Pioneers In Industrial Engineering

Assignment on PIONEERS IN INDUSTRIAL ENGINEERING

1. PIONEERS IN
INDUSTRIAL ENGINEERING



WORK SYSTEM DESIGN
ASSIGNMENT- I
DATE: 22-09-2008


SUBMITTED BY
KAILAS SREE CHANDRAN
CLASS NO. 432
S5 INDUSTRIAL




COLLEGE OF ENGINEERING
THIRUVANANTHAPURAM

2. CONTENTS
SL. NO DESCRIPTION PAGE NO
INTRODUCTION 1
1 FREDERICK WINSLOW TAYLOR 2
2 FRANK GILBRETH 7
3 CHESTER BARNARD 9
4 MAX WEBER 13
5 HERBERT SIMON 17
6 HENRI FAYOL 21
7 MARY PARKER FOLLETT 26
8 ELTON MAYO 27
9 HENRY GANTT 31
10 CARL G. BARTH 34
11 HARRING EMERSON 34
12 MORRIS L. COOKE 34

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INTRODUCTION
Industrial engineering is a branch of engineering that concerns
the development, improvement, implementation and evaluation of
integrated systems of people, money, knowledge, information,
equipment, energy, material and process. It also deals with designing
new prototypes to help save money and make the prototype better.
Industrial engineering draws upon the principles and methods of
engineering analysis and synthesis, as well
as mathematical, physical and social sciences together with the
principles and methods of engineering analysis and design to specify,
predict and evaluate the results to be obtained from such systems.
In lean manufacturing systems, Industrial engineers work to eliminate
wastes of time, money, materials, energy, and other resources.
Industrial engineering is also known as operations
management, systems engineering, production engineering,
manufacturing engineering or manufacturing systems engineering; a
distinction that seems to depend on the viewpoint or motives of the
user. Recruiters or educational establishments use the names to
differentiate themselves from others. In healthcare, industrial
engineers are more commonly known as management
engineers, engineering management, or even health systems
engineers.

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FREDERICK WINSLOW TAYLOR

Born
20 March 1856
Philadelphia, Pennsylvania U.S.
Died
21 March 1915
Philadelphia, Pennsylvania U.S.
Nationality
American
Occupation
efficiency expert
management consultant
Known for
"Father" of the
Efficiency Movement

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1. FREDERICK WINSLOW TAYLOR
Frederick Winslow Taylor (20 March 1856–21 March1915),
widely known as F. W. Taylor, was an American mechanical
engineer who sought to improve industrial efficiency. Taylor is
regarded as the father of scientific management, and was one of the
first management consultants. He was one of the intellectual leaders
of the Efficiency Movement and his ideas, broadly conceived, were
highly influential in the Progressive Era.
Frederick W. Taylor was the first man in recorded history who
deemed work deserving of systematic observation and study. On
Taylor's 'scientific management' rests, above all, the tremendous surge
of affluence in the last seventy-five years which has lifted the working
masses in the developed countries well above any level recorded
before, even for the well-to-do. Taylor, though the Isaac Newton (or
perhaps the Archimedes) of the science of work, laid only first
foundations, however. Not much has been added to them since - even
though he has been dead all of sixty years.
Scientific Management
Taylor believed that the industrial management of his day was
amateurish, that management could be formulated as an academic
discipline, and that the best results would come from the partnership
between a trained and qualified management and a cooperative and

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innovative workforce. Each side needed the other, and there was no
need for trade unions.
Future U.S. Supreme Court justice Louis Brandeis coined the
term scientific management in the course of his argument for
the Eastern Rate Case before the Interstate Commerce Commission in
1910. Brandeis debated that railroads, when governed according to
the principles of Taylor, did not need to raise rates to increase wages.
Taylor used Brandeis's term in the title of his monograph The
Principles of Scientific Management, published in 1911. Eastern Rate
Case propelled Taylor's ideas forefront of the management agenda.
Taylor wrote to Brandeis "I have rarely seen a new movement started
with such great momentum as you have given this one." Taylor's
approach is also often referred to, as Taylor's Principles, or frequently
disparagingly, as Taylorism. Taylor's scientific management consisted
of four principles:
1. Replace rule-of-thumb work methods with methods based on a
scientific study of the tasks.
2. Scientifically select, train, and develop each employee rather
than passively leaving them to train themselves.
3. Provide "Detailed instruction and supervision of each worker in
the performance of that worker's discrete task" (Montgomery
1997: 250).

