Shop Management, Frederick Winslow Taylor [most important books of all time .txt] 📗
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take advantage of this and keep much of the time close to the limit. In
laying a man off, also, the employer is apt to suffer as much in many
cases as the man, through having machinery lying idle or work delayed.
The fourth remedy is also objectionable because some men will
deliberately take close to their maximum of “bad marks.”
In the writer’s experience, the fining system, if justly and properly
applied, is more effective and much to be preferred to either of the
others. He has applied this system of discipline in various works with
uniform success over a long period of years, and so far as he knows,
none of those who have tried it under his directions have abandoned it.
The success of the fining system depends upon two elements:
First. The impartiality, good judgment and justice with which it is
applied.
Second. Every cent of the fines imposed should in some form be returned
to the workmen. If any part of the fines is retained by the company, it
is next to impossible to keep the workmen from believing that at least a
part of the motive in fining them is to make money out of them; and this
thought works so much harm as to more than overbalance the good effects
of the system. If, however, all of the fines are in some way promptly
returned to the men, they recognize it as purely a system of discipline,
and it is so direct, effective and uniformly just that the best men soon
appreciate its value and approve of it quite as much as the company.
In many cases the writer has first formed a mutual beneficial
association among the employees, to which all of the men as well as the
company contribute. An accident insurance association is much safer and
less liable to be abused than a general sickness or life insurance
association; so that, when practicable, an association of this sort
should be formed and managed by the men. All of the fines can then be
turned over each week to this association and so find their way directly
back to the men. Like all other elements, the fining system should not
be plunged into head first. It should be worked up to gradually and with
judgment, choosing at first only the most flagrant cases for fining and
those offenses which affect the welfare of some of the other workmen. It
will not be properly and most effectively applied until small offenses
as well as great receive their appropriate fine. The writer has fined
men from one cent to as high as sixty dollars per fine. It is most
important that the fines should be applied absolutely impartially to all
employees, high and low. The writer has invariably fined himself just as
he would the men under him for all offenses committed.
The fine is best applied in the form of a request to contribute a
certain amount to the mutual beneficial association, with the
understanding that unless this request is complied with the man will be
discharged.
In certain cases the fining system may not produce the desired result,
so that coupled with it as an additional means of disciplining the men
should be the first and second expedients of “lowering wages” and
“laying the men off for a longer or shorter time”
The writer does not at all depreciate the value of the many
semi-philanthropic and paternal aids and improvements, such as
comfortable lavatories, eating rooms, lecture halls, and free lectures,
night schools, kindergartens, baseball and athletic grounds, village
improvement societies, and mutual beneficial associations, unless done
for advertising purposes. This kind of so-called welfare work all tends
to improve and elevate the workmen and make life better worth living.
Viewed from the managers’ standpoint they are valuable aids in making
more intelligent and better workmen, and in promoting a kindly feeling
among the men for their employers. They are, however, of distinctly
secondary importance, and should never be allowed to engross the
attention of the superintendent to the detriment of the more important
and fundamental elements of management. They should come in all
establishments, but they should come only after the great problem of
work and wages has been permanently settled to the satisfaction of both
parties. The solution of this problem will take more than the entire
time of the management in the average case for several years.
Mr. Patterson, of the National Cash Register Company, of Dayton, Ohio,
has presented to the world a grand object lesson of the combination of
many philanthropic schemes with, in many respects, a practical and
efficient management. He stands out a pioneer in this work and an
example of a kindhearted and truly successful man. Yet I feel that the
recent strike in his works demonstrates all the more forcibly my
contention that the establishment of the semi-philanthropic schemes
should follow instead of preceding the solution of the wages question;
unless, as is very rarely the case, there are brains, energy and money
enough available in a company to establish both elements at the same
time.
Unfortunately there is no school of management. There is no single
establishment where a relatively large part of the details of management
can be seen, which represent the best of their kinds. The finest
developments are for the most part isolated, and in many cases almost
buried with the mass of rubbish which surrounds them.
Among the many improvements for which the originators will probably
never receive the credit which they deserve the following may be
mentioned.
The remarkable system for analyzing all of the work upon new machines as
the drawings arrived from the drafting-room and of directing the
movement and grouping of the various parts as they progressed through
the shop, which was developed and used for several years by Mr. Wm. II.
Thorne, of Wm. Sellers & Co., of Philadelphia, while the company was
under the general management of Mr. J. Sellers Bancroft. Unfortunately
the full benefit of this method was never realized owing to the lack of
the other functional elements which should have accompanied it.
And then the employment bureau which forms such an important element of
the Western Electric Company in Chicago; the complete and effective
system for managing the messenger boys introduced by Mr. Almon Emrie
while superintendent of the Ingersoll Sargent Drill Company, of Easton,
Pa.; the mnemonic system of order numbers invented by Mr. Oberlin Smith
and amplified by Mr. Henry R. Towne, of The Yale & Towne Company, of
Stamford, Conn.; and the system of inspection introduced by Mr. Chas. D.
Rogers in the works of the American Screw Company, at Providence, R. I.
and the many good points in the apprentice system developed by Mr.
Vauclain, of the Baldwin Locomotive Works, of Philadelphia.
The card system of shop returns invented and introduced as a complete
system by Captain Henry Metcalfe, U. S. A., in the government shops of
the Frankford Arsenal represents another such distinct advance in the
art of management. The writer appreciates the difficulty of this
undertaking as he was at the same time engaged in the slow evolution of
a similar system in the Midvale Steel Works, which, however, was the
result of a gradual development instead of a complete, well thought out
invention as was that of Captain Metcalfe.
The writer is indebted to most of these gentlemen and to many others,
but most of all to the Midvale Steel Company, for elements of the system
which he has described. The rapid and successful application of the
general principles involved in any system will depend largely upon the
adoption of those details which have been found in actual service to be
most useful. There are many such elements which the writer feels should
be described in minute detail. It would, however, be improper to burden
this record with matters of such comparatively small importance.
End of Project Gutenberg’s Shop Management, by Frederick Winslow Taylor
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