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Question: Discuss about the Quality management of the organization. Answer: There are certain rules on the managing process of a business or organisation. Management theories help to identify set of goals for the managers and implement certain rules to assist them in accomplishing the goals. It also expresses certain sections of motivation so that the working ability of the workers can be increased and they can be performed in a better way. The main objective of the management theory is to increase the workflow. Scientific management is a part of the management theory and it concentrates on the analysis and synthesis of workflows. The aim of this management part is to improve the standard of economic efficiency and concentrates over the labour productivity. Frederick Winslow Taylor was the founder of this theory (Waring 2016). The theory was developed in the nineteenth century where there was no formal management system in the industries and the relation between the employers and the employees was too much unofficial. There were no uniform rules for hiring o r firing the employees. However, an importance regarding the development of standard of the employees by implementing certain organisational behaviour had cropped up in the last decade of that century. Taylor had approached certain wise steps to make a change in the structural rulings of the organisations and for the betterment of the standard of the employees (Aitken 2014). The term scientific management is metaphorical in nature. He had concentrated over the performance of the workers and brought a new idea in the workplace management system. According to him, the aim of the management theory should be based on the prosperity of both employer and employee. He had stated that every employee needs proper training to increase their workflows (Goetsch and Davis 2014). Training will help them to apply their natural abilities on the projected work and prosperity of an organisation is depending on the prosperity in productivity. Source: It has been observed by Taylor that repetition of works cause slower performance among the workers and they become unmotivated in the workplace. It affects their performances and the prosperity of the workplace become slower. This process has been termed by Taylor as soldering and he had described the term as the greatest enemy of workers. According to him, the rate of remuneration plays an important role in the workflow level of workers and if the workers re paid as per their ability, the work flow will gradually be increased. The manufacturing system of America was influenced by scientific management and the labour displacing technologies of the theory had helped the industries to improve their mechanization power. However, the theory of Taylor is wholly based on man power and he had unable predict about the workforce power and role of machines in the industries. Taylor had always concentrated over the eligible and smart workers and had failed to look at the comparatively weak workers. However, the theory of scientific management had aggravated the grievance in between the workers on the management and helped to transfer the knowledge among employees into tools. Further, Taylors scientific management theory had helped to bring an equal division of works in between the employers and employees (Modaff, Butler and DeWine 2016). This theory was able to bring a change in the productivity of the workplace and the application of the theory was spread all over the world. There are certain reasons laid down behind the change of scientific management theory. Taylor had suggested certain manner or guidelines that can manage the workplace conflicts in a better way. However, there were certain loopholes in his theory. Criticism against the theory had been made in all stages of the industries (Bridgman and Cummings 2014). Employees and employers both have criticised the theory for certain reasons. Taylor had suggested that the best employee has the ability to continue job in the workplaces and the prosperity of a company is depending on them. He had not relied on the comparatively weaker employees. Therefore, those particular classes of workers felt that they can be terminated from their post and they could be replaced by the capable employees for the better prosperity of the industry. According to SP Waring, the weak employees were felt insecurity as they thought that if they cannot give the entire possible workforce, the company will exploit them as in t he theory of Taylor; there is no place for the weaker classes of employees (Waring 2016). If the job criteria for the employees will be predetermined and fixed in nature, the process of union will be hampered and there shall be no existence of the unions. Therefore, the theory of Taylor had weakened the union system. According to Taylor, employees should perform their task hurriedly so that the company can earn more profit. This over speeding of work had created a negative impact on the health of the employees. According to certain classes of employees, the behaviour of the employers are sometimes autocratic in nature and in the absence of any union, the entire industrial system was became undemocratic. Criticism has been made from all the section of the industries and even the employers had raised their voice against the theory. It has been observed that the process of scientific management was expensive and huge investment is required to install all the machines and equipments for the standardisation of the workplace. Therefore, it is quite troublesome for the small scale industries to apply the theory in their industries. Further, Taylor had suggested for applying new system and the old system needed to be changed. The process of changing was quite expensive and time consuming and therefore, there were risk of loss of account. S Park has suggested the same theory and criticised the theory of Taylor by stating it as an expensive theory (Jo et al. 2016). Apart from the employees and the employers, the industrial psychologists are also criticised the theory. According to the psychiatrists, Taylor had wanted to increase the work flow at any cost and therefore, the workers became slave and he also failed to give enough concentration over the weak employees (Derksen 2014). In modern times, the management system has changed and extra focus has been given to the weaker employees so that they can develop their working capacity and invest their diligence for the bett erment of the company. Concurrently, other theories had also introduced that replaced the idea of Taylor. Henry Ford has introduced a theory where interdependence has been made in between every class of workers, whether expert or weak. He concentrated over the mass production. Additionally, Hawthrone had suggested bringing human relations movements by conjoining movement. These are the reasons that Taylors theory has not been followed now. However, the theory was quite popular in nineteenth century and helped to codify industrial rules. Reference: Aitken, H.G., 2014.Scientific Management in Action: Taylorism at Watertown Arsenal, 1908-1915. Princeton University Press. Bridgman, T. and Cummings, S., 2014. Book review: Re-tayloring management: Scientific management a century on. Derksen, M., 2014. Turning men into machines? Scientific management, industrial psychology, and the human factor.Journal of the History of the Behavioral Sciences,50(2), pp.148-165. Epgp.inflibnet.ac.in.(2018).https://epgp.inflibnet.ac.in/epgpdata/uploads/epgp_content/S000030PU/P001502/M016156/ET/146536875003.ET.Taylor-Roopinder_Oberoi.pdf [Accessed 14 Jan. 2018]. Garrett, T.M., 2017. An interpretive-phenomenological critique of the science of (new?) public management: A polemic.Public Voices,8(2), pp.102-115. Goetsch, D.L. and Davis, S.B., 2014.Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Jo, S.J., Jo, S.J., Park, S. and Park, S., 2016. Critical review on power in organization: empowerment in human resource development.European Journal of Training and Development,40(6), pp.390-406. Modaff, D.P., Butler, J.A. and DeWine, S.A., 2016.Organizational communication: Foundations, challenges, and misunderstandings. Pearson. Waring, S.P., 2016.Taylorism transformed: Scientific management theory since 1945. UNC Press Books.