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4. Divide work nearly equally between managers and workers, so
that the managers apply scientific management principles to
planning the work and the workers actually perform the tasks.
Management Theory
Taylor thought that by analysing work, the "One Best Way" to
do it would be found. He is most remembered for developing the time
and motion study. He would break a job into its component parts and
measure each to the hundredth of a minute. One of his most famous
studies involved shovels. He noticed that workers used the same
shovel for all materials. He determined that the most effective load
was 21½ lb, and found or designed shovels that for each material
would scoop up that amount. He was generally unsuccessful in getting
his concepts applied and was dismissed from Bethlehem Steel. It was
largely through the efforts of his disciples (most notably H.L. Gantt)
that industry came to implement his ideas. Nevertheless, the book he
wrote after parting company with Bethlehem Steel, Shop
Management, sold well.

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SR. FRANK BUNKER GILBRETH

Gilbreth with a wire representation of the path of motion for a unit of work
Born
July 7, 1868
Fairfield, Maine
Died
June 14, 1924 (aged 55)
Montclair, New Jersey
Known for
"Father" of the
Motion Study
Contributions
Motion Study, Principles of Motion Economy,
Therbligs, Micromotion Study, Simo Chart,
Microchronometer, Cyclegraph, Flow Diagram.

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2. SR. FRANK BUNKER GILBRETH
Frank Bunker Gilbreth, Sr. (July 7, 1868 - June 14,1924) was
an early advocate of scientific management and a pioneer of motion
study, but is perhaps best known as the father and central figure
of Cheaper by the Dozen.
Gilbreth had no formal education beyond high school. He began
as a bricklayer, became a building contractor, an inventor, and
evolved into management engineer. He eventually became an
occasional lecturer at Purdue University, which houses his papers. He
married Lillian Moller Gilbreth in 1904; they had 12 children, 11 of
whom survived him. Their names are Anne, Mary (died in
1912), Ernestine, Martha, Frank Jr., Bill, Lillian, Fred, Daniel, Jack,
Robert and Jane.
Gilbreth discovered his vocation when, as a young building
contractor, he sought ways to make bricklaying (his first trade) faster
and easier. This grew into a collaboration with his eventual
spouse, Lillian Moller Gilbreth, that studied the work habits of
manufacturing and clerical employees in all sorts of industries to find
ways to increase output and make their jobs easier. He and Lillian
founded a management consulting firm, Gilbreth, Inc., focusing on
such endeavors.
According to Claude George (1968), Gilbreth reduced all
motions of the hand into some combination of 18 basic motions.

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These included grasp, transport loaded, and hold. Gilbreth named the
motions therbligs, "Gilbreth" spelled backwards with
the th transposed. He used a motion picture camera that was
calibrated in fractions of minutes to time the smallest of motions in
workers.
George noted that the Gilbreths were, above all, scientists who
sought to teach managers that all aspects of the workplace should be
constantly questioned, and improvements constantly adopted. Their
emphasis on the "one best way" and the therbligs predates the
development of continuous quality improvement (CQI) (George 1968:
98), and the late 20th century understanding that repeated motions can
lead to workers experiencing repetitive motion injuries.
Although the Gilbreths' work is often associated with that
of Frederick Winslow Taylor, there was a substantial philosophical
difference between the Gilbreths and Taylor. The symbol of
Taylorism was the stopwatch, and Taylorism was primarily concerned
with reducing the time of processes. The Gilbreths sought to make
processes more efficient by reducing the motions involved. They saw
their approach as more concerned with workers' welfare than was
Taylorism, which workers often perceived as primarily concerned
with profit. This led to a personal rift between Taylor and the
Gilbreths, which after Taylor's death turned into a feud between the
Gilbreths and Taylor's followers.

