After going through the taylorism debate and scientific principles of mangement, there are two movements which are on continious evolve such as –

  • 1] Anti-Taylorism, and
  • 2] Neo-Taylorism.

In this article we are going to learn about these two movements and their workings, what are the major differences between Anti-Taylorism and Neo-Taylorism

What is Anti-Taylorism?

The Anti-Taylorism is based on a rejection of the basic principles of scientific management of Taylor. Anti-Taylorism promotes more worker responsibility and seeks to push decision-making through all levels of an organization. The idea is that workers are given as much autonomy as possible so that they can use the most appropriate work method for a given situation.

Here workers are given more responsibility, such as – encourage to participate in decision-making, less rigid standardization, encourage to contribute in the development of the work flow process. (Bizshifts, accessed on May, 2016.)

What is Neo-Taylorism?

The Neo-Taylorism is based on the more of modification of Taylor’s principles. Neo-Taylorism is a modern version of the classic Taylorism and it’s based on the maximizing efficiency by – standardize, routinize, tools, techniques for doing a designated work, and most important, there is more recognition of the human element in the work flow process. It also involves the use of technology to monitor – workers, process, efficiency, productivity in order to ensure desired level of outcome. (Bizshifts, accessed on May, 2016.)

Symptoms of Neo-Taylorism can be simply summarized with the following traits:

  • Board level or bankers controlling the day-to-day business affairs. Publicity or vanity driven metrics influencing business decisions. Organization shuffles, reorganizations as a substitute for improvements.
  • Yearly employee ranking systems, management by objectives and quotas to improve efficiency.
  • Measurement systems that ignore variation and process control.
  • Treating management as the customer as opposed to treating the customer as the customer.
  • Putting people in competition with one another and not promoting collaboration..
  • Advocating and even cultivating an atmosphere of fear.
  • Rumors and threats of layoffs along with actual layoffs.
  • Rewarding behavior and advocating punishments to gain compliance. (itrevolution, accessed on May, 2016.)

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