People and Organizations Essay Example | Topics and Well Written Essays - 2000 words

People and Organizations - Essay Example Assembly lines were dedicated to the production of a single thing, implying the development of dedicated machine tools and workers, operating individually rather than as a work team, were responsible for the performance of single tasks within the assembly process. The implication here is that the said philosophy is funding upon the division of a single project/process into its constituent elements and the total dedication of man and machine to the efficient and timely execution of those single tasks. The Fordist production system, as defined in the above, reduced the cost of automobile manufacturing by 90% and led to the evolution of mass production and the associate mass consumption, and consumer culture. Although incontrovertibly efficient, however, it was not flexible and led to the accumulation of significant inventories. This, however, does not imply that the Fordist system has passed out of existence since several of its elements have been integrated into contemporary organizations and management systems. These elements are lack of specialization, as in workers and employees being able to fulfill a number of tasks if and when required, control over the business processes, efficiency predicated on the division of single projects into its constituent parts, calculability, predictability and, importantly, the organization as an efficient machine. In the final analysis, therefore, while the Fordist system of production may have been replaced by others more compatible with current requirements and realities, its philosophical elements have survived and have been integrated into organizational management. II Despite their positive impact upon production and their contribution to the evolution of more efficient and effective organizations, Taylorism and Scientific Management were, as a result of the controversy they inspired, replaced by the human relations approach to management. Following a brief overview of both, the differences between the two approaches shall be elucidated. Scientific management adopts an objective, rational approach to organizational management, such as which decentralizes socio-cultural and human factors and considerations. This approach advocates the division of labor in the production process for the attainment of maximum productivity, even as it insists upon the separation of the physical from the mental tasks. The aforementioned practices are predicated on the belief that the work process is measurable, in that the componential elements of a single process can be quantified, just as the steps involved in the completion of each can be measured. The implication here is that through the rational quantification of work process steps, the calculation of the time it tales to complete each, the work process can evolve into a semi-automatic and highly efficient phenomenon. Scientific management, as may have been determined from the preceding, marginalizes the human factor, to the extent of rendering the work process an unthinking and routinised one wherein workers are isolated one from the other. Its focus on the rational, leading to its failure to acknowledge the human factor was a source of criticism and controversy. More importantly,