Taylor tried to emphasize a mutuality of interests between management and labor(Taylor,
1903, 1911; Wren, 2005). In fact, the first sentence in his seminal book The Principles of
Scientific Management states that: “The principle object of management should be to
secure the maximum prosperity for the employer, coupled with the maximum prosperity
for each employee” (Taylor, 1911, p. 9). His idea of the “mental revolution” embodied the
notion of cooperation between management and labor, and it was the philosophical
foundation on which scientific management was built. Unfortunately, this aspect of his
thinking has been largely ignored in many modern critiques of his work. Instead, it seems
that it has almost become acceptable to set Taylor up as a straw man. That is of course, a
very unfortunate position to take, as it tends to undermine the contributions of one of the
greatest pioneers in the history of
management thought.
The first major criticism that Taylor faced was that he was
anti-union, and therefore anti-labor (Locke, 1982). What critics then and even today
failed to take into account was that Taylor envisioned no need for a union under his
system of scientific management. According to Taylor, since unions advocated
standard wages and conditions for all, this directly led to people not being able to
improve their earnings as individuals, and thus resulted in everyone being trapped in
one pay level regardless of ability or output. Taylor mentioned his view on unions in
his 1895 paper (Taylor, 1895, p. 882):
Not only to treat the employees of the Shanghai Volkswagen also know that the talent pool
for the increasingly harsh competition in the automotive market to maintain the degree of
importance of outstanding talent.Beginning in 2007, Shanghai Volkswagen and
Volkswagen China set up a public education fund, and officially launched the “preparatory
engineer joint training projects, and took the lead in the implementation of Tongji
University, through the selection of outstanding students to participate in training programs
for Shanghai Volkswagen, many junior or graduate second grade students are choosing to
Shanghai Volkswagen for graduation design, with a year’s time to learn about Shanghai
Volkswagen’s organizational structure, to understand the knowledge in practical work
applications. “preparatory engineer” after the end of the project, many students will be
Shanghai Volkswagen launched his career as the first choice, the project has also become a
good channel to attract talented one.
The company also for the characteristics of contemporary college students, the creation of
knowledge contests and other special events on campus, including network answer, essay,
line break through the barrier, real sales, business simulations and other links.Meet the
students for professional life longing, and a number of outstanding students in the school
into perspective, in the near future recruitment in good stead.
Shanghai Volkswagen also with companies and universities in Germany’s influence, many
college students in selecting university studies in Germany, and according to the German
school system, arrangements for these students in Germany, Volkswagen and other local
businesses internship.Students to broaden their horizons and learn more frontiers of
knowledge, as well as the opportunity to obtain a double degree.Ultimately constitute the
company’s talent pool.
Especially in developing intelligent staff, the Shanghai Volkswagen based enterprise
development strategy, adhere to the “people-oriented” human resources management
concept, developers created a set of “8 +2” as the main content level evaluation model,
normalized measure equivalent level of such employees, and thus quantitative analysis of
where the department of human Resource overall capacity situation by establishing and
implementing individualized programs to enhance staff level staff to achieve individual
and departmental levels to enhance the core competence synchronization purposes.Method
based on key performance indicators (KPI), competency model and other modern
management theory, put forward a creative level human resources management
concepts.Through the establishment of a scientific and reasonable evaluation system level
knowledge workers, on the ability of the staff positions were assessed grading, clear
organization needs, the ability and capacity to enhance the importance of the channel,
targeted to help employees skills.On this basis, further draw people and organizations
matching theory (P-O matching theory) and target management theory, the energy levels of
employees rose to evaluate the overall level of human resources department level of
analysis, focused on how to make a team play better The overall combat effectiveness, in
order to achieve individual employees and departments as well as their overall level of
human resources improvement.
Excellent staff brings superior performance and outstanding employees need to rely on the
system to play a remarkable performance.Thus, a scientific and rational system for the
employees is crucial.Thus, the Shanghai proposed to allow every employee to become
healthy employees, pleasant staff, innovative employees and satisfied employees.
“Employees are the most valuable asset of Shanghai Volkswagen,” which is what every
human resource practitioners hearts forever remember the motto, how to care for this
wealth?To let employees make healthy employees.Shanghai Volkswagen have a mature
health and safety mechanisms, for every post on the assembly line, will conduct the
necessary safety training and education, while maximizing the safety of each station will
minimize the risk, in addition, for the determination of the workload and intensity also has
a rigorous approach, a reasonable allocation of labor intensity, will minimize the risk posed
by the fatigue.At the same time, the company has also focused on safety and health aspects
of supervision, for the office area have regular checks 5S, allowing employees to work in a
clean, clean environment for every employee will regularly scheduled physical
examination, some of the health risks to exclude the .In particular, the company also pay
