Taylorism In The Manufacturing Industry

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Mass service sector organisations use features of ‘classic’ Taylorism in a similar ways to the manufacturing industry. These sectors operate on a similar mass production system based on standardisation, routinisation, control and fragmentation of tasks which are all a part of the Taylorist division of labour (Edgell 2012).
The effects of Tayloristic division of labour in the expanding mass service sector were noticed by Ritzer (1996) with McDonalds, which have applied mass production system whose aim was to produce a high volume of low-priced standard goods speedily and as cheap as possible. In order to achieve this McDonalds introduced just-in-time production called made-for-you (Edgell 2012).
This increased the speed which the food was
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bonuses, for example completing set tasks within a time frame and more gives you the opportunity to earn a bonus. Therefore, workers are under pressure to meet demand of their managerial hierarchies or miss out on capital. Similarly this also occurs in the manufacturing sector in the clothing industry described by Greig (1992) whereby they are controlled by the fact unless they meet certain targets they simply will not get paid, they operate on a traditional payment systems whereby they operate through payment by results or piecework, meaning that wages are calculated according to the number of individual stitching tasks completed daily. (Beynon) furthermore Taplin (1995) states that technology’s role in the division of labour has been crucially important for managers and companies in both sectors as it because it afforded them opportunities to control production in ways that enhanced their own supervision of the workforce but this is even more prominent in the service sector …show more content…
In working for ford, Beynon (1973) another example of organisational deskilling has occurred within the role of the supervisor. The role of a supervisor effectively acts like a hierarchal co-worker with more control, however this role and its authority has been deskilled. “The supervisor gets kicked about from pillar to post. You know they’re just used by management. They’re told what to do…management puts them up as a front and then when we push a bit management won’t support them”. (Beynon 1973 p.

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