tasks.
Workweb
Theory W 763d
Figure 72 - Identify individual work tasks
____________________________________________________________
Block of work undivided Block
of work divided
__________________________ _______________________
---------------------
---------------------
|
| |
| |
| One task of at |
| Task 1 | Task 2 |
|
| |
| |
| least 16 hours, and | | Worker
A | Worker B |
|
| |
| |
| quite possibility |
| 4 hours | 4 hours |
|
| |
| |
| 32 hours if four |
|----------|----------|
|
| |
| |
| individuals are |
| Task 3 | Task 4 |
|
| |
| |
| assigned.
| | Worker C | Worker D |
|
| |
| |
|
| | 4 hours | 4 hours |
|
| |
| |
---------------------
----------------------
____________________________________________________________
As you can see, we have employed
four workers to
perform the tasks and each performs their task at 100%
efficiency (4 hours standard vs 4 hours actual).
However since the workers "work"
8 hours daily, their
productivity falls to 50% (4 hours output divided by 8 hours
of input) because 4 workers were assigned 16 hours of work.
The 4 person organization above
can exhibit some
interesting outcomes. Some workers might eventually quit
for being so poorly utilized, some might hide or otherwise
busy themselves, and still others are generally not able to
administrate their situation.
Workweb
Theory W 764d
Theory W professes that the expert
worker either set
or verify the 4 hour standards, and track their actual, then
control their productivity. The hours involved are owned
by
the expert worker. The whole-hour being the basic unit
measure of what they sell to their employer. Their
productivity connects with pride of workmanship - quality of
worklife if you will. And if the expert worker extends
that
philosophy to 24 hours daily, they are truely administering
their own organization.
Improvement. If only two workers
were employed, the
efficiency and productivity of the large block organization
will be 100%. The job descriptions of workers A and B can
have several configurations.
Table 111 - Work, tasks, and job assignment
____________________________________________________________
Tasks from above figure
________________________________________
Worker Job 1 Job 2 Job 3 Job 4
Job 5 Job 6
______ _____ _____ _____ _____
_____ _____
A 1 2
1 3 1 4 2 3 2 4
3 4
B 3 4
2 4 2 3 1 4 1 3
1 2
____________________________________________________________
Learning theory choices.
[Functionalists] seem to take
parts of all the
theories and view learning as a very complex phenomenon
that is not explained by either the gestalt or the
behavioral theories. Some of the leaders in
this school
are John Dewey, J.R.Angell, and R.S.Woodworth.
(114L 322)
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Theory W 765d
Other learning theories are Freudian
and mathmatical
modeling (114L 322).
Functional learning theory. Theory
W, as a pure
functional theory of organization, prescribes to functional
learning theory - a very complex phenomenon. Yet easily
described.
Universal learning description.
Three-year old and
even two-year old children express, "Why?"
Why confrontation. Human
are born to confront. And
confrontation, as part of communication activity, charters
an organization where why underlies the organization
structure. Or differently put, why provides functional
authority.
Bakke refers to...an organization
charter...His
activity process is...the process of communication
that
involves the confrontation, search, and coping phases.
(114L 42)
The Theory W hypothesis of organization
productivity
improvement encompasses the idea of providing a universal
organization structure to facilitate Bakke's search and
coping phases of communication. Search and coping activity
need an object of focus. Those search and coping phases
are
delimited from this dissertation.
Sociotechnical participation.
In order to have better
democracy and participation in an organization, Theory W
hypotheses that the objective of functional clarity will
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Theory W 766d
improve productivity. Theory W provides a universal
productivity improvement tool for any organization including
the individual as an organization.
Sociotechnical life
The concept of sociotechnical
systems is based on the
fact that any production or service system requires
both
a technology and a work-relationship structure that
relates human resources to technological resources.
An
organization's total system provides a total set
of human
activities, together with interrelationships...
(114L 25)
Democratic participation.
The concept of the organization
as a sociotechnical
system is entirely valid and rather than urge the
democratic overtones of participative management
upon
every situation, leaders would do better to take
advantage of all the contributions that management
and
behavioral sciences have made to understanding how
and
why a sociotechnical system functions best.
