In today’s competitive environment improving efficiency and elevating organisational
performance is critically important to remain competitive in the global marketplace. In
the late nineteenth century Frederick W. Taylor developed one of the earliest
conceptions of management in order to maximise firm productivity. He argued that
performance can only be improved by the application of scientific practices and
established his ‘principles of scientific management’ (Taylor, 1998). However, due to
the Human Relations movement in the 1930s which emphasised the impact of the social
context of the workplace on firm productivity, Taylor’s theory of ‘scientific
management’ became obsolete (Legge, 2005; Thompson & McHugh, 2009).
Conversely, many researchers believe that Taylorism is revived and argue that
Tayloristic ideologies are still dominant in workplaces today (Bain et al., 2002; Bell &
Martin, 2012; Braverman, 1998). More importantly, the continuing relevance of
Tayloristic methods in organising work is no longer restricted to the traditional
manufacturing industry, but can also be found to a greater degree in the rapidly growing
service industry (Braverman, 1998; Crowley et al., 2010). In this context, most notably
the nature of work processes in telephone call centres (Taylor et al., 2002; Zapf et al.,
2003) and the fast food industry (Ritzer, 1996 & 1998) has aroused a great deal of
attention. For instance, a BBC News article raises the question “Are call centres the
factories of the 21st Century?” (Hudson, 2011) and thus underpins the controversial
debate about the working conditions in call centres. Accordingly, it is worthwhile to
scrutinise this argument in more detail. With that said, the objective of this essay is to
critically appraise the statement ‘Tayloristic work practices are a thing of the past” in
the context of the growth of the services organisations. First, in order to set the scene for
the examination of this proposition, the concept of ‘Taylorism’ will be outlined. After
that, by means of primarily call centre organisations, and fast food restaurants,
occurrence of Tayloristic work practices in the service sector will be investigated.
Finally, based on these expositions, the main findings will be summarised and
evaluated. [...]
Inhaltsverzeichnis (Table of Contents)
- Introduction
- The Concept of Taylorism
- Tayloristic Work Practices in Service Industries
- Call Centres
- Fast Food Restaurants
- Conclusion
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This essay aims to critically analyze the assertion that "Tayloristic work practices are a thing of the past" within the context of the growing service industry. The analysis will examine the persistence of Tayloristic principles in service organizations, using call centers and fast-food restaurants as primary examples.
- The evolution of Taylorism and its continued relevance in the modern workplace
- The application of Tayloristic principles in service industries, particularly call centers and fast-food restaurants
- The impact of Taylorism on working conditions and employee experiences
- The debate surrounding the effectiveness and ethical implications of Tayloristic methods in the service sector
- The changing nature of the workforce and its relationship to Tayloristic ideologies
Zusammenfassung der Kapitel (Chapter Summaries)
The essay begins by outlining the core tenets of Taylorism, focusing on its four principles of scientific management. This section establishes the framework for understanding the prevalence of Tayloristic practices in the service industry.
The subsequent chapter delves into the manifestation of Tayloristic principles in call centers and fast-food restaurants. Through analysis of research findings, the essay explores how these service sectors have adopted techniques derived from Taylorism, including target-setting, performance measurement, and intensive training programs.
Schlüsselwörter (Keywords)
This essay examines the persistence of Taylorism in service organizations, focusing on the key concepts of scientific management, work fragmentation, job specialization, performance measurement, employee surveillance, and the changing nature of the workforce. The analysis highlights the prevalence of these concepts in call centers and fast-food restaurants, providing insights into the continued relevance and impact of Tayloristic ideologies in the modern workplace.
- Quote paper
- Anna Jung (Author), 2013, "Tayloristic work practices are a thing of the past", Munich, GRIN Verlag, https://www.grin.com/document/268119
