3 - Work Society and the Quality of Life Class 03 Modes of...

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Charles Heckscher Sue Schurman Fall, 2010 Work, Society, and the Quality of Life Class 03: Modes of management
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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  paid accordingly. ( Mario  Cruz Group 10)
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“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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