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Chester Irving Barnard

Born
Nov 7, 1886
Malden, Massachusetts
Died
June 7, 1961
New York City.
Residence
United States
Citizenship
American
Fields
organizational theory
Known for
Functions of the Executive (1938)

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3. CHESTER BARNARD

Chester Irving Barnard (1886 – 1961) was an
American executive and an early organizational theorist. He was
author of Functions of the Executive, an influential 20th
century management book, which presents a theory of organization
and the functions of executives in organizations. This book became an
essential resource in the teaching of organizational sociology and
business theory.
Barnard looked at organizations as systems of cooperation of
human activity, and was worried about the fact that they are typically
rather short-lived. Firms that last more than a century are rather few,
and the only organization that can claim a substantial age is
the Catholic Church.
According to Barnard, this happens because organizations do
not meet the two criteria necessary for
survival: effectiveness and efficiency. Effectiveness, is defined the
usual way: as being able to accomplish the explicit goals. In contrast,
his notion of organizational efficiency is substantially different from
the conventional use of the word. He defines efficiency of an
organization as the degree to which that organization is able to satisfy
the motives of the individuals. If an organization satisfies the motives
of its participants, and attains its explicit goals, cooperation among
them will last.

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Functions Of The Executive
The book 'Functions of the Executive' from 1938, as indicated
by the title, wants to discuss the functions of the executive, but not
from a merely intuitive point of view, but deriving them from a
conception of cooperative systems based on previous concepts.
Barnard ends by summarizing the functions of the executive (the title
of the book) as being:
 The establishment and maintenance of the system of
communication
 The securing of the essential services from individuals
 The formulation of the organizational purpose and objectives
Theory Of Authority And Theory Of Incentives
Two of his theories are particularly interesting: the theory
of authority and the theory of incentives. Both are seen in the context
of a communication system that should be based in seven essential
rules:
 The Channels of communication should be definite
 Everyone should know of the channels of communication
 Everyone should have access to the formal channels of
communication
 Lines of communication should be as short and as direct as
possible

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 Competence of persons serving as communication centers should
be adequate
 The line of communication should not be interrupted when
organization is functioning
 Every communication should be authenticated
Thus, what makes a communication authoritative rests on the
subordinate rather than in the boss. Thus, he takes a perspective that
was very unusual at that time, close to that of Mary Parker Follett, and
is not that usual even today. One might say that managers should treat
workers respectfully and competently to obtain authority.
In the theory of incentives, he sees two ways of convincing
subordinates to cooperate: tangible incentives and persuasion. He
gives great importance to persuasion, much more than to economic
incentives. He described four general and four specific incentive. The
specific inducements were:- 1. Material inducements such as money
2. Personal non-material opportunities for distinction 3. Desirable
physical conditions of work 4. Ideal Benefactions, such as pride of
workmanship etc.

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MAXIMILIAN WEBER

German political economist and sociologist
Born
21 April 1864
Erfurt, Prussian Saxony
Died
14 June 1920 (aged 56)
Munich, Bavaria
Father of
Modern study of sociology,
Public administration.

