Discussion Board Ford And Taylorism Theory

Question: Discuss about the Discussion Board for Ford and Taylorism Theory. Answer: Introduction: The Management is a key function of the organizational activities. This is the reason, principles of the scientific management are essential for the firm. Through the consideration on the Fayolism and Taylorism, an organization can achieve organizational goals and objective in an effective and efficient manner (Goetsch and Davis, 2014). These are also helpful in designing the work structure of the organization. In the computer, mobile, car, hospital and restaurant industries, the applications of these principles can be easily seen even after 70 years of their formulation. This blog includes the two major sections. The first section is related to the key findings from the ideas extracted from the Ford and Taylorism theory. On the other hand, the second section includes the application of these key ideas in an organization. Changes in the Production Process Henry Ford (Founder of Ford car) was a visionary person. Under his visionary ideas, the company entered in partnership with Alexander Malcomson in 1908. The purpose of this deal was manufacturing car under the The Ford Motor Company. Through this deal, the company wanted to achieve cost efficiency in the production and increase in the market share. For achieving this objective, the company changed its production processes and methods. During that time, Ford was strongly influenced by the principles or method of the Fredrick Taylor (Ford and Taylor Scientific Management, 2008). Reduction in the Unnecessary Activities at the Workplace The management theory of the Taylor exhibits that the productivity of an organization can be increased by minimizing the unnecessary activities at the workplace. Taylors principle, the time management is effective to enhance the productivity of the workers (Post and Preston, 2012). According to this principle, each minute of an employee is significant in the workplace for the company. All the necessary equipment and resources should be arranged as saving the time of both the employee and company. Henry used this principle in the production to the great extent. In the initial stage, the company analyzed the essential components of the production process and after this, the company arranged them according to minimize the unnecessary activities of the employees (Pearson, 1945). Restructure the Assembly Line Ford restructured its assembly line in order to achieve the efficiency in the production and for increasing the production output. In this, the company adopted a revolutionary idea. It helped to the employee to remain stationary at the workplace. Instead of the employees moving, body of the car was moving from one place to another place. Each worker finished its particular work before move body of car one place to another place. This process was continuing until a complete car was prepared. It helped to Ford to reduce the cost of the product and enhance the production level (Altenburg and Sullivan, 2012). Attractive Offers for Employees Ford focused on the attracting the prospective employee through the offering an effective package to them. The company adopted the high pay strategy for the hard and honest workers with the objective of the retaining them for a long time. Use of Modern Technology The company used the modern and automatic technologies in the assembly of a car, whose direct benefit were observed such as reducing the time on the production of one car. Due to this, the company was able to generate record profit. In the success of an organization, the basic principles of the management are significant. These principles are effective for the modern management to remain ahead in the competition (Post and Preston, 2012). The adoption of the principle of the saving time and efforts of the human beings is effective to reduce the cost. It leads the company to increase production quantity that is able to increase the high revenue (Post and Preston, 2012). In this, the job security principle is also identified in order to maintain the productivity of the firm. This principle is based on the keep employees happy, which help to finish many kinds of issues in the business (Lee and Wong, 2013). As concerning of current business environment of the Australia, America or Europe, the employees and worker would not accept Taylorism in its original form. It is because the current business is based on the manual work as well as upon technology and automation. It avoids the theoretical concept of the management. For example, in call centers; there is application of the principals of the Taylorism. However, it is difficult to say that the Taylorism theory can be applied in the call centre to a great extent. It is because; the function of a call centre is divided in the departments or individuals. In the call centre, the work is offered to a candidate according to its skill and specialization. It helps to effectively handle the function of the firm with achieving the cost effectiveness (McKinlay and Wilson, 2012). Presently, the business owners and founders believe on the innovative techniques that can reduce the time or cost of the production (DeWinter, et al., 2014). But at the same time, some effects would see as the management firm and make the coordination of the different activities of the firm. There are various industries across the world, which are required to the application of the Taylorism theory in order to long run. The scientific management was introduced the 100 years ago by Frederick Taylor. The principles that come in it, they keep the impact on the business process. These principles play a significant role in the smoothly running business. The Taylorism based principles are below: Science, Not Rule of Thumb Harmony, Not Discord Cooperation, Not Individualism Development of Each and Every Person to His / Her Greatest Efficiency and Prosperity (Grachev, M. and Rakitsky, 2013) Reference Altenburg, K. and Sullivan, S., (2012) A matter of principle: Heritage management in Australia and China. Historic Environment, 24(1), p.41. DeWinter, J., Kocurek, C.A. and Nichols, R. (2014) Taylorism 2.0: Gamification, scientific management and the capitalist appropriation of play. Journal of Gaming Virtual Worlds, 6(2), pp.109-127. Ford and Taylor Scientific Management (2008) You Tube: Available at: https://www.youtube.com/watch?v=8PdmNbqtDdI (Accessed: 22 August 2016). Goetsch, D.L. and Davis, S.B. (2014) Quality management for organizational excellence. UK: pearson. Grachev, M. and Rakitsky, B., (2013) Historic horizons of Frederick Taylor's scientific management. Journal of Management History, 19(4), pp.512-527. Lee, R.C. and Wong, S.L.C. eds. (2013) Asian America. Net: ethnicity, nationalism, and cyberspace. UK: Routledge. McKinlay, A. and Wilson, J. (2012) All they lose is the scream: Foucault, Ford and mass production. Management Organizational History, 7(1), pp.45-60. Pearson, Norman M. (1945) Fayolism as the Necessary Complement of Taylorism, American Political Science Association, 39(1), pp. 68-80 (https://www.jstor.org/stable/1948832?seq=1#page_scan_tab_contents) Post, J. and Preston, L. (2012) Private management and public policy: The principle of public responsibility. USA: Stanford University Press.