The Development of Humanism from Taylor to McGregor

連晨佳

【Abstract】This paper makes a comparison of the humanistic features in Taylors and McGregors works， in order to find the development of humanism in western management ideas.

【Key words】humanism； western business culture； management； Taylor； McGregor

1. Introduction

Humanism has a profound history， which can be dated back to ancient Greece. Ever since it came into being， humanism has imposed great influences on western civilization， especially after Renaissance and Enlightenment. The core of humanism is to acknowledge the value and needs of human beings， rather than regard them as machines or tools. With human resource being an essential part of management， the significance humanism has on management is doubtless.

On the basis of previous studies， this paper aims at concluding humanistic features in Taylors “four elements which constitute the essence of scientific management” and McGregors “the assumption of theory Y”， as well as comparing these two parts to find the development of humanism from Taylor to McGregor. The analyses and conclusions will further explicate the significance of humanism in management.

2. Comments on the reading

2.1 Humanism in Taylors “the four elements which constitute the essence of scientific management”

A scientist himself， Taylor puts the focus of his study mainly on the scientific methods of management. However， humanism in Taylors management theory， though with flaws， should not be neglected.

In “the four elements which constitute the essence of scientific management” of Taylors Scientific Management， humanistic features can be found from each of the four elements. The first element emphasizes on scientific methods to improve productivity， which could lead to higher payment， less hard work， and better livelihood for workers. The second element requires the selection and training of workers， which is an acknowledgement to the workers potential and ability to be improved. However， such acknowledgement is still superficial. The idea to divide work and responsibility equally between workers and management in the fourth element shows a tendency for workers and the management to respect and communicate with each other.

However， there are weaknesses， in terms of humanism， in this part of Taylors work. The authority of the management is undoubtedly overemphasized while the simultaneity of workers is partially neglected. Managers are required to be “watchful” and lead the actions of workers.

2.2 Humanism in McGregors “The Assumption of Theory Y”

Compared to Taylor， McGregor has gone several steps further in terms of humanism in management. “The Assumption of Theory Y” in McGregors Theory Y： The Integration of Goals has the following humanistic features.

Firstly， it admits the self-control of ordinary workers. According to the second term in “The Assumption of Theory Y”， “external control and the threat of punishment are not the only means for bringing about effort toward organizational objectives”. Workers will， under the right circumstance， consider work as a source of satisfaction and make efforts to achieve organizational goals.

Secondly， it emphasizes the importance of workers spiritual needs. As is pointed out in the third term of “The Assumption of Theory Y”， workers can achieve “satisfaction of ego” when they are committed to organizational objectives.

Thirdly， it acknowledges workers potential to create and innovate. Peoples ability to imagine and create is wide， yet not fully explored and used. A good working condition will help them make more use of such potential.

To conclude， McGregor has noticed and acknowledged more needs and value of workers. Such acknowledgement represents the features of humanism.

2.3 Development of humanism from Taylor to McGregor

Through analyses of humanistic features in Taylor and McGregors works in the previous two parts， some comments can be made about development of humanism from Taylor to McGregor.

First of all， from Taylor to McGregor， the acknowledgement for workers potential has been raised to a higher level. Taylor believes more in workers potential to be selected and trained to meet certain standards， while McGregor focuses on workers potential to imagine and create， which is more dynamic and sustainable.

Secondly， from Taylor to McGregor， workers individual values and self-control are paid more and more attention to. More respect is offered to workers.

Lastly， from Taylor to McGregor， the requirements for managers are more detailed and concrete. For Taylor， managers need to be watchful and take as much responsibility as workers.

3. Conclusions

To sum up， through reading the works of Taylor and McGregor， many humanistic features can be found， and the development of humanism from Taylor to McGregor is obvious， which represents a tendency to pay more attention to human resource in management. The contributions of these two scholars to the recognition of workers value and needs are undoubtedly significant， and should be remembered by managers today.

References：

[1]Taylor，F(xiàn).W.（1986）.The Principles of Scientific Management.Harper and Brothers，1911；reprint，Hive Publishing Company.