Summary
This book argues for the implementation of a scientifically managed piece-rate system to increase worker productivity and employer profits. Taylor proposes a method where each worker is paid a fixed rate for each unit of work completed, with a higher rate for exceeding a scientifically determined "task." This system aims to eliminate soldiering (deliberate slowdown) by directly linking output to remuneration. The core idea is that by establishing clear, measurable tasks and incentivizing their completion, both the individual worker and the company benefit from higher efficiency.
The book introduces specific mechanisms for achieving this, including time studies to establish the optimal task and rate. It posits that by paying higher wages for higher output, workers are motivated to perform at their best. The author highlights the importance of management taking responsibility for scientifically analyzing and optimizing work processes to define these achievable tasks.
Key concepts
- Piece-rate system — A system where workers are paid a fixed rate for each unit of work produced.
- Soldiering — The deliberate slowing down of work by laborers.
- Scientific management — The systematic study and application of methods to increase efficiency in industrial operations.
- Task — A scientifically determined amount of work to be completed within a specified time.
From the book
Title: A Piece-rate System by Frederick Winslow Taylor
Popular questions readers ask
- Explain in your own words the fundamental principle of a "piece-rate system" as proposed by Frederick Winslow Taylor, and what core problem it aims to solve from a management perspective.
- How does Taylor's known philosophy of "scientific management" likely influence the specific design and underlying assumptions of a piece-rate system, and what implications might this have for the worker?
- If a piece-rate system's core is "piecework," what does this imply about the nature of the tasks best suited for such a system, and what kinds of tasks would be inherently unsuitable or problematic?
- Beyond simply paying per unit, what intricate details or considerations do you hypothesize Taylor would dedicate 124 pages to discussing in order to make such a system truly effective and equitable?
- What are the most significant potential benefits and drawbacks of a piece-rate system for both employers and employees, and how might these manifest differently in a modern context compared to Taylor's era?