新西兰大学代写:什么才是泰勒管理理论

新西兰大学代写:什么才是泰勒管理理论

科学管理的泰勒理论认为,应该根据人们的技术能力来分配工作。这一理论主张以人民的生产力为基础,向人民提供报酬。这一理论最初是为了解决职场中的裙带关系问题而提出的(Braverman, 1998)。这个理论采取客观的立场,忽略了与工作相关的情感方面。科学管理认为,在工作环境中,人应该被非人化,保持客观。它讨论了工作过程的细微差别,并着眼于增长的有形方面。泰勒科学管理理论因其基于人们的有形生产力来衡量人们而受到称赞。工作过程中涉及的情商或与工作相关的内在因素不被认为是争论的焦点。
在当今世界,人们需要以有形需求为基础来维持。有生理需要和情感因素需要争论。在管理过程中采用泰勒主义的优点是它有助于确保生产效率。人民是根据他们的生产来判断的。在这一进程中考虑到人民的努力和实际影响。这一理论被用于公司,因为它讨论了公司实现财务目标的微妙方式。裙带关系,系统偏见在这个系统中没有发现。基于生产率和报酬的方程,它很简单(Braverman, 1998)。这种非人性化的过程可能不利于人们的情感健康。在这一点上,需要考虑马克思的概念。现代工作场所应该在这两个因素之间建立一个折衷的平衡。

新西兰大学代写:什么才是泰勒管理理论

Taylor theory of scientific management states that the people should be given work based on their technical abilities. This theory professes that based on the productivity of the people, remuneration should be provided to the people. This theory was originally proposed to combat the issues of nepotism in the work place (Braverman, 1998). This theory takes an objective stand and overlooks the emotional aspect that are associated with the job. Scientific management states that the people should be dehumanized and remain impersonal when relating to the work environment. It discusses the nuances of work process and looks at the tangible aspects of growth. The Taylor theory of scientific management is lauded owing to the fact that it measures the people based on their tangible productivity. The emotional quotient involved in the process of the job or the intrinsic factors associated with the job are not considered to be in contention.
In the contemporary world, people need to sustain based on the tangible needs. There are the physiological needs and emotional factors that need to be in contention. The advantages of adopting Taylorism in the management processes is that it helps in ensuring productivity. The people are judged based on their production. The efforts and the tangible impacts of the people are considered in this process. This theory is used in the companies because it discusses about the nuanced ways in which the company can meet its financial objectives. Nepotism, systemic bias is not found in this system. It is simple based on the equation of productivity and remuneration (Braverman, 1998). This dehumanization process cannot be potentially good for the emotional well-being of the people. In this the notion of Marx needs to be considered. The modern workplaces should integrate and create an eclectic balance between these two factors.