(114L 42)
If we applied Rokeach's characteristics
of open-closed
systems to organizations we could observe the following:
(114L 44)
Theory W does not deal with projects
- rather the
generic structure of functional organization. Formal
organization identifies with hierarchy - the chain of
command. Informal organization can be identified with
dynamic group membership, leadership, and ideas. The
unformal or functional organization is analogous to a
organization-wide PERT chart turned on end so that instead
of the work and time axis flowing to the right, the work
flows up to support the why of the organization - the
mission or charter. And if you trace the causal flow down,
Workweb
Theory W 767d
the way to support the mission and measured objectives is
detailed by the task technology of PERT, CPM, time-on-task,
and other analogous visual aids. Since graphic visuals
are
quickly outgrown, the computerizable database precedence
network is used.
Self-actual continuous learning.
At the top of Abraham Maslow's
hierarchy of needs, we
find self-actualization. This is the same
as Karl
Menninger's concept of personal fulfillment.
These terms
denote both achievement and value. The way
in which an
individual discovers the surrounding, larger world
and
sees that world in perspective, is a basic element
of
self-actualization. This concept, as used
in the field
of mental health, is not to be confused with status
or
recognition. The internal-external dimension
of this
concept of self-actualization comes from the individual's
ability to continue to learn from those associations,
experiences, and awareness he encounters throughout
his
life span. One of the major achievements of
any
individual, particularly leaders, is learning how
to
learn. If leaders can learn from failures,
frustrations,
disappointments, achievements, and despair, they
will
have found [the] major dimension of leadership.
(114L 131)
Work enrichment
According to job enrichment concepts,
large numbers of
employees have much more to offer in the way of
ability,
potential, and general competency than most organizations
ask of them. This discrepancy between potential
and
actual contribution creates significant frustrations
for
employees and significant costs to the organization.
It
is possible to restructure the work in order to
give
employees more of a say about what they are doing,
including more responsibility for deciding how to
implement their work, for setting goals, and more
of a
share in creating the excellence of the completed
product. The results of such an approach should
be
improved employee morale, as well as increased
productivity. Job enrichment also represents
an attempt
to move from a mechanistic to a humanistic model
of work.
(114L 175)
Workweb
Theory W 768d
Job search as used here includes
hiring and firing
employees and the maintenance of personal employment.
Strategy applies to both the multi-individual and individual
organizations.
Terminating employees. Responsible
multi-individual
organizations provide an exit procedure for departing
employees. And many prefer to contract the exit procedure.
The contractor, typically a consulting firm, can provide a
career transition workshop (227) or other structure to
enhance the effectiveness of the terminated employee.
Remaining employees. The focus
on the terminating
individual's organization can well be applied to the
periodic reviews of remaining employees.
job and career objective
dynamic presentation
marketing strategy
contact network
negotiating job offers
persistence (227 1)
Reconciled against Theory W, the hierarchical strategy
becomes -
life aim
retirement objective
career objective
job objective
dynamic biography
marketing tactics
negotiating tasks
time tracking
Theory W represents the organization
of the world of
functional work tasks. Theory W differentiates from formal
Workweb
Theory W 769d
organization which historically traces to the earliest of
military and church organizations.
Any specific modern organization
has its own world of
work apart from the names of the employees and their
position titles. The names and titles represent who does
the organization's work, not the work itself. The who which
does the work comes after the definition of the work. The
strategist first defines the aim of the organization, then
defines the measurable objectives which motivate individual
workers. The strategist then defines the worknet of tasks
needed to implement the organization objectives, and fourth,
the individual workers are employed to perform
implementation.
The strategist formulates or models
the work of the
organization by defining the philosophic organization
mission first, then the strategist facilitates objective
measurement, and then grows the proaction of the workers
much like a farmer grows crops - the strategist witnesses to
the growth of the organization crop. The products which
are
grown or produced include the enjoyment of the workers and
the world of consumers. Thus we have an inner world of
worker enjoyment and an out-of-the-organization world of
satisfied consumers.
Getting and giving
The organization member must be
nurtured (1) for
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Theory W 770
expert self-worker performance, and (2) for expert job
performance. Said another way - there are two organizations
for the purpose of the individual's work. First in
importance, there exists from science, and form religion,
the human organization. Second in importance, there exists
all round the individual, from tradition, from culture, from
many descriptions, the human worker. Correct workers are
needed everywhere, yet can the selfworker as their own
expert, find the correct place to work - for the
optimization of that individual's life?
