...April 14-16, 2010, Kuching, Sarawak, Malaysia Time Motion Study in Determination of Time Standard in Manpower Process Abdul Talib Bon, Daiyanni Daim Abstract— Time and Motion Study is rarely used in the industry nowadays. In this study, the company that involve in the rice based company.. This study using this type of study method in order to increase production and identify any improvement that could be made through identifying the process that involving manpower as the main reason and state the time standard in order to achieve the objectives of increasing the production and decreasing the cost. This study is using systematic observation, interview with discussion and stopwatch time study. Statistically Fit and Production Modeler software is used to test the data and make improvements. By stating the time standard for the process involving manpower, production rate increase and the cost will be less. Other than that, proposal for improvement could be made in order to enhance the effort to achieve the main objective of any business organization in the world. Keywords: Time and Motion Study, Ergonomics,Productivity, Manpower Factor, Time Standard Total cycle time is means of the combine effect of cycle time in all business processes from the time needed until reach satisfaction. In short, the total cycle time is defined comprehensively. It include all business process cycle time, and it focus on a single process. This study is execute in a rice based company in Sabah which...
Words: 4457 - Pages: 18
...Frank and Lillian Gilbreth and the Manufacture and Marketing of Motion Study, 1908-1924 Brian Price The Evergreen State College Evenaslarge-scale enterprises increasingly integrated manufacture the and marketing mass-produced of goodsin the late 19th and early 20th centuries, scientific managers elaborated and popularized their efficiency methods and strategies an attemptto carveout a distinctive in scientificprofessional withinthechanging niche industrial world.No oneworked more assiduously thiseffort thanFrank and Lillian Gilbreth,and no one was in moreconscious theintimate of relationship between manufacture the the and marketing an innovative of product. Indeed, central my argument thattheGilbreths' is fameandreputation is duelessto theinherent quality theirmotionstudy of techniques, to their or achievementspractical in motion study scientific and management installation, thanto theirprolificefforts publicize to boththemselves humane as scientists and their principles and techniques conducive greaterefficiency as to and workplace harmony. In fact, in a periodcharacterized rapidlychanging by business dynamics and troubledlabor-management relations, the Gilbreths found that their motion studymethods, thoughsoundin theory,at best produced partialandtemporary only efficiencies practice, moreoften in and than not exacerbated tensions, onlybetweenthe workersand managers not they were supposed reconcile,but also among scientificmanagers to themselves. Ultimately,...
Words: 4155 - Pages: 17
...beings and in order for the business to achieve its goals, the business organization must try understanding and respecting the emotions and satisfying of needs of the workers that are not monetary (Khan, 2008). Scientific management is based mostly on workers working at their fullest potential in order to achieve maximum productivity, Taylor saw the workers as machines that are meant to be given instructions on how to perform tasks without considering their human side. Another difference is the use of time and motion studies scientific management method involves time and motion studies which is basically a method of creating a standard for employee productivity through breaking down of task to its easiest form in a manner in which there is no wasted motion while the exact time for each correct movement is being measured to ensure the task is being done in the best possible way (Enock, 2006) while human relations while human relations method does not involve time and motion study but rather it allows the workers to work at the full potential the fastest way in which they can as it was found by Mayo that through observation and a proper relationship the workers tend to be motivated to...
Words: 537 - Pages: 3
...Taylor Motivation By Who – Frederick Winslow Taylor (1856-1917) Frederick Winslow Taylor is a controversial figure in management history. His innovations in industrial engineering, particularly in time and motion studies, paid off in dramatic improvements in productivity. At the same time, he has been credited with destroying the soul of work, of dehumanizing factories, making men into automatons Mr. Taylor was born at Germantown, Philadelphia, on March 20, 1856, and was graduated from Stevens Institute of Technology in 1883. He won the doubles championship of the United States at tennis at Newport in 1881. He entered the employ of the Midvale Steel Company at Philadelphia in 1878 and was successively gang boss, assistant foreman, foreman of the machine shop, master mechanic, chief draughtsman, and chief engineer. In 1889 he began his special work of reorganizing the management of manufacturing establishments. A plant that he made over was made over from top to bottom. He laid out the system from the duties of the boy who carried drinking water to the unskilled laborers to the duties of the President, giving his solution to the problems of shop, office, accounting department and sales department, and emphasizing the necessity for the humane treatment of labor. Some of the big shops into which he introduced his theories of scientific management are the Bethlehem Steel Company, Cramp's Shipbuilding Company, and the Midvale Steel Company. He was President of the American...
