What was the reaction of labor unions to Scientific Management?

What was the reaction of labor unions to Scientific Management?

• A. They embraced it as beneficial to workers
• B. They often opposed it, fearing job losses
• C. They promoted it for improving working conditions
• D. They ignored it as irrelevant to their concerns

Answer: (B)

Labor unions often opposed Scientific Management due to their concern that its implementation could lead to job losses and a reduction in their members' bargaining power. Scientific Management, developed by Frederick Winslow Taylor, aimed to optimize work processes and increase efficiency, which sometimes resulted in greater automation and streamlined operations. This enhancement of productivity was perceived by labor unions as a threat, as it could lead to job cuts or the replacement of skilled workers with less skilled laborers who could operate under the newly established standardized procedures. Moreover, unions were wary that management might use the principles of Scientific Management to diminish workers' control over their tasks, reducing their ability to negotiate better working conditions or wages. This strong opposition stemmed from the unions' fundamental goal of protecting and improving the rights and job security of their members. In contrast, the other options do not reflect the historical context of labor unions' responses to Scientific Management, which was primarily characterized by resistance rather than support or indifference.

Labor unions often opposed Scientific Management due to their concern that its implementation could lead to job losses and a reduction in their members' bargaining power. Scientific Management, developed by Frederick Winslow Taylor, aimed to optimize work processes and increase efficiency, which sometimes resulted in greater automation and streamlined operations. This enhancement of productivity was perceived by labor unions as a threat, as it could lead to job cuts or the replacement of skilled workers with less skilled laborers who could operate under the newly established standardized procedures. Moreover, unions were wary that management might use the principles of Scientific Management to diminish workers' control over their tasks, reducing their ability to negotiate better working conditions or wages. This strong opposition stemmed from the unions' fundamental goal of protecting and improving the rights and job security of their members. In contrast, the other options do not reflect the historical context of labor unions' responses to Scientific Management, which was primarily characterized by resistance rather than support or indifference.