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Unformatted text preview: Click to edit Master subtitle style Charles Heckscher Sue Schurman Fall, 2010 Work, Society, and the Quality of Life From reading Taylor's Principles of Scientific Management, I get the sense that the development of this practice came from a good place. Over time, the practice was manipulated into a tool to get the most production for the lowest possible cost. (Susan Skiba Group 10)------------ I tend to disagree with you, Susan, that Taylor's Scientific Management started off good and was later manipulated. I read excerpts from a book on Taylor titled "The One Best Way" by Robert Kanigel for my Labor Relations class. The excerpts show clearly that Taylor reduced human action to a series of movements that were measured in terms of time. He developed detailed task cards and dictated the workers' every movement. Conception of a task was removed from the task's execution. A worker was treated like a robot that through "scientific" investigation was capable of a certain amount of work. The piece Taylor wrote contrasts with what I read in my Labor Relations class in that Taylor makes it seem that a worker would be content working at his maximum output if only he is A lot of people don't like scientific management for employees because it gives them a lack of freedom. I feel, however, that sometimes this is a good thing. You always know exactly what is expected of you. I work for a franchise and I like the fact that I don't have to make any real decisions on my own. It gives me a sense of security to know that if I follow the rules, I'll keep my job. I understand that sometimes employees think they know better or that they should be able to make their own decisions, but I think that in many situations this freedom causes more harm than good. I don't think that scientific management works in every industry, but in the food...
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This note was uploaded on 03/24/2011 for the course LXKV 0439 taught by Professor Susan` during the Spring '11 term at Rutgers.

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