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.