Words: 1376 - Pages: 6
...acclaimed as the ‘father of scientific management’. According to Northcraft and Neale (1990, p.41), “Scientific management took its name from the careful and systematic observational techniques it used to design jobs and arrange work for the rank-and-file factory worker”. Principles of Scientific Management The techniques, contributions and general principles of Scientific Management Theory are as follows:- 1. Performance Standards F.W. Taylor found out that there were no scientific performance standards. No one knew exactly how much work a worker should do in one hour or in one day. The work was fixed assuming rule of thumb or the amount of work done by an average worker. Taylor introduced Time and Motion Studies to fix performance standards. He fixed performance standards for time, cost, and quality of work, which lead to uniformity of work. As a result, the efficiency of the workers could be compared with each other. 2. Differential Piece Rate System Taylor observed that workers did as little work as possible. He felt that under existing wage system, an efficient worker gained nothing extra. So, Taylor used the differential piece (unit) rate system. Under differential piece rate system, a standard output was first fixed. Then...
Words: 2719 - Pages: 11
...which the management philosophies of both Taylor and The Gilbreth Couple, can be compared and contrasted is their respective work on TIME AND MOTION STUDIES, while Taylor was more concerned with ‘saving time and energy’ and focused primarily on the “saving time” aspect and the standardization of tasks, his time studies had to work in unison with the motion studies of frank and Lillian Gilbreth who included the concept of ‘fatigue’ in the time and motion studies. Time study developed in the direction of establishing standard times, while motion study evolved into a technique for improving work methods. The two techniques became integrated and refined into a widely accepted method applicable to the improvement and upgrading of work systems. This integrated approach to work system improvement is known as methods engineering, and it is applied today to industrial as well as service organizations, including banks, schools and hospitals. THE OBJECTIVE OF CONDUCTING TIME AND MOTION STUDIES The main objective of a time and motion study is to determine reliable time standards for the efficient and effective management of operations. Through the establishment of reliable and accurate time standards, companies can better define their capacity or output, thus increasing the efficiency of equipment and obtaining optimum utilization of the workforce. Time standards can be used to investigate the difference between actual and standard performance and take appropriate action...
Words: 483 - Pages: 2
...by the name of Frederick Winslow Taylor would have a major influence on the I/O field. Taylor studied employee productivity and developed an approach which he would later call "Scientific Management." Taylor used scientific management to handle production workers in factories. This approach included four principles which would guide organizational practices. Today, his same ideas are still used. Furthermore, two more individuals had an influence on the engineering side combined with psychology. A married couple, Frank and Lillian Gilbreth, studied how individuals perform tasks by combining engineering and psychology. The Gilbreths devised the time and motion study. This incorporated measuring and timing people’s motions in doing tasks with the goal of developing more efficient ways of working. The technique they gathered from this study would go on to help many organizations (Spector, 2008). Write a 700- to 1,050-word paper in which you examine the fundamental concepts of the field of industrial/organizational psychology. In your examination, address the following items: · Describe the evolution of the field of...
Words: 416 - Pages: 2
...| MSOCs affect on AT&T | When Information Systems Mislead | | Yondondo Stewart | | | Table of Contents Background…………………………………………………………Page 3 Leveling the Playing Field………………………………………….Page 3 Business Applications………………………………………………Page 4 Developed Applications…………………………………………….Page 5 Impact of MSOC……………………………………………………Page 8 Recommendation for the use of MSOC…………………………….Page 11 Bibliography………………………………………………………….Page 12 Background AT&T was once the parent company the Bell System. In 1984, Bell System was forced to divest there company into eight smaller companies, in reaction to the United States versus AT&T Anti-Trust suit. As a result of the separation and some misguided acquisitions, AT&T saw its value drop drastically. In 2005 Southwestern Bell Corp. (who had changed its name to SBC) purchased AT&T Corp. who in turn changed its name to AT&T Inc. AT&T Inc. is the largest provider of fixed telephony in the United States. They also provide broadband and subscription television services. (en.wikipedia.org/wiki/AT&T) By the end of 2008, AT&T had discontinued and removed all of its pay telephones. With the decline in phone services, including traditional home phones, the company needed to develop new technologies. The company had to strategize a way back into the consumer’s residence. So, AT&T deployed a new media called U-Verse and extended its high-speed internet into rural areas. ( en.wikipedia...
