Taylorism and its Role in the Transformation of Modern Management

This essay provides a comprehensive analysis of Taylorism and its impact on the transformation of modern management. It delves into the core principles of Taylor's scientific management theory, examining its application in various sectors and its effects on businesses. The essay discusses whether Taylorism, in its original form, would be accepted by modern workers in countries like Australia and America, considering the advancements in technology and automation. It explores the presence of Tayloristic principles in modern call centers and evaluates the relevance of these ideas in different parts of the world today. Furthermore, the essay addresses the drawbacks and risks associated with globalization, as described by Friedman, and discusses the uniformity of globalization across the world. The conclusion emphasizes the long-term impact of Taylorism's guiding philosophies and their continued relevance in contemporary organizations, highlighting the importance of division of labor, employee motivation, and simplified production methodologies.

Transformation of Modern Management Through Taylorism 1
TRANSFORMATION OF MODERN MANAGEMENT THROUGH TAYLORISM
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Transformation of Modern Management Through Taylorism 2
Executive Summary
This work explains and gives a description of the Taylorism theory as well as corporating
the ideas borrowed from other theories and their application in business. It also shows the
functions and effects of the scientific theory of management on businesses. If these effects are
positive, are there companies or nations that still use or need the ideas of theory? The answer to
that question is well explained below. Besides, the work also explains application of theory in
different sectors within organizations.
Introduction
Taylorism is a scientific administration supported by Fred Taylor. In Taylor's idea, the
function of the industrial unit administration was to determine the best way for the employee to
perform the duty, to offer suitable apparatus and training, and to give motivations through
incentives for excellent performance. Fred Taylor bust every job down into its personality
movements, evaluated these to agree on which were important, and set time for the workers with
a stopwatch (Giannantonio, & Hurley-Hanson 2011, p. 9). With pointless movement prohibited,
the staff, observing a machine-like practice, became far more industrious and productive.
Taylorism was based on a systematic study of individuals, characters, and duties. The
responsibility or function of Taylorism was that they followed the system of breaking the work
progression into sub-duties or least possible sections with an objective to manage the most
efficient technique for accomplishing a scrupulous chore and duty.

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Would workers in Australia, America or any other continent accept Taylorism in this form
today?
In the current setting, employees around America, Europe or Australia would not incorporate or
accept Taylorism in its initial form and status. A lot has changed in regards to the development
of technology and automation that is being applied by many companies today, and there is
absolutely no intelligence in putting into practice the instituted theory completely (Minshall,
2015, P.609). However, if it is currently applied or implemented, there would specific
ramifications needed to create the foundation theory a booming. Workers would not accept it
again because it is the management that takes control of all the activities. In this situation,
workers will feel demoralized since they are neglected in the daily planning process; it lacks
inclusivity.
2) Consider the design of scripts for use in Call Centres, can you see Taylorism in that?
Call centers all over the world always have positioned areas and drawn on labor markets,
where setting up powerful types of combined interest representation has been difficult. Similarly,
call centers have been described to contemptuously as “cost centers,” reflecting the approach that
customer service is a pricey and costly deplete on resources. The objective has characteristically
been to offer the least amount of service needed to make sure customer maintenance is kept and
maintained. With this idea in mind, call centers have been managed with plenty measured
quantity of scientific theory. Most of the current findings have criticized Taylor’s theory;
however, from the clip, Taylorism’s effects seem to be still a plague in many industries (Chung,
2013, p.54). Several parts of the business world have stubbornly held on to the Taylorism’s
legacy as tightly as call center as can be seen from the clip.

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3) This ‘clip’ is showing history from 100 years ago. Some would say that ‘the world has
moved on’ and these ideas are out of date. However, could there be parts of the world
today for which these ideas might be just what they need? Explain.
The world has really evolved, and quite a lot has happened. First and foremost, a great
significant change in the field of technology has transformed the whole world. Be it from
business, agriculture, to manufacturing sectors respectively. Technology has changed the world,
and it is like human beings now live under the same roof through connectivity in communication
(Yashiro & Backer, 2011, p. 368). However, various parts of the world still require the ideas that
were used 100 years ago to foster growth. This has actually been seen in the field of innovation
where some parts of the world from various continents are left behind as far as innovation is
concerned. Some countries cannot manufacture their own products, it is either they import the
workforce or the product itself. Such nations still need the ancient ideas.
Section II
1. What would be some of the key drawbacks or risks of living in the flat world of
Globalisation 3.0 as Friedman describes it?
According to Friedman, flat world is a podium, where there are no blockades and people can
work, be in touch and integrate across boundaries. However, there are several drawbacks or
dangers of existing in a flat world. These include;
a) Business principles that condense freedom of organization
b) Diversity that leads to different thoughts
c) People creating their own regulations to do business since there are no boundaries

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2. Do you agree with Friedman’s iron rule of the flat world? Explain.
The flat world can allow anybody to do anything they want. In the wake up of technological
development, people can transact without much struggle, for example, you visit a website to
book, download and print tickets as well as bar codes for the purpose of boarding a plane or a
bus. I agree with Frieman’s rule since people will always learn new things and do what they like
at their comfort zones.
3. Is the level of globalisation uniform across the world? Explain.
The level of globalization is not uniform. Since its introduction, economy of different nations has
changed. There is larger option before the consumers, who now enjoy the enhanced quality and
lower prices of several items. However, the other side of the real issue is not very clear. The
elasticity in labor laws has worsened the status of the workers since some are appointed on non-
regular foundation to avoid facility of provident fund and other amenities. In some nations,
workers are forced to work extra hours with no overtime being paid. Besides, small scale
businesses have been also affected negatively since they are unable to compete with companies
that operate in large scale.
Conclusion
Generally, there would also be industries around the world, which need the well thought-
out appliance of the ideas as mentioned in the above question. Because the theory of Taylorism
or scientific management though initiated a century ago, the guiding philosophies which are tied
and connected via this theory have a long-term impact. The principle division of labor,

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motivating and giving incentives to hard-working employees, the introduction of uncomplicated
production methodologies is golden regulations for set up ventures (Grubb & Tremblay, 2015,
p.244). Correct application and the use of these philosophies in the current era guarantee success
to any organization. Both Taylorism and Fordism are defensible for promoting production;
however, they require connections to large use.

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