Efficiency and productivity have become
necessary-but-not-sufficient conditions of success. If they are the basis of
your approach to work, then your options – and rewards – are going to be
severely limited.
So if your approach to work is based on ‘personal
productivity’, you risk falling into the trap of Personal Taylorism. You’re
becoming more efficient at the risk of losing your creative spark and your
competitive edge, and you’ve already lost the efficiency game, anyway. The more
concerned we become over the things we can’t control, the less we will do with
the things we can control.
Under Taylorism, a
manager could not only tell a worker to stoke a furnace, or fix a bolt, to close a sale or type a business letter, but
could arrange the task and show the worker exactly how to do it for maximum
efficiency. In the early twentieth century, Taylorism was widely adopted and
became one of the key mechanisms in production but nowadays Taylorism is a
historical curiosity, usually cited as an example of What Not To Do when managing human beings.
Coach
John Wooden said, "Never mistake activity for achievement." These
words of wisdom are nowhere more appropriate than in the wide-open world of marketing,
which offers endless forms of activity that result in questionable achievement.
Now a days people in position expect people to follow and perform a task/job as
they expect and they think it as an achievement. Rather they should generate enthusiasm and
stimulate the team in finding the best way rather than
having their own way.
Efficiency is no longer the name of the game. Innovation is now the key source of competitive
advantage.
___________________________________________________________________________
John
Wooden was a three-time All-American while playing basketball at Purdue
University. He is the only man ever elected to college basketball’s hall of fame
as both player and coach.
As
a coach of UCLA’s basketball team he produced ten national championship teams
in twelve years. Seven of those national championships came in a row. (1964,
1965, 1972 – 1973, 1975).
Frederick Winslow Taylor was ‘the father of
scientific management’ – a system for managing human work by developing
standard methods for performing each task on the production line. Procedures
were designed for maximum efficiency and workers were trained to stick to them,
rigidly. Hierarchy and authority were used to maintain control.
_____________________________________________________________________________
No comments:
Post a Comment