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4. MAX WEBER
Maximilian Carl Emil Weber (21 April 1864 – 14 June 1920)
was a German political economist and sociologist who was
considered one of the founders of the modern study of sociology
and public administration. He began his career at the University of
Berlin, and later worked at the universities of Freiburg, Heidelberg,
and Munich.
Weber's major works deal with rationalization in sociology of
religion and government. His most famous work is his essay The
Protestant Ethic and the Spirit of Capitalism, which began his work
in the sociology of religion. In this work, Weber argued that religion
was one of the non-exclusive reasons for the different ways the
cultures of the Occident and the Orient have developed, and stressed
importance of particular characteristics of ascetic Protestantism which
led to the development of capitalism, bureaucracy and the rational-
legal state in the West. In another major work, Politics as a Vocation,
Weber defined the state as an entity which claims a monopoly on the
legitimate use of physical force, a definition that became pivotal to
the study of modern Western political science. His analysis
of bureaucracy in his Economy and Society is still central to the
modern study of organizations. His most known contributions are
often referred to as the 'Weber Thesis'.

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Achievements
Along with Karl Marx and Émile Durkheim, Weber is regarded
as one of the founders of modern sociology, although in his times he
was viewed primarily as a historian and an economist. Whereas
Durkheim, following Comte, worked in the positivist tradition, Weber
created and worked – like Werner Sombart, his friend and then the
most famous representative of German sociology – in the
antipositivist, hermeneutic, tradition. Those works started the
antipositivistic revolution in social sciences, which stressed the
difference between the social sciences and natural sciences, especially
due to human social actions (which Weber differentiated
into traditional, affectional, value-rational and instrumental). Weber's
early work was related to industrial sociology, but he is most famous
for his later work on the sociology of religion and sociology of
government.
The Protestant Ethic And The Spirit Of Capitalism
Weber's essay The Protestant Ethic and the Spirit of
Capitalism (Die protestantische Ethik und der Geist des
Kapitalismus) is his most famous work. It is argued that this work
should not be viewed as a detailed study of Protestantism, but rather
as an introduction into Weber's later works, especially his studies of
interaction between various religious ideas and economic behaviour.
In The Protestant Ethic and the Spirit of Capitalism, Weber puts
forward the thesis that Calvinist ethic and ideas influenced the

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development of capitalism. This theory is often viewed as a reversal
of Marx's thesis that the economic "base" of society determines all
other aspects of it. Religious devotion has usually been accompanied
by rejection of mundane affairs, including economic pursuit. Why
was that not the case with Protestantism? Weber addresses
that paradox in his essay.
Economics
While Weber is best known and recognised today as one of the
leading scholars and founders of modern sociology, he also
accomplished much in other fields, notably economics, although this
is largely forgotten today among orthodox economists, who pay very
little attention to his works. The view that Weber is at all influential to
modern economists comes largely from non-economists and
economic critics with sociology backgrounds. During his life
distinctions between the social sciences were less clear than they are
now, and Weber considered himself a historian and an economist
first, sociologist distant second.
From the point of view of the economists, he is a representative
of the "Youngest" German historical school of economics. His most
valued contributions to the field of economics is his famous work,
The Protestant Ethic and the Spirit of Capitalism. This is a seminal
essay on the differences between religions and the relative wealth of
their followers. Weber's work is parallel to Sombart's treatise of the
same phenomenon, which however located the rise of Capitalism
in Judaism.

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HERBERT SIMON

Born
June 15, 1916
Milwaukee, Wisconsin, USA
Died
February 9, 2001 (aged 84)
Pittsburgh, Pennsylvania, USA
Nationality
United States
Fields
Artificial Intelligence
Cognitive psychology
Computer science
Economics
Political science
Known for
Logic Theory Machine
General Problem Solver
Bounded Rationality

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5. HERBERT SIMON
Herbert Alexander Simon (June 15, 1916 – February 9, 2001)
was an American political scientist whose research ranged across the
fields of cognitive psychology, computer science, public
administration, economics, management, philosophy of science and
sociology and was a professor, most notably, at Carnegie Mellon
University. With almost a thousand, often very highly cited,
publications he is one of the most influential social scientists of the
20th century.
Simon was a polymath, among the founding fathers of several of
today's important scientific domains, including artificial
Intelligence, information processing, decision-making, problem-
solving, attention economics, organization theory, complex systems,
and computer simulation of scientific discovery. He coined the
terms bounded rationality and satisficing, and was the first to analyze
the architecture of complexity and to propose a preferential
attachment mechanism to explain power law distributions.
Decision-Making
Administrative Behavior
[7]
was Herbert Simon’s doctoral
dissertation and his first book. It served as the foundation for his life's
work. The centerpiece of this book is the behavioral and cognitive
processes of making rational human choices, that is, decisions. An

