新西兰农业学论文代写：泰勒管理理论建议
考虑到弗雷德里克·泰勒在当代组织中的科学管理理论，随着时代的变迁和工作模式的改变，这一理论并不适用。该理论主张给员工施加不必要的压力，让他们更快地完成工作，管理层更关心的是盈利能力，而不是员工的状况。这在当今世界是不可接受的，因为如果员工以任何形式被剥削，公司必须为此付出高昂的代价。泰勒在他的理论中也提到，计划部门和执行部门应该分开工作。这在当今的组织中是不可能的，因为许多任务都是由一个人处理的。因此，他参与整个项目是非常重要的。
新西兰农业学论文代写 ：泰勒管理理论建议
泰勒还建议，应该更加强调个人的表现，而不是集体的表现。然而，在当前的场景中，组织将自己视为团队而不仅仅是个人，因此批评或赞扬是针对团队的，而不是针对个人的。因此，这一点不适用于当前的世界。泰勒认为，工人们可以受到经济利益的诱惑和激励。然而，在当代组织中，财务只是激励员工的一小部分。组织考虑用许多正面来激励员工。在当前的场景中，员工的绩效是通过数量和质量来衡量的，而不是像Taylor所建议的那样，他认为绩效应该通过数量来衡量。
新西兰农业学论文代写 ：泰勒管理理论建议
Considering Frederick Taylor’s scientific management theory in the contemporary organizations, it does not hold true as the times have changed and so has the working pattern. The theory advocated putting unnecessary pressure on the employees to complete the work faster and the management is more concerned about the profitability rather than the condition of the employee. This is not acceptable in the current world because if the employee is exploited in any form, the organization has to pay a good price for it. Taylor also mentioned in his theory that the planning department and the doing department should work separately. This is not possible in the contemporary organizations where a lot of tasks are being handled by one person. Hence his involvement in the whole project is of major importance.
新西兰农业学论文代写 ：泰勒管理理论建议
Taylor also suggested that more emphasis should be put on individual performance rather than the performance of the group. However, in the current scenario, the organizations consider themselves as teams and not just as individuals and hence the criticism or accolades are for the team and not for the individuals. Thus this point does not hold true for the current world. Taylor was of the view that the workers can be lured and motivated by financial gains. However, in the contemporary organizations finance is just a small part which motivated the employees. There are many heads which the organizations consider to motivate the employees. In the current scenario, the performance of the employees is measured both quantitatively and qualitatively unlike suggested by Taylor where he was of the view that the performance should measured quantitatively.
