美国论文代写：现代科学管理
美国论文代写：现代科学管理。管理作为一门科学在当今时代并不适用，因为工作哲学、信仰等都发生了变化。从组织的专门化管理到科学管理，再到现代主义和后现代主义。现代主义在很大程度上得到了发展，甚至是科学管理理论的先驱。当前的后现代主义时代可能排斥现代主义和科学管理理论，但也有一些理论在后现代主义时代得到了应用。接下来美国论文代写专家将对现代科学管理进行以下分析。
科学管理和现代主义作为一种思想流派旨在以科学和理性的方式理解世界，人们观察到一种更有目的的对生活的理解，较少强调文学发展，较少对政治和社会态度的重要性(Manning, 2017)。另一方面，后现代主义思想更加深入人心，难以评价，因为它相信短暂性，变化，定性价值与定量价值，等等。在这个时代，科学管理的合理性和刚性被质疑为破坏性的:这个时代同情技术思维，审视科学管理。科学管理的好处是基于语境的批判性分析，而不是简单地当作真理来接受。
科学的管理原则，如合作、为公司的更大利益而不是专注于个人，在某种程度上是适用的，但没有以前假定的严格界限。例如，这些原则表明，组织注重合作而不是个人主义。个人目标，如工人的具体利益，被群体目标所取代。的确，一些组织仍然更关注集团目标和企业的边际结果，而不是个人愿望。我所工作的组织要求，由于跨团队结构的存在，边际结果必须给予更多的关注，甚至个人工作计划的交付比小组交付优先级低。事实上，该组织甚至与泰勒的第四原则相一致，认为工业系统在很大程度上限制了产出(泰勒，2004)。这一原则认为，如果工作产量增加，实际上会帮助工人和组织的管理，这样的好处会传递给社会。与我一起工作的组织也相信，改进工作生产实质上会把好的传递给层级中的每个人。然而，并不是所有的组织都像我工作的那样。其他一些像谷歌被观察到给予个人的重要性。谷歌允许开发者将一定比例的时间花在他们感兴趣的东西上;因此，这一原则在后现代时代受到了挑战。
Management as science is not applicable in current times because of how the philosophy of working, beliefs and more have changed. Ad-hoc management of organizations was followed by scientific management, which was then followed by modernism and postmodernism. Modernism evolved to a great extent and was even pioneered by scientific management theories. The current era of postmodernism might reject modernism and scientific management theories, but some of the theories do find application in the post-modernist era.
Scientific management and Modernism as a school of thought aim at understanding the world in a scientific and rational way, a more purposeful understanding of life with less emphasis on literature developments and less significance on politics and social attitudes was observed (Manning, 2017). On the other hand, post-modernist thought was much more deeply embedded and was difficult to appraise because of how it believes in transience, changes, qualitative values versus quantitative, and more. In this era, the rationality and rigidity of scientific management was questioned as disruptive: the era empathized with technological thinking and scrutinized scientific management. The benefits of scientific management were critically analysed based on context and were not simply accepted as truths.
Scientific management principles such as cooperation, working for the greater good of the company rather than focusing on the individual are somewhat applicable, but there is no rigid boundaries that would have been assumed earlier. For instance, the principles states that organizations focus on cooperation instead of individualism. Individual objectives, such as the specific interests of the workers, are subjugated in favour of group objectives. It is true that some organizations still focus on group objectives and marginal outcomes for the business more than individual aspirations. The organization that I worked with, demanded that marginal outcomes must be given more attention since cross team structure existed, and even the delivery of individual work programs take low precedence compared to the group delivery. The organization in fact was even aligned with Taylor’s fourth principle which believed that the industrial system was restricting output to a great extent (Taylor, 2004). This principle makes the argument that if the work production was increased, it would, in fact, help workers and management of the organization, and such benefits would be passed on to the society. The organization I worked with also believed that improving work production would in essence pass on good to everybody in the hierarchy. However, not all organizations would be like the one I worked at. Some others like Google are observed to give importance to the individual person. Google allows its developers to spend a certain percentage of their time on something they find interesting; therefore, this principle in postmodern times is challenged.
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