Another example

Most early job redesign strategies were concerned with reversing the negative effects of Scientific Management, effects relating to rigid, over-specialised and inflexibly designed jobs, in order to find new ways of improving worker performance. Under Scientific management and Fordism, many jobs were deskilled, reducing the value of labour, making labour less costly and easier to replace. Boring, repetitive and rigidly structured jobs produced inhumane working conditions in which workers suffered extensive psychological trauma and a poor quality of working life. In order to improve this situation, Taylorism acknowledged the messiness of organisations and the factors that contribute to this messiness.

(Adapted from: Fulop, L. et al (1992) Management for Australian Business: A Critical Text. Macmillan, Melbourne pp.137-8)