MANAGERIAL ECONOMICS
ASSIGNMENT-1
SUBMITTED BY:
The term scientific management was first used in USA in 1910 by Louis Brandies. As a
The utility of scientific methods to problems of management was first introduced by F.W.
done and the best way of doing it using the scientific methods.
period clearly.
During those day, in many industries, the boss used to give the work, and the worker
had to follow blindly. Nobody knew whether the method was correct or if it could even
be questioned. There was no scientific mechanism to measure the work content. The
worker had no understanding about his job. The principle was: This is rule-thats all .
The worker was not given any training and he had to learn on his own way.
Therefore, there was no scope for improvement. The boss hardly used to put my effort or
attention to improve methods or the skill of the worker. The, worker when allotted a job had
to think or assume and perform the work. Further, there was no standard procedure either in
the allotment of work or in doing that work. Many times the worker did not even know what
work he had to do the next day morning, how much he had to do, and so on. The boss also did
not have any concrete plan for the allocation of the work in that it was not mentioned who
should do how much of work in a given day. Wage policy was not also rational and of work hard
for a long time but received less wages in his notion and could not say how he should be paid
more. The bosses use their bureaucratic brains to explain their wage structure or used the
rule of thumb. Nobody dared quisioning why not the other way.
PRINCIPLES OF SCIENTIFIC MANAGEMENT:
It could eliminate the chances of misfits so as to have better working and to keep us
For increasing rate of production the work of each person should be planned in
advance
Contribution of Fredrick Winslow Taylor:
Fredrick winslow taylor understood the situation and made the following
observations:
Time required for doing a job was not justified. No thoughts were given to
There were many waste elements while working which were reducing the
improved.
The efficiency was not recognized, and there was no scale to gauge the
performance.
No training was imparted to workers for their work improvement and for
Time required for doing a job was not justified. No thoughts were given to
There was no defined work allotment to workers, i.e the selection of worker for
a task was haphazard, not certain, unclear, and chaotic. Nobody knew what work
managerial function).
It is based on determining the definite task, definite time, and definite method.
achievement.
It is task oriented because task is defined and result is measured on the amount
The theory is supported by FRANK and LILLIAN GIBRETH, H.L GANTT, LHC TIPETT
and others.
managerial activities can be performed in the best manner only through the
division of labor and specialization. It can ensure maximum productivity and
2. Authority and responsibility: The right to give order, the right to command, is
procedures which are to be adhered to during the tenure of work, between the
employee and the employer. It is the core of the administration. The rules
organization.
4. Unity of command: Each individual should receive orders and instructions only
from one superior and should be accountable to one superior only in order to
performance.
towards one common overall objective or goal. It refers to the job security of
Frank gilberth and his wife Lillian gilberth contributed in order to improve the
He developed the micro motion study , invented cycle graph, chrono- cycle graph
Mayo is rightly called the father of human relations movement. His ideas were a milestone and
a turning point in human relations approach of the management. He recognized the importance
of human beings in management. He said that human beings are complex and influential input
into organizational performance. The social and psychological needs of human beings cannot be
2. Non-Economic Awards:
The earlier assumption was that workers will work more if they are offered more monetary
incentives. Taylor was the main proponent of this approach. Elton Mayo said that the
techniques of economic incentives were not only inadequate but also unrealistic.
3. Social Man:
Mayo developed a concept of social man. He said that man is basically motivated by social
needs and obtains his sense of identity through relationships with others. He is more
responsive to the social forces of the informal group rather than managerial incentives and
Mayo was of the view that informal relationships in the organisation are more effective than
formal relationships. People form informal groups to give a bent to their feelings and seek
status systems, rituals and a minute of logical, non-logical and illogical behavior. He was of the
opinion that managers should maintain an equilibrium between the logic of efficiency
demanded by the formal organization. He thought that besides logic and facts people are also
Hawthornes experiments were criticized for lack of scientific and vigorous research. The
experiments were too narrow to warrant generalizations. Despite these observations Mayos
1. H.l. Gantt worked under tayor and was his close associate.
2. He improved Taylor Diiferential piece rate wage system and introduced his task
an immediate comparison between the planned work and the actual progress of
the work.
4. It enables management to take corrective action if there is a significant
derivation.
REFERENCES