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operational administrative decision should be correct and efficient,
and it must be practical to implement with a set of coordinated means.
Any decision involves a choice selected from a number of
alternatives, directed toward an organizational goal or sub goal.
Realistic options will have real consequences consisting of personnel
actions or non-actions modified by environmental facts and values. In
actual practice, some of the alternatives may be conscious or
unconscious; some of the consequences may be unintended as well as
intended; and some of the means and ends may be imperfectly
differentiated, incompletely related, or poorly detailed.
The task of rational decision making is to select the alternative
that results in the more preferred set of all the possible consequences.
This task can be divided into three required steps: (1) the
identification and listing of all the alternatives; (2) the determination
of all the consequences resulting from each of the alternatives; and (3)
the comparison of the accuracy and efficiency of each of these sets of
consequences. Any given individual or organization attempting to
implement this model in a real situation would be unable to comply
with the three requirements. It is highly improbable that one could
know all the alternatives, or all the consequences that follow each
alternative.
The question here is: given the inevitable limits on rational
decision making, what other techniques or behavioral processes can a
person or organization bring to bear to achieve approximately the best

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result? Simon writes: “The human being striving for rationality and
restricted within the limits of his knowledge has developed some
working procedures that partially overcome these difficulties. These
procedures consist in assuming that he can isolate from the rest of the
world a closed system containing a limited number of variables and a
limited range of consequences.”
The correctness of decisions is measured by two major criteria:
(1) adequacy of achieving the desired objective; and (2) the efficiency
with which the result was obtained. Many members of the
organization may focus on adequacy, but the overall administrative
management must pay particular attention to the efficiency with
which the desired result was obtained.
Simon's contributions to research in the area of decision-making
have become increasingly main stream in the business community
thanks to the growth of management consulting. Simon's decision-
making steps of Intelligence, Design, Choice, and Review are the
basis of the work of Inferential Focus.

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Born
1841 in Istanbul
Died
died 1925 in Paris
Nationality
British
Subjects
Management and Politics
Father of
Functions of Management
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Politics
Functions of Management
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6. HENRI FAYOL
Fayol was one of the most influential contributors to modern
concepts of management, having proposed that there are five primary
functions of management: (1) planning, (2) organizing, (3)
commanding, (4) coordinating, and (5) controlling (Fayol, 1949,
1987). Controlling is described in the sense that a manager must
receive feedback on a process in order to make necessary adjustments.
Fayol's work has stood the test of time and has been shown to be
relevant and appropriate to contemporary management. Many of
today’s management texts including Daft (2005) have reduced the
five functions to four: (1) planning, (2) organizing, (3) leading, and
(4) controlling. Daft's text is organized around Fayol's four functions.
Fayol believed management theories could be developed, then
taught. His theories were published in a monograph titled General
and Industrial Management (1916). This is an extraordinary little
book that offers the first theory of general management and statement
of management principles.
Fayol suggested that it is important to have unity of command: a
concept that suggests there should be only one supervisor for each
person in an organization. Like Socrates, Fayol suggested that
management is a universal human activity that applies equally well to
the family as it does to the corporation.

