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Unit 2: Evolution of Management Thought

necessitated the development of new management principles and practices. The main contributors Notes
to scientific management were Frederick W. Taylor, Henry L. Gantt, Frank Gilbreth, Lillian
Gilbreth and Harrington Emerson.
F.W. Taylor (1865-1915) was the first person who insisted on the introduction of scientific methods
in management. He launched a new movement during the last decade of 19th century which is
known as ‘Scientific Management’. That is why, Taylor is regarded as the father of scientific
management. Taylor was an American engineer who responded to the challenges of management
around the turn of the century. During that period, productivity was very low, labour became
extremely dissatisfied and industries had to face frequent strikes and lockouts. Taylor’s
contribution was a system based on science whereby lower labour cost could be achieved
simultaneously with higher wages. He suggested the change in the mental attitudes of the
workers and the management to bring harmony in the industry.
Scientific management means application of scientific methods to the problems of management.
Taylor advocated scientific task setting based on time and motion study, standardization of
materials, tools and working conditions, scientific selection and training of workers and so on.
It is to be noted that Taylor’s thinking was confined to management at the shop level. However,
he demonstrated the possibility and significance of the scientific analysis of the various aspects
of management. To sum up, he laid emphasis on the following principles:
1. Science, not rule of thumb.
2. Harmony in group action, rather than discord.
3. Maximum output in place of restricted output.

4. Scientific selection, training and placement of the workers.
5. Almost equal division of work and responsibility between workers and managers.

!

Caution The basic idea behind the principles of scientific management is to change the
mental attitudes of the workers and the management towards each other. Taylor called it
‘Mental Revolution’ which has three implications:

1. all out efforts for increase in production;
2. creation of the spirit of mutual trust and confidence; and
3. inculcating and developing the scientific attitude towards problems.

Taylor suggested that management should try to find the best methods of doing various jobs
and introduce standardized materials, tools and equipment so that wastages are reduced. The
management should select right types of people and give them adequate training so as to
increase the quantity and quality of production. It must create congenial working conditions for
optimum efficiency of the workers. It should perform the decision-making function and should
always try to give maximum cooperation to the workers to ensure that work is done according
to the scientific techniques.

The workers should also revise their attitude towards the management. They should not be
work-shirkers. They should be disciplined, loyal and sincere in fulfilling the tasks assigned to
them. They should not indulge in wastage of resources. Both the management and the workers
should trust each other and cooperate in achieving maximum production.

Thus, Taylor stood for creating a mental revolution on the part of management and workers.
It is to be noted that Taylor’s thinking was confined to management at the shop level. However,
he demonstrated the possibility and significance of the scientific analysis of the various aspects

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