World War and Impact on Human Resource Management
World War and the Impact on Human Resource Management.
Human Resource management has evolved throughout history, various factors contributed to different eras and made an impactful change in the Human Resource Management industry. Even though Industrial revolution highlighted the importance of welfare of work force, World war accelerated the transformation process of welfare management.
Since most of the manpower was allocated to War, government encouraged employers to amplify the productivity of available work force. At that time industry experts suggested scientific management theory to increase efficient level of production (Fitz-enz, J. 1980)
What is Scientific Management?
According to Taylor (1911) Scientific management there is one best way to do any job. After conducting series of time and motion studies that conclude the most efficient use of human abilities in the production environment.
This encouraged the pay per unit method among industry and incentive pay became popular and effective approach to increase the efficiency level in work force. Even though Taylor (1911) identified the terrible work condition affect the efficiency level of work force, employees not understanding their job role also contributed to the work force efficiency level.
Scientific management mainly focus on analysing the production flow and how to improve the efficiency level of production. There are four key components in Scientific management.
Replace the “Rule of thumb” with science and standardization.
Taylor (1911) firmly believed there’s only one best way to complete task efficiently and management must conduct experiential study and determined the most efficient method to complete the task and work force should only follow this method to complete the task. Diverse working method will bring down the efficiency level of production.
The right person for the right Job.
According to scientific management, recruiting most suitable person to complete task is the crucial point of production. Instead of hiring a person who doesn’t possess essential skills to deliver the job , hiring a person who is equipped with required skills can be beneficial to the efficiency level of the production.
Proper Division of work between Workers and Managers.
Management should undertake management functions and direct work force to complete tasks. Work force should know the allocated task. Management and work force should differentiate each other responsibilities and make sure their tasks has been completed to ensure smooth sailing production environment.
Collaboration between Workers and Managers.
Management and Work force should have clear communication with each other. Management should ensure work force have a safe healthy work environment in the organisation and work force should be able to trust the management to build a positive work environment.
Purpose of Scientific Management
Improving efficiency by following standard manual or using Standardised tools.
Maintaining Quality of products and Services through research and quality control.
Innovating cost conscious method and procedures to lower the production cost.
Ensuring Consumers getting uninterrupted product supply and service.
Limitations of Scientific Management
Work force was treated as same as machine or raw material. Management emphasised on production rate and efficiency but rather neglectful towards workforce mental health or emotional well-being.
Focus on one method or skill creating rather monochrome environment rather creating diverse
Since employee focus mostly on production rate and efficiency level which can lead to creating demotivated work force.
Even though Scientific management is rather outdated old theory with many flaws, it greatly contributed to the evolution of the Human Resource management.
References
Taylor, F. W. (1911). Principles of Scientific Management
Hanley, T. Daecher, A . Cotteleer, B. Sniderman. The Industry paradox.S
I completely agree with the notion that World War had a significant impact on the evolution of Human Resource Management. As mentioned in the blog, the war resulted in a shift towards scientific management theory, which emphasized on improving efficiency and productivity of the workforce (Fitz-enz, 1980). This approach was based on the idea of standardization, which helped in ensuring quality of products and services, innovating cost-conscious methods, and maintaining uninterrupted supply of goods to consumers (Taylor, 1911). The scientific management theory was helpful in improving the overall productivity of the workforce, but it had its limitations. According to Briscoe, Schuler, and Tarique (2012), the focus on production rate and efficiency often led to creating a demotivated workforce, which resulted in neglecting their emotional and mental well-being.
ReplyDeleteMoreover, the concept of scientific management theory was criticized for treating the workforce as machines, which led to a monochrome environment (Clegg, Courpasson, & Phillips, 2006). Nevertheless, the theory contributed to the evolution of Human Resource Management by emphasizing on the importance of efficiency, standardization, and productivity. In conclusion, the World War played a crucial role in shaping the evolution of Human Resource Management by initiating the shift towards scientific management theory, which had both its advantages and limitations.