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Fayol has been described as the father of modern operational
management theory. Although his ideas have become a universal part
of the modern management concepts, some writers continue to
associate him with Frederick Winslow Taylor. Taylor's scientific
management deals with the efficient organisation of production in the
context of a competitive enterprise that has to control its production
costs. That was only one of the many areas that Fayol addressed.
Perhaps the connection with Taylor is more one of time, than of
perspective. According to Claude George (1968), a primary difference
between Fayol and Taylor was that Taylor viewed management
processes from the bottom up, while Fayol viewed it from the top
down. George's comment may have originated from Fayol himself.
In the classic General and Industrial Management Fayol wrote
that "Taylor's approach differs from the one we have outlined in that
he examines the firm from the "bottom up." He starts with the most
elemental units of activity -- the workers' actions -- then studies the
effects of their actions on productivity, devises new methods for
making them more efficient, and applies what he learns at lower
levels to the hierarchy." He suggests that Taylor has staff analysts and
advisors working with individuals at lower levels of the organization
to identify the ways to improve efficiency.
According to Fayol, the approach results in a "negation of the
principle of unity of command Fayol criticized Taylor’s functional
management in this way. “… the most marked outward characteristics
of functional management lies in the fact that each workman, instead

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of coming in direct contact with the management at one point only, …
receives his daily orders and help from eight different bosses” Those
eight, Fayol said, were (1) route clerks, (2) instruction card men, (3)
cost and time clerks, (4) gang bosses, (5) speed bosses, (6) inspectors,
(7) repair bosses, and the (8) shop disciplinarian. This, he said, was an
unworkable situation, and that Taylor must have somehow reconciled
the dichotomy in some way not described in Taylor's works.

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MARY PARKER FOLLETT
Born
1868
Massachusetts, United States
Died
1933
Occupation
Social worker and Writer
Nationality
American
Genres
Non-fiction
Subjects
Management and Politics
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MARY PARKER FOLLETT

United States
Writer
Politics
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MARY PARKER FOLLETT

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7. MARY PARKER FOLLETT
Mary Parker Follett (1868–1933) was an American social
worker, consultant, and author of books on democracy,human
relations, and management. She worked as a management and
political theorist, introducing such phrases as "conflict resolution,"
"authority and power," and "the task of leadership."
Follett was born into an affluent Quaker family in
Massachusetts and spent much of her early life there. In 1898 she
graduated from Radcliffe College. Over the next three decades, she
published several books, including:
 The Speaker of the House of Representatives (1896)
 The New State (1918)
 Creative Experience (1924)
 Dynamic Administration (1941) (this collection of speeches and
short articles was published posthumously)
Follett suggested that organizations function on the principle of
power "with" and not power "over." She recognized the holistic nature
of community and advanced the idea of "reciprocal relationships" in
understanding the dynamic aspects of the individual in relationship to
others. Follett advocated the principle of integration, "power sharing."
Her ideas on negotiation, power, and employee participation were
influential in the development of organizational studies.
She was a pioneer of community centres.

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ELTON MAYO

Born
December 26, 1880
Died
September 7, 1949.
Residence
United States
Citizenship
American
Worked as
Australian psychologist, Sociologist and
Organization theorist.
Known for
Human Relations Movement

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8. ELTON MAYO
George Elton Mayo (December 26, 1880 - September 7, 1949)
was an Australian psychologist, sociologist and organization theorist.
He lectured at the University of Queensland from 1919 to 1923 before
moving to the University of Pennsylvania, but spent most of his
career at Harvard Business School (1926 - 1947), where he was
professor of industrial research.
Mayo is known as the founder of the Human Relations
Movement, and is known for his research including the Hawthorne
Studies, and his book The Human Problems of an Industrialized
Civilization(1933). The research he conducted under the Hawthorne
Studies of the 1930s showed the importance of groups in affecting the
behavior of individuals at work. However it was not Mayo who
conducted the practical experiments but his employees Roethlisberger
and Dickinson. This enabled him to make certain deductions about
how managers should behave. He carried out a number of
investigations to look at ways of improving productivity, for example
changing lighting conditions in the workplace. What he found
however was that work satisfaction depended to a large extent on the
informal social pattern of the work group. Where norms of
cooperation and higher output were established because of a feeling
of importance. Physical conditions or financial incentives had little
motivational value. People will form work groups and this can be
used by management to benefit the organization. He concluded that