Words: 2035 - Pages: 9
...Outline in full the principles of scientific management. What does this theory contribute to management in contemporary organisations? The main objective of management is maximum prosperity for both the business or owner and the employees. Maximum prosperity for a business means higher dividends and the development to its highest state of excellence. For employees it means higher wages than given in other businesses of the same industry and the ability to work at their highest rate of efficiency. Frederick Winslow Taylor (1856- 1915) published the book The Principles of Scientific Management in 1911, with which he abolished the then present rule-of-thumb method and introduced and entirely new system of scientific management. With ‘time and motion study’ single tasks would be thoroughly studied, timed and then analysed with the goal of determining one best way of performing a job. It dramatically improved productivity in many businesses and therefore helped achieve maximum prosperity. Taylor shows a negative bias towards workers in his book. He alleged that most employees deliberately do as little as they safely can. Reasons for what he called ‘Soldiering’ were; fear that increased output would mean fewer workers would be needed and that increased pay would not increase with productivity. Taylor believed that if his principles of scientific management were applied, this issue of Soldiering would be avoided. In order for the scientific methods to be applied correctly, workers...
Words: 878 - Pages: 4
...weaknesses of Scientific Management in context of the 21st century through examination of its application in several modern organizations. Scientific Management was developed in the first quarter of the 20th Century; its father is commonly accepted to be F.W. Taylor, although some variations of the theory have been developed by Gantt and Gilbreth. Taylor recognized labor productivity was largely inefficient due to a workforce that functioned by “rules of thumb,” and a mentality that equated increased productivity with a cutting down of the labor force. Against the backdrop of Bethlehem Steel plant, Taylor carried out studies to insure that factual scientific knowledge would replace the traditional “rules of thumb”. The backbone of this activity was his “Time And Motion Study”, as Dale explains, “Taylor employed a young man to analyze all the operations and the motions performed in each...
Words: 2465 - Pages: 10
...Background During the early part of the century, American businesses were swept by Scientific Management, a school of thought largely developed by Frederick Taylor. He pioneered the use of time and motion studies, in which management would carefully break down tasks into simple chunks, then work out the best way for a worker to execute the chunks (all the way down to how long a step to take, how often to break, how much water to drink, etc.). The worker then executed their jobs exactly as they were told, like automatons. As part of the Scientific Management regime, companies routinely studied the effects of the physical environment on their workers. For example, they varied the lighting to find the optimum level of light for maximum productivity. They piped in music, varied the temperature, tried different compensation schemes, adjusted the number of working hours in a day, etc. The Hawthorne studies were carried out by the Western Electric company at their Hawthorne plant in the 1920's. Initially, the study focused on lighting. Two things emerged from the initial studies: (1) the experimenter effect, and (2) a social effect. The experimenter effect was that making changes was interpreted by workers as a sign that management cared, and more generally, it was just provided some mental stimulation that was good for morale and productivity. The social effect was that it seemed that by being separated from the rest and being given special treatment, the experimentees...
Words: 253 - Pages: 2
...done by other men." devised a means of detailing a division of labor in time-and-motion studies and a wage system based on performance. http://www.vanderbilt.edu/AnS/Anthro/Anth101/taylorism_and_fordism.htm Frederick Winslow Taylor is a controversial figure in management history. His innovations in industrial engineering, particularly in time and motion studies, paid off in dramatic improvements in productivity. At the same time, he has been credited with destroying the soul of work, of dehumanizing factories, making men into automatons. What is Taylor's real legacy? I'm not sure that management historians will ever agree. extensions of the four principles of management.[2] 1. The development of a true science 2. The scientific selection of the workman 3. The scientific education and development of the workman 4. Intimate and friendly cooperation between the management and the men. Taylor taught that there was one and only one method of work that maximized efficiency. "And this one best method and best implementation can only be discovered or developed through scientific study and analysis... This involves the gradual substitution of science for 'rule of thumb' throughout the mechanical arts." "Scientific management requires first, a careful investigation of each of the many modifications of the same implement, developed under rule of thumb; and second, after time and motion study has been made...
