Human performance technology from taylor's scientific management to gilbert's behavior engineering model
Human performance technology from taylor's scientific management to gilbert's behavior engineering model
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人类绩效技术从泰勒的科学管理到吉尔伯特的行为工程模型
DOI：
10.1002/pfi.4140440109
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发表时间：
2005
期刊：
影响因子：
--
通讯作者：
S. Chyung
中科院分区：
文献类型：
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作者：
S. Chyung
人因技术（HPT）实践的中心目标是通过实施有效和高效的干预措施，产生对组织和组织员工都有价值的理想结果。为了增加产生理想结果的可能性，重要的是利用系统和系统过程（Stolovitch & Keeps，1999）。简单地说，系统方法是指制定并遵循一个循序渐进的计划，类似于一次爬一个阶梯或遵循路线图，直到达到理想的绩效水平。系统性办法是指通过查明相互影响的所有必要组成部分之间往往复杂的联系，来考虑这些组成部分。这种方法被比作一个蜘蛛网，其中股是相互连接的（罗斯韦尔，1995年）。当网络的某个区域被破坏时，它将不能像网络一样正常工作，如果没有修复，它最终可能会崩溃。使用系统和系统的方法，并注重以结果为导向和增值的做法的重要性已经在各种HPT相关的理论工作中强调了多年，他们的工作之间有惊人的相似之处，重点是系统地分析和系统地设计人类行为，以产生理想的绩效结果。本文概述了弗雷德里克·泰勒和托马斯吉尔伯特对主要绩效改进原则的发展所做的贡献，并讨论了他们的工作之间的一些异同。（1856-1915），被称为科学管理之父，在世纪后期担任工程师。他在伯利恒钢铁公司最著名的工作是在他的书《科学管理原理》（1911/1998）中描述的。他解释了如何通过科学设计的管理方法，如适当的选择，激励和培训，来设计人类行为并提高效率。泰勒断言，“管理的主要目标应该是确保雇主的最大繁荣，以及每个雇员的最大繁荣“（1998年，第1页）。科学的管理是为了创造一个双赢的局面，其中执行者以及组织受益于改进的性能。
A central aim of human performance technology (HPT) practice is to produce desirable results that are valuable to both the organization and the organi-zation's employees by implementing effective and efficient interventions. To increase the probability of producing desirable results, it is important to utilize both systematic and systemic processes (Stolovitch & Keeps, 1999). Simply put, a systematic approach refers to constructing and following a step-by-step plan, similar to climbing a ladder one step at a time or following a road map, until reaching the desirable performance level. A systemic approach refers to considering all the necessary components that are mutually influential on one another by identifying often complex linkages among them. This approach is compared to a spider web in which strands are interconnected (Rothwell, 1995). When an area of a web is broken, it will not function well as a web, and without a fix it could eventually collapse. The importance of using systematic and systemic approaches and focusing on results-oriented and value-added practices has been emphasized in various HPT-related theo-worked many years apart, there are astounding similarities between their work in terms of the focus on systematically analyzing and systemically engineering human behavior to produce desirable performance outcomes. This article provides an overview of the contributions of Frederick Taylor and Thomas Gilbert to the development of the major performance improvement principles and discusses several similarities and differences between their work. (1856–1915), known as the father of scientific management, worked as an engineer during the late 19th century. His best known work at the Bethlehem Steel Company is described in his book The Principles of Scientific Management (1911/1998). He explained how to engineer human behavior and improve efficiency through scientifically designed management methods, such as appropriate selection, incentives, and training. Taylor asserted that " the principal object of management should be to secure the maximum prosperity for the employer, coupled with the maximum prosperity for each employee " (1998, p. 1). Scientific management is about producing a win-win situation wherein the performers as well as the organization benefit from improved performance.