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people's work performance is dependent on both social issues and job
content. He suggested a tension between workers' 'logic of sentiment'
and managers' 'logic of cost and efficiency' which could lead to
conflict within organizations.
Criticism regarding his employees' procedure while conducting
the studies:
 The members of the groups whose behavior has been studied were
allowed to choose themselves.
 Two women have been replaced since they were chatting during
their work. They were later identified as members of a leftist
movement.
 One Italian member was working above average since she had to
care for her family alone. Thus she affected the group's
performance in an above average way.
Summary of Mayo's Beliefs:
 Individual workers cannot be treated in isolation, but must be seen
as members of a group.
 Monetary incentives and good working condition are less
important to the individual than the need to belong to a group.
 Informal or unofficial groups formed at work have a strong
influence on the behavior of those workers in a group.
 Managers must be aware of these 'social needs' and cater for them
to ensure that employees collaborate with the official organization
rather than work against it.

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Criticism Of Mayo:
Mayo's contributions to management thought have come
increasingly under fire. The celebrated sociologist Daniel
Bell criticized Mayo and other industrial sociologists for practicing
"not a science of man, but a cow-sociology," meaning that Mayo was
solely concerned with "adjusting men to machines," as Bell put it,
rather than with enlarging human capacity or freedom. James Hoopes
criticized Mayo in 2003 for "substituting therapy for democracy."

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HENRY LAURENCE GANTT
Born
1861
Died
November 23, 1919
Citizenship
United States
Worked as
Management consultant
Fields
Scientific management
Known for
Gantt chart

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anagement consultant, Mechanical engineer
Scientific management
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HENRY LAURENCE GANTT

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9. HENRY GANTT
Henry Laurence Gantt, A.B., M.E. (1861 - 23
November 1919) was a mechanical engineer and management
consultant who is most famous for developing the Gantt chart in the
1910s. These Gantt charts were employed on major infrastructure
projects including the Hoover Dam and Interstate high way system
and continue to be an important tool in project management.
Gantt Charts
A Gantt chart is a type of bar chart that illustrates a project
schedule. Gantt charts illustrate the start and finish dates of the
terminal elements and summary elements of a project. Terminal
elements and summary elements comprise the work breakdown
structure of the project.

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Some Gantt charts also show the dependency (i.e, precedence
network) relationships between activities. Gantt charts can be used to
show current schedule status using percent-complete shadings and a
vertical "TODAY" line as shown here.
Contributions
Henry Gantt's legacy to production management is the following:
 The Gantt chart: Still accepted as an important
management tool today, it provides a graphic schedule for
the planning and controlling of work, and recording
progress towards stages of a project. The chart has a
modern variation, Program Evaluation and Review
Technique (PERT).
 Industrial Efficiency: Industrial efficiency can only be
produced by the application of scientific analysis to all
aspects of the work in progress. The industrial
management role is to improve the system by eliminating
chance and accidents.
 The Task And Bonus System: He linked the bonus paid to
managers to how well they taught their employees to
improve performance.
 The social responsibility of business: He believed that
businesses have obligations to the welfare of society that
they operate in.

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10. CARL G. BARTH
An associate of Taylor, developed a production slide rule for
determining the most efficient combination of speed and feeds for
cutting metals of various hardness, considering depth of cut, size of
tool and life of tool. Barth is also noted for the work he did in
determining allowances.
11. HARRING EMERSON
He wrote a book, Twelve Priciples of Efficiency, in which he
made an effort to inform management of procedures for efficient
operation. Emerson coined the term Efficiency engineering. His ideal
was efficiency everywhere and in everything.
12. MORRIS L. COOKE
He published Organized Labor and Production in which they
brought out that the goal of both labor and management is optimum
productivity. This he defined as “the highest possible balanced output
of goods and services that management and labor skills can produce,
equitably shared and consistent with a rational conservation of human
and physical resources”.