Both Fayol and Taylor’s ideas and findings were developed through personal and practical experiences and explained through their books. After spending his whole work life with a mining company, Fayol gathered enough information on his experiences to write a book. According to Fayol, business activities should be divided into six essential areas and all of these areas should be functioning properly for the business to succeed (Morley and Tiernan 2013). For one area to succeed, the other must be equally as effective. Like Fayol, Taylor also progressed his management thought and ideas from his experiences and further quoted those in his two books, Shop Management (1903) and Principles of Scientific Management (1911). Taylor developed four main
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Although Taylor's principles did not go unchanged over a period of time, it is important to note his ideas were the standing stones for the latter part 19th century (Kulesza et al 2011). As an example, one of his principles was scientific selection, this fact based principle was set out so that the most efficiently trained worker would get the job done better than the average under qualified person (Locke 1982). His ideas were undoubtedly other managers main focus and inspirations but they were somewhat modified for improvement. The name of Scientific Management was used to contrast previous traditional unscientific managers. It meant that Taylor was using facts rather than rule of thumb or hearsay to contribute to the field of management (Locke 1982). Facts such as the one best way to do a task, or using the piece rate system as motivation for the worker. Instead of choosing the most efficiently qualified worker, Fayol would instead divide the work to complete a task through his Principles of Management. Getting more than one person to complete a full take will make it less likely to fail. ‘Given a constant input of effort, both the quality and quantity of organisational output tend to increase in degree with additions to the magnitude of labour specialization’ (Archer 1990,
Although Taylor's principles did not go unchanged over a period of time, it is important to note his ideas were the standing stones for the latter part 19th century (Kulesza et al 2011). As an example, one of his principles was scientific selection, this fact based principle was set out so that the most efficiently trained worker would get the job done better than the average under qualified person (Locke 1982). His ideas were undoubtedly other managers main focus and inspirations but they were somewhat modified for improvement. The name of Scientific Management was used to contrast previous traditional unscientific managers. It meant that Taylor was using facts rather than rule of thumb or hearsay to contribute to the field of management (Locke 1982). Facts such as the one best way to do a task, or using the piece rate system as motivation for the worker. Instead of choosing the most efficiently qualified worker, Fayol would instead divide the work to complete a task through his Principles of Management. Getting more than one person to complete a full take will make it less likely to fail. ‘Given a constant input of effort, both the quality and quantity of organisational output tend to increase in degree with additions to the magnitude of labour specialization’ (Archer 1990,