Thus the study of functional organization
- foregoing
was the individual functional organization. Here the study
focuses on the multi-individual or member organization.
We are deluged with requests to
give, give, give. And
we give generously. But when we think of gifts
to
ourselves we feel guilty....unless the giver is
deeply
nurtured, there will be no real giving. (120 1)
If you learn, teach. If
you get, give. This or these
cycles usually begin with giving. Yet giving can be
unbalanced. And balance begins with what has to be
balanced, namely the human spirit. That spirit for can
also
____________________
120 The Village Church (Dec 1994)
Is it really more
blessed to give than to receive? A talkÆ121æ
scheduled
December 13. The newsletter of the Village Singles,
vol.10,no.12. Prairie Village KS: Author.
121 Based on W.L.Molton - Friends,
partners, and
lovers: a good word about marriage. Subjects: Interpersonal
relations, self-actualization (psychology).
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Theory W 771
be called the soul, that special imprint, the heart of
emotions rather than the mechanical blood pumper.
The human spirit can be better
balanced with the use
of wisdom - the summary being a dozen spirit commandments.
Friends provide comfort.
Partners provide synergistic
activity. The ladder of basic human needs being existence,
relatedness, and growth. That aim being good feelings of
joy, love, and freedom.
Giving provides an investment
whereby the spirit gets,
not necessarily from the same partners. Some partnerships
result in net giving, others result in net getting. And
learning always in motion, hopefully to be freed by respect,
encouragement, and challenge. Thus scholarly teaching can
come to fruition.
There is reading and there is
reading. In graduate
school at a first class meeting of a particular course, the
professor announced that we would read 50 books that
semester.122 Most of the students were instantly agitated.
Those students were being introduced to the art of skimming
for what you want to read - not in the biased sense, but in
the sense of research specificity. A sort of optimization
in getting, yet avoiding the laborious giving of each
author.
Religion can be seen to be divided
into the categories
of corporate church and one's personal spiritual life.
The
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Theory W 772
advantage of this categorization focuses personal
responsibility unto one's own spiritual life. Your local
library computerized catalog easily provides many listings
for "spiritual life."
One prolific spiritual-life author
had five books
listed.123 None of the books have indexes, thus quick
reading depends on the tables of content.
One book123 has seven chapters.
Chapter two summed
the reason for personal existence - entitled as "Man
today: In search of identity." Then, since the book's title
pointed to faith in God, chapter four offered specific
essentials - entitled as "The anatomy of faith."
First let Webster's Third Edition
Dictionary set the
stage for what the word God means to the world. Note that
the words Lord and Christ also enter the setting.
God: the supreme or ultimate reality:
the Diety
variously conceived in theology, philosophy, and
popular
religion; as
a(1): the holy, infinite, and
eternal spiritual
reality presented in the Bible as the creator, sustainer,
judge, righteous sovereign, and redeemer of the
universe
who acts with power in history in carrying out his
purposes,
(2): the eternal, invisible, arbitrarily
omnipotent
Lord of the worlds and final judge of all men presented
in the Koran as all-knowing, just, compassionate,
merciful, unchangeable,
____________________
122 BGSU higher education administration
PhD course.
123 J.Powell (1975) A reason to
live, a reason to
die: A new look at faith in God. Niles IL: Argus.
And
others.
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Theory W 773
b(1): the unchangeable perfect
Being that is the first
and final cause of the universe - compare DEISM,
(2): the whole of the universe
in its unity - compare
PANTHEISM,
(3): reality as opposed to appearance,
ABSOLUTE
PANTHEISM,
(4): the creative, integrative,and
redemptive process
at work in the world that is the supremely worthful
actuality of all existence and upon which all other
forms
of existence depend for life, meaning, freedom,
purpose,
value, and the realization of their highest destiny,
(5): the one ultimate infinite
reality that is pure
existence, consciousness, and bliss without distinctions,
(6) Christian Science: infinite
Mind: the incorporeal
divine Principle ruling over all as eternal Spirit,
c(1): the Being supreme in power,
wisdom, and goodness
that men worship and to whom they pray, (2): the
ideal or
essence of what is best in human life.
