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研究动员和组织人力的科学得到的是毁誉参半的名声。“科学管理”的鼓吹者要么被说成是残酷的剥削者、大老粗,要么被说成是乌托邦式的官僚。但是,无论这些人受到多少诽谤,他们的研究和教学仍在大多数商业管理学院普遍进行着。现在,他们又发明了适应多样化的新能力,即动机和组织研究。科学管理的鼓吹者长期以来试图为解决创造一个既有高效率又有欢快气氛的公司所遇到的无数问题找出一个单一的答案。最有名也是最早的倡导靠改善组织来改善管理的人是佛里德里克·泰勒。他认为,通过更好地划分每人的劳动,管理人和工人之间可以
Studying the science of mobilizing and organizing manpower has earned a reputation for being mixed. Advocates of “scientific management” were either described as cruel exploiters, old-fashioned, or were described as utopian bureaucrats. However, no matter how many people are affected, their research and teaching are still carried out in most business management colleges. Now they have invented new capabilities to adapt to diversity, namely motivation and organizational research. Advocates of scientific management have long sought to find a single answer to solving the myriad problems of creating a company that is both efficient and cheerful. The most famous and earliest advocate for improving the organization to improve management was Frederick Taylor. He believes that by better dividing the work of each person, between the manager and the worker