Words: 4387 - Pages: 18
...are a lot of good and strong aspects in Taylorism theory applied in production, service and knowledge industry’s which is practiced in todays organizations-structure, rules, data collection analysis, performance reports, time deadlines. Taylorism has been very strong in the Industrialization of the BRIC economies, their economies-GDP-are expanding at a very high rate. China has a GDP growth of 7% to 12% during the GFC. However a social cost is cheap labour, de-skilling, disempowerment , silence and marginalization of workers. The issue is will there be structural and social change in China? Will there be a revolution one day against the system and the scientific principles of the government? There is definitely the rise of the middle class whom are wealthy and are diversifying to other parts of the world? Why? Are they unhappy living in China? Answers to these questions can imply that Taylorism has also a dark side, an extreme if taken over its full capacity. Forces of greed, selfishness, disassociation , non caring, non well being can also be prevalent. GOOD ASPECTS OF TAYLORISM ‘Toyota Motor Corporation in Freemon, California, pinned its recent success squarely on the “intelligent interpretation and application of Taylor’s time and motion studies.’(Kanigel,1997,p5) ‘Taylors work was, and still remains revolutionary. The original seed he sowed has spread and multiplied a millionfold. It has spread from mechanical operations on which he focused at the beginning of...
Words: 1483 - Pages: 6
...050-words in length. 1. Describe the evolution of the field of industrial/organizational psychology. The roots of Industrial/Organization psychology was in the 1800s and early 1900’s, but did truly come around in the 20th Century. In the beginning it was experimental psychologist who were the first psychologist to apply new principles of psychology to organizations with problems. When first introduced the United States used these new psychology principles on performance of their job and the efficiency of the Organization. As Industrial/Organization psychology has grown it has brought around significant events in the United States such as the very first book of Industrial/Organizational textbook to be published in 1913, Hawthorne Studies which began in 1924, and Civil Rights Act passed in 1964 with many other events that happened. The first two psychologist to have founded Industrial/Organization Psychology was Hugo Munsterberg and Walter Dill Scott which were college professors and experimental psychologist. Hugo Munsterberg was a pioneer in the field of Industrial/Organizational psychology and Clinical psychology. Munsterberg was a very famous Harvard professor who aided in making Wundtian psychology into its modern form. His work on Industrial/Organizational psychology was very experimental. Munsterberg looked at struggles that dealt with fatigue, physical and social effects on the working class, the influences of advertising, and the imminent growth of economic psychology...
Words: 2421 - Pages: 10
...Motion Study of Gilbreths in Surgery Frank and Lillian Gilbreth are best-known for their motion study on bricklaying. However they did many other studies on various areas. They have motion studies for athletes, pianists , book keepers and fencers. All of these people were photographed when they were in action. Then those actions were divided into small micro motions to observe the unnecessary movements to eliminate. Surgeons were those people that Gilbreths studied on to improve the surgical operations by eliminating the unnecessary motions. Back in the days, the operations were taking so long because the doctors were trying to find the surgical instruments while operating. They had to stop and look for the equipment which was needed for the next action. Additionally, surgical practices and the instruments varied in the country which resulted incompetence. Gilbreths thought that the scientific management in industry can be applied to the surgical area and they decided to conduct a motion study in this area. Gilbreths observed the surgeons while they were doing the operation and saw that seeking for the surgical instrument took a great amount of time for surgeons that they always needed to stop for some time to get the next equipment. However, Gilbreths had hard time to convince the surgeons to get permission from them to attend their operations because Gilbreths needed to observe them. At first surgeons seemed willing to have Gilbreths in their surgical operations but...
Words: 757 - Pages: 4