Lord 1: one having power and authority
over others,
a: a ruler by hereditary right
or preeminence to whom
service and obedience are due,
b: one of whom a fee or estate
is held in feudal
tenure,
c: a proprietor or owner of land
or houses,
d: a master of servants,
e: HUSBAND,
f: one that has achieved mastery
by virtue of superior
strength or conquest,
g: a man who exercises leadership
or great power in a
particular business or occupation.
2a: God, b: CHRIST, c: a man of
rank or high position.
Christ
2b: an ideal and perfect type
of humanity,
2a: one who in his outlook or
activities resembles
Jesus (the legend of Thunupa, the Andean Christ,
who was
stoned to death and abandoned on a drifting raft
for
preaching virtue and goodness - F.D.deMedina),
1: one who is accepted as the
Messiah (this Jesus whom
I proclaim to you, is the Christ - Acts 17:3 RSV),
3 Christian Science: the ideal
truth that comes as a
divine manifestation of God to destroy incarnate
error.
Holy Spirit: God as present and
active in the
spiritual experience of man.
Messiah: ...
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Theory W 774
Obviously, the eyes of the beholder,
has a range of
alternatives in choosing their definition.
Beginning with the word Lord,
the connotation of human
position belies the organization structure of formal
authority as opposed to functional authority.
Those choosers with functional
authority mindset, may
rightly identify with the ideas of strategy and mission in
the developing field of organizational behavior. The old
version of these new ideas are vision and prophecy. In
either case, new or old, organizations can be seen as aiming
to some target or goal. That aim could be seen as Lord
in
the sense of (a) preeminent rule, (b) held in line, (c)
propriety, (d) master, (e) cooperation, (f) strength, (g)
leadership, and (h) high or top position.
In discussion with friend Harry
a summary phrase came
to be, "Life is going my way."
How can that be, to think that
any one single
individual can control life? Yes we can sire and bear
children, yet since we cannot scientifically replicate human
life, we say, "Human life comes from God." Only because
science has not yet unlocked the secret.
Does this mean that science will
replace God? "No,"
certainly not, yet more science within corporate church can
be useful. Functional organization can play a formidable
role in the corporate church and personal spiritual life.
Workweb
Theory W 775
Pick a spiritual basis of individuality
- it could be
to review all of Powell's books - for that may represent the
core of a spiritual life, a wholly spirit, a soul as that
special human imprint. That imprint comes from others -
family, job, church... The expert worker should choose
those organizations which provide spiritual nurturing
Not the imprint of being used
- as Nancy, et.al., and
many jobs.
Not the imprint of disrespect
- as Marcia's woman
hater, and at times, in all jobs.
The suggestion - give your self
the very best. That
involves knowing, finding, and getting the very best. Thus
the study of what functions member-organizations are about,
and what they can be challenged to be about.
The we workweb
Organization permeates human life
and the Theory W
workweb of functional organization provides a visual
synopsis of organization theory ending with a why-way view
of functional organization.
Two individuals. When two individuals
become members
as a coupled organization they take on the task
responsibility of the organization, not only for the
actualization of the organization, but also for the
actualization of the individual members. Thus three or
more
organizations exist.
Workweb
Theory W 776
Two of the organizations can be
represented by
individual workwebs. The third organization has a WE
workweb.
Many wewebs. Some, if not all,
could also be
wee-webs.
The latest weweb has who's of
Harv and Sue. Input
into the Theory W workweb structure becomes the following.
Table 112a - HO SM weweb
____________________________________________________________
Act Verb Descriptor
Noun Why Who Whrs
___ __________ ______________ _____________ ___ ___ ____
1 provide residence
protection 3 ho
2 provide ho
residence 1 sm
3 feel physically
safer
sm
3 feel financially
safer
ho
____________________________________________________________
Note: 1995-6 arrangement. The use of the duplicate act
number arises again.
Can the workweb logic a non-coupled arrangement?
Table 112b - HO JF weweb
____________________________________________________________
Act Verb Descriptor
Noun Why Who Whrs
___ __________ ______________ _____________ ___ ___ ____
1 provide residence
income 3 ho
2 provide ho
residence 1 jf
3 feel financially
safer
jf
1 work metro
singles ho
____________________________________________________________
Note: Early 1995 arrangement. The duplicate task number,
for logic purposes, seems to be a characteristic of the
member organization.
