and have a normative culture. Whereas, UK scores 51, which shows dominant preference in British culture which cannot be determined. 2.Do you agree with the survey results for the Australian culture? Why or why not? Yes, I would agree with survey results for Australian culture. As they interact with various visitors to their county and have a huge cultural diversity in Australia, as it is made up of many various cultures. Australian are among most open-minded nations on earth.All citizens or 3
individual in the society are considered equal. Even in the organisation, superiors work with or rely on their employees. In Australia, each individual have their own life, they can live as they want and there is no interference of the society in an individual's way of living. They try to achieve higher success and achievements in their lives. Australians feel threatened by uncertainty in situations that would occur, they try maximum avoidance of those instead of facing such riskier situations. They honour and maintain their traditions and norms while watching social changes with suspicion. CONCLUSION From this report, it can be concluded that, in current era workers in Australia, America and Europe may not accept Taylorism in today's era as, with the change in time there are various changes in automation and technology are been occurred. Even today, Taylorism can be used by different industries in various countries as a principle base for their operations. There are five dimensions used for determining culture of Australia, that are Power/Distance, Individualism, Masculinity, Uncertainty/Avoidance and Long term orientation. 4
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REFERENCES Books and Journals Boyer, R. and Durand, J.P., 2016.After fordism. Springer. Maleki, A. and de Jong, M., 2014. A proposal for clustering the dimensions of national culture.Cross-Cultural Research,48(2), pp.107-143. Nyland, C., Bruce, K. and Burns, P., 2014. Taylorism, the international labour organization, and the genesis and diffusion of codetermination.Organization Studies,35(8), pp.1149-1169. Venaik, S. and Brewer, P., 2016. National culture dimensions: The perpetuation of cultural ignorance.Management learning,47(5), pp.563-589. Waring, S.P., 2016.Taylorism transformed: Scientific management theory since 1945. UNC Press Books. Online CulturaldifferencesofAustralianandUK'sculture,2016,[Online].Availablethrough: <https://www.englishexpress.com.sg/articles/united-kingdoms-cultural-differences/> 5