Perhaps the duplicate act number
means that a true
Workweb
Theory W 777
organization has not been represented - rather two
individual organizations have been combined in the same
table.
Table 112c - HO C weweb
____________________________________________________________
Act Verb Descriptor
Noun Why Who Whrs
___ __________ ______________ _____________ ___ ___ ____
1 share inner
self 2
ho
2 test c
ability 3 ho
3 apply c-book
rules 5 ho
4 provide book
rules 3 c
5 grow beyond
past 6
ho
6 live full
life
ho
____________________________________________________________
Note: Early 1995 arrangement.
Table 112d - HO N weweb
____________________________________________________________
Act Verb Descriptor
Noun Why Who Whrs
___ __________ ______________ _____________ ___ ___ ____
1 saw pastSelf
repeat 2 ho
2 steward n-work
assets 3 ho
3 highlight n
dependency ho
4 enjoy n
dancing 5 ho
5 experience physical
touching ho
____________________________________________________________
Note: Early 1994 arrangement.
One member can be seen as a provider
and the other as
a taker. Can the taker be the victim? Probably when
the
provider stops the providing.
Scientific management
Logic course. A college course,
PH101, used a text
whose narrative of preface and appendix stressed the reason
Workweb
Theory W 778
for logic. The following was gleaned.
Table 113a
____________________________________________________________
Pre Verb Descriptor
Noun Act Source
___ __________ ______________ _____________ ___ ______
present logic
doctrine 1 vii
1 see 3intellectual
acts 2
vii
2 conceive [valid]
concept[s] 2 270.4
2 apprehend divisioned composition
2 270.4
2 proceedTo discursive unknown
2 270.4
2 live artful
reason 3 269.1
4 live artful
reason 3 269.1
6 live artful
reason 3 269.1
order man's
actions 4 269.1
3 exercise easy/orderly way
5 269.1
logicIs rational
science 6 269.1
____________________________________________________________
Note: A discarded version of task relationship
communication. The table below uses the most recent
structure.
Table 113b - College logic
____________________________________________________________
Act Why Verb Descriptor
Noun Source
___ ___ __________ ______________ _____________ ______
1 2 present logic
doctrine vii
2 3 see
3intellectual acts
vii
3 5 live
artful reason
269.1
5 exercise easy/orderly
way 269.1
2 conceive [valid]
concept[s] 270.4
2 apprehend divisioned
composition 270.4
2 proceedTo discursive
unknown 270.4
3 order
man's actions
269.1
3 logicIs rational
science 269.1
____________________________________________________________
Note: The proximity of Act and Pre, or Act and Why, makes
possible an easier indention for the visualization of
structure.
Religion versus technology. M.L.Adler
(1991) Truth in
religion, and in his series of prior books has been
Workweb
Theory W 779
narrowing the focus to a prime mover [spirit] and to the
compatability of technology [science] fitting the umbrella
of the prime truth.
Old Testament logic. Old Testament
hierarchy and
individualism -
Moses chose able men out of all
Israel, and made them
heads over the people, rulers of thousands, rulers
of
hundreds, rulers of fifties, and rulers of ten.
And they
judged the people at all seasons: the hard
causes they
brought unto Moses, but every small matter they
judged
themselves. Exodus 18:25,26 (157 v)
Above we see the head and body
analogy of organization
and the hierarchy of numbers, where the rulers are
responsible for coordination (157 1) of "every human
association" to achieve the causes or the "common purpose."
Organization's unique form. The
forms of organization
"will vary according to the nature of the aim"(157 1) of the
organization. The principles are "certain features
essential to all forms."(157 1)
Common purpose coordination. Principle
one, called
coordination, provides an orderly unity of action toward the
common purpose (157 5). "Always, in every form of
organization...supreme authority must rest somewhere, else
there would be no directive for any coordinated
effort."(157 6) The direction of the organization equates
with aim and common purpose.
Scalar theory. Principle two,
called scalar, provides
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Theory W 780
a series of steps - something graded (157 14). "Great
organizations differ from others only in that the [scalar]
chain is longer."(157 14) The scalar process has (1)
leadership to an idea (aim, etc.), (2) delegation of the
steps (work, tasks, acts, etc.), and (3) functional (task)
definition (157 15).
Task definition, work steps, and
product leadership
can be characterized as high technology. One attempt at
integrating the formal organization hierarchy structure with
the technology structure proceeds as the matrix organization
structure (158 xvii). Other structures are bureaucratic,
democratic, bottoms-up, middle-out, mixed, and
project/functional (158 1-5,18-28). All in a setting of
turbulence (158 1-29). Theory W avoids these entrances
to
organization structure.
Theory W is the theory of double-you
concentrating on
the win as a noun - labor [work], acquisition [to one's
self], success, victory, gain, profit, joy, and happiness
(Webster's 2nd). Theory W is a strategy structure -
strategy being the administrative process of moving from
mission (aim, superordinate goal, philosophy, etc.), to
objectives (management-by-objectives, variances-to-plan,
etc.), and then to individual worker action. Which/what
actions are always undertaken for a coordinated why/win.
The Theory W organization structure
claims to be
Workweb
Theory W 781
rational (cause and effect) and thusly reasonable rather
than empirical (everyday experience or experiment). A
strategic organization structure, like Theory W, wanes when
viewed from the social science view - "the theory of
organizations occupies an insignificant place in modern
social science."(161 1) Humans reduce risk by not choosing
to be, or strive to become, better organized. And humans
erroneously view organization as eroding their freedom,
rather than seeing organization as a way to freedom.
Rationality, choice, and freedom.
Rationality, as
choice, centers within freedom. Choice has consequence
(a
ware) and uncertainty (161 137), if the chooser is wary.
To
know about one's organization is to think about the
cognitive aspects of subgoal (task) construction (161 151).
Workers are then assigned tasks as a division of work
(161 152-61). Theory W also traces the why of work as well
as the way in which the ware is constructed.
Organization propositions. Propositions
of
organization behavior (161 6): (1) members are passive
instruments, not initiating action, (2) members bring goals
to the organization causing incomplete parallelism, and (3)
members are choosers and problem solvers. Types of
propositions (161 7): (1) dependent variable(s) a function
of independent variable(s), (a) with a range of values, (b)
with non-ordered variable(s), (2) simple qualitative
Workweb
Theory W 782
anatomical statements, and (3) "a particular organizational
structure or process performs a particular function
(161 7-8) [goal, objective, task, action, and work in
general].
Functional analysis, in this sense,
is a fruitful tool
for the study of self-maintaining systems.
(161 8)
High prosperity after 1896...saw
the crest of the
first great wave of industrial empire building in
the
United States. From the 1890's on, one of
the basis
challenges facing American industrialists was how
to
fashion the structures essential for the efficient
administration of newly won business empires.
These
enterprises, far too large to be managed by small
family
groups, came quickly to be administered by full-time
professional managers. In forming these administrative
structures. many organization builders first
concentrated on the field unit, and on the factory
rather
than on the sales or purchasing office or the mine.
It
was on this level that Frederick W.Taylor, Harrington
Emerson, and the other advocates of scientific management
expended nearly all their energies. (162 24)
The chapters of enteprise history
reduce to the work
of accumulating resources and rationalizing the use of those
resources (162 386-96). Factory-service, sales-marketing,
accounting-finance, and buying-distribution may well be able
to apply the accumulate-rationalize organization
strategy-structure lesson of history.
Taylor's book is not merely the
precursor of modern
organization and decision theory, it is in many
respects
its origin...A seminal work, an often misinterpreted
work, and an indispensible source of administrative
theory. (A.T.Dotson in 160 cover)
Taylor system.
Born in 1856, Taylor began work
at age 18 as an
apprentice to a pattern-maker and as a machinist.
A few
years later he joined the Midvale Steel Company
as a
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Theory W 783
laborer, and in eight years rose to chief engineer.
During this time he developed and tested what he
called
the task system, which became known as the Taylor
System
and eventually as scientific management. He
made careful
experiments to determine the best way of performing
each
operation and the amount of time it required, analyzing
the materials, tools, and work sequence, and establishing
a clear division of labor... (160 back cover)"
Taylor was a neighborhood person.
To all those who are sufficiently
interested in
scientific management, the writer would most heartily
extend an invitation to come to his house when they
are
in the neighborhood of Philadelphia. He will
be glad to
show them the details of scientific management as
it is
practiced in several establishments in Philadelphia.
Inasmuch as the greater part of the writer's time
is
given up to forwarding the cause of scientific
management, he regards visits of this sort as a
privilege, rather than as an intrusion. (159
144)
So much did Taylor want to associate
with people of
like kind - those interested in (1) careful experiment, (2)
the amount of time it required, (3) written analysis of
tools, (4) written analysis of work sequence, and (5)
establishing clear work division. Thus is founded Theory
W
- in the spirit of Taylor and Emerson.
Central task.
The first object of any good system
must be that of
developing first-class men...(159 7)
To do this, several elements are
proven - (1) the
measured "efficiency [and effectiveness] in almost all of
our daily acts," (2) the "efficiency [and effectiveness
that] lies in systematic management," and (3) "our simplest
individual acts [within] our great corporations, which call
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Theory W 780
for the most elaborate cooperation.(159 7)"
Good feelings.
The most prominent single element
in scientific
management is the task idea. The work of every
workman
is fully planned out by the management at least
one day
in advance, and each man receives in most cases
complete
written instructions, describing in detail the task
which
he is to accomplish, as well as the means to be
used in
doing the work. And the work planned in advance
constitutes a task which is to be solved, not by
the
workman alone, but in almost all cases by the joint
effort of the workman and management. (159
39)
Worker effectiveness
On the job. A worker under load
has optimum
effectiveness at 43% efficiency (159 57) for a ten hour day
(159 61). In another situation, a worker has optimum
effectiveness when being under load 58% of the job-day
(159 58). On a 168 hour week basis, assuming a six day
job
and no other job, the workers above would have 15% and 21%
work efficiency in accomplishing effectiveness (a yes answer
to the question of task completion). The task completion
can then be graded resulting in another scientific
management variable.
Better workers.
The most important of all the results
attained was the
effect on the workmen themselves. Out of 140
workmen
only two were said to be drinking men. The
fact is that
a steady drinker would find it almost impossible
to keep
up with the pace that was set, so that they were
practically all sober. Many, if not most of
them, were
saving money, and they all lived better than they
had
before. (159 71-2)
The focus of the task system was
on the win, both for
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Theory W 785
the individual and the organization.
The ageless task idea.
There is absolutely nothing new
in the task idea.
Each one of us will remember in his own case this
idea
was applied with good results [somewhere] in his
schoolboy days. No efficient teacher would
think of
giving a class of students an indefinite lesson
to learn.
Each day a definite, clear-cut task is set by the
teacher
before each scholar, stating that he must learn
just so
much of the subject; and it is only by this means
that
proper, systematic progress can be made by the students.
The average boy would go very slowly if, instead
of being
given a task, he were told to do as much as he could.
All of us are grown-up children, and it is equally
true
that the average workman will work with the greatest
satisfaction, both to himself and to his employer,
when
he is given each day a definite task which he is
to
perform in a given time, and which constitutes a
proper
day's work for a good workman. This furnishes
the
workman with a clear-cut standard, by which he can
throughout the day measure his own progress, and
the
accomplishment of which affords him the greatest
satisfaction. (159 120-1)
Teachers must know something about
their expert
workers. Does the organization work in a functional way?
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Table 114 - College-student workers
____________________________________________________________
1976 1985 change
____ ____ ______
ACT - English
17 17
Mathmatics
16 13 -3
Social Sciences
17 15 -2
Natural Sciences
20 19 -1
High School GPA
2.8 2.9 +0.1
Expect to work
49% 50% +1
Need help with
Mathmatics
46% 48% +2
Study Skills
37% 39% +2
Ed and voc plans
47% 46% -1
Reading
26% 24% -2
Writing
33% 30% -3
Personal Counseling
31% 12% -19
F85-S86 F86-S87
F85-F86
_______ _______
_______
Freshmen -26%
-24%
Freshmen
-52%
____________________________________________________________
Source: Concord College (1987) NCA self-study report. Table
III.1, Freshmen characteristics, p.40. Figure 2.4, Student
attrition data, p.222.
Functional relations. The terms
are different in
industry.
One of these teachers (called
the inspector) sees to
it that he understands the drawings and instructions
for
doing the work. The second teacher (the gang
boss) shows
him how to setup the job in his machine, and teaches
him
to make all of his personal motions in the quickest
and
best way. The third (the speed boss) sees
that the
machine is run at the best speed and that the proper
tool
is used in the particular way which will enable
the
machine to finish its product in the shortest possible
time. The workman receives orders and help
from four
other men...repair boss...time clerk...route
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Theory W 787
clerk...disciplinarian...(159 124-5)
Taylor-type actualization.
He is quickly given the very best
knowledge of his
predecessors; and, provided with standard implements
and
methods which represent the best knowledge of the
world
up to date, he is able to use his own originality
and
ingenuity to make real additions to the world's
knowledge, instead of reinventing things which are
old.
(159 126)
A different approach to freshman
education.
Figure 73 - Student as expert worker
____________________________________________________________
you are an individual not a statistic
WHO
WHAT
future results can be changed
WHY
WAY
helping relationships
WORK
WHOLEhours
we / come
WELCOME
we is a collection and cooperation of individuals
come to a relationship of timed work tasks
____________________________________________________________
Note: Author's invention - 1987-8 school year.
From a book INVITING SCHOOL SUCCESS:
A SELF-CONCEPT
APPROACH TO TEACHING AND LEARNING (1978).
Everything the teacher does, as
well as the
manner...incites...response in some way...John Dewey
in
How We Think (1933 p.59). William James (1890)
commented
long ago: "No more fiendish punishment could
be devised,
were such a thing possible, than that one should
be
turned loose in society and remain absolutely unnoticed
by all the members thereof"(p.179). Martin
Buber - "Man
wishes to be confirmed in his being by man...(1965
p.71).
Teaching machines and programmed materials have
an
important place in education, but they are poor
substitutes for an inviting human relationship.
As
Jourard (1968) has indicated, teaching is a way
of being
with people. It is this being-with process
that is most
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Theory W 788
likely to have the greatest impact on students' ideas
about themselves and their abilities. Even
more than
being-with, the concept of an invitation suggests
a
bidding to be somewhere, to look ahead to tomorrow's
joy
and fulfillment, to have something to live FOR and
to
look forward TO. (p.16)
Divisions of sci management.
This whole combination...constitutes
scientific
management...[1] science, not rule of thumb [2]
harmony,
not discord [3] cooperation, not individualism [4]
maximum output, in place of restricted output [5]
the
development of each man to his greatest efficiency
and
prosperity. (159 140)
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Table 115 - Hi-tech teaching
____________________________________________________________
Syllabi BA course at the 20 class hour juncture
Grade 100-1
206-1 206-32
400-1
----- f --------- ---------
--------- ---------
-- Points per the syllabus
A 1301
1227 1227
1100
B 1156
1090 1090
977
C 1011
954 954
856
D 867
818 818
733
Student
points, hours, and curved grades
1694 30
A 1235 33 A 1283 38 A 1156 36 A
1644 44
A
1640 41
A
1490 31
A
1416 22
A
A 14 1366 24 A
B 1286 33 B
1120 33 A 1228 58 A 1079 19 B
1270 36
B
1216 49 A 1064 16 B
1260 28
B
1148 44 A 1050 16 B
1218 41
B
1132 45 A 1038 19 B
above
averaged 1.7:1 study hour per class hour
B 17
1012 13 B
C 1142 14 C
1082 37 B 1059 40 B 976 25 B
1141 23
C 1060 28 B 1010 28 B 965 12
B
1129 21
C 1040 15 B 960 20 C 896
11 C
1125 21
C 1005 37 B
861 20 C
984 22 C
C 21 1062 24 C
957 10 C
below
averaged 0.5:1 study hour per class hour
D 1004 17 C
923 20 C 917 22 C 847 8 C
918 20 D 878 26 D 915 21 C
846 10 C
903 7 D
848 30 D 840 9 C
814 14 C
810 7 C
800 11 C
800 8 C
D 6
743 8 D
F
771 20 D 647 8 F 710 11 F
3
642 8 F
____________________________________________________________
Source: Otto's Wesley spring 89 mid-semester grade curve.
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Theory W 790
High technology.
This increase in the productivity
of human effort...is
due...to inventions, great and small, and to the
progress
in science and education. It is to the greater
productivity of each individual that the whole country
owes its greater prosperity. (159 141)
Theory W dedicates to higher productivity
of each
member within the context of a structured functional
organization.
