Tag: Criticism

  • How to define the Consideration in Contract Law?

    How to define the Consideration in Contract Law?

    Essay on the Consideration in Contract Law; What does mean consideration? They have many different meanings; some will tell you it means calculations while some say it signifies affability. But in the law of contract, there will be only one definition that exists. What do the Means of Racial Profiling? Somewhat of worthy changes hands between the parties at the time of the contractual undertake is what ‘consideration’ only means in the law of contract.

    Here is the article to explain, It is define the Consideration in Contract Law!

    Consideration plays an essential role to create a contract binding. It is also a part of a must element to a successful contract formation, followed by the offer and the acceptance. For example, it could be the payment of cash when there is an exchange for goods or services, or else the goods or services themselves in the case of a trade deal. The main point is consideration is it ought to be related to something valuable, something one party would not normally have but merely for the agreement.

    ‘Although consideration has withstood direct assault from both the bench and from law reformers over the years; its Holdworthian image as an anachronistic doctrine tried to the law of actions long since dispensed with, has proved impossible to entirely shake off. However, the function of consideration as an arbiter of agreements to vary long-standing arrangements has also existed challenged by the development of alternative doctrines such as duress and promissory estoppels. In overturning almost two hundred years of legal history, the Court of Appeal held that an agreement to vary a contract is enforceable without consideration.

    What are the types of consideration approaches?

    The following consideration approach is two types Traditional and Modern below are;

    Traditional approach;

    Two rules existed under the word ‘consideration’ in the law. There are the traditional approach and the modern approach. The traditional approach is an ‘existing duty’ which is a very direct rule; as it stands concerned merely with the completion of a duty that exists stated on a contract. Dealing with the “existing duty” rule, if a party is already under a duty to perform an act, according to an existing contract, to promise to perform this act on behalf of the same person will not support a new contract between them. The above rule existed found in the case of Stilk v Myrick. The mentioned case is about a seaman named Stilk who wanted to sue his ship’s captain for not recovering his additional wages which existed promised at an earlier stage.

    The promises stood taken when two sailors had deserted in a foreign port and the captain wanted his remaining crew to work the ship back to London. Unfortunately, Stilk’s claim stood unsuccessful under the ‘existing duty’ rule; as it existed argued that Stilk had not done anything further according to his original stated contract. While in the case of Hartley v Ponsonby which is related to the ‘existing duty rule; it stood about a seaman named Hartley who sued his master for reneging his promise of paying him 40 pounds added to his wages. The promise stood made to induce those remaining crews to sail when seventeen out of thirty-six workers refused to work and ended up in prison. Hartley’s claim was successful as he did do things extra beyond his original contract which didn’t mention.

    Modern approach;

    For the modern approach as a ‘commercial realistic’ rule; it existed known as a duty which consider logically; concerned about the additional risk, beyond what exists already stated in the original contract. In the case of William v Roffey Bros & Nicholls, the facts stood the carpenter worked on a series of flat renovations; which stood subcontracted by the plaintiff and existed agreed to exist paid 20000 pounds for the workmanship. And, with an additional of 575 pounds for completion of each unit of the flat; when the carpenter got into financial difficulty then intended to stop the renovations.

    It stood held that the plaintiff has the right to own the additional wages due to the ‘commercial realistic’ rule. ‘Practical benefit’ became a good role on consideration as the defendant had avoided both obstacles; which were the penalty of late completion and troublesome in engaging another carpenter to continue the renovations.

    Other things;

    Thus, it can seem that both parties did contribute and received practical benefits. Next, comes the case of Musumeci v Wendell, in this case, a landlord named Winadell who operates a shopping center leased a fruit shop to Musumeci, on the other hand, leased another part of the shopping center to a large fruit retailer.

    This had caused Musumeci to face a strong competence hence Winadell agreed as a ‘concession’ to reduce their rent by a third. But at a later stage, Wendell intended to evict the Musumeci. Hence, turn up to bring up the case to the court to determine if the reduction rent was contractually binding. After the dispute, it stood judged that the promise was binding by applying the ‘practical benefit’ test from the case of Williams v Roffey Bros & Nicholls. This can see as Winadell received ‘practical benefit’ by having a maintained fully let shopping center in exchange for reducing Musumeci’s rental fees. In a nutshell, the main component of this rule is when there are practical benefits and contribution exists between parties, a contract follows to exist.

    History of modern approach;

    In the case of William v Roffey Bros & Nicholls, ‘commercial realistic’ existed involved. The decision made in this case existed driven by a pragmatic approach to consider but universal approval has not existed greeted. It was first designed to gain what the court regarded as the commercially acceptable solution. The fact, in this case, was Glidewell LJ was the knowledge that in return for the additional payment the main contractors intended to avoid those obstacles. Therefore, ‘practical benefit’ did exist criticized for hopelessly compromising the doctrine of consideration’. Nevertheless, this rule was more to the public’s support; as it concerns more on an individual’s benefits logically compare to the ‘existing duty rule.

    To have a better description of the above rule, I would take an example of the case mentioned in the ‘existing duty rule in addition to the promoters working overtime to reach the target of selling off at least 50 stocks without being entitled to paid extra wages during their extra working period.

    More to know;

    Due to the ‘commercial realistic’ rule, the promoters have the right to sue the dealer as it stood précised that both parties did contribute and gain benefits. On the promisor side, the dealer could avoid remaining an enormous amount of old stock; which may be an obstacle from ordering new stocks and earning more profit in the way of selling off large amounts of old stocks.

    While the promoter did give up their precious time spent on selling off the stocks; which they can choose to use the period doing other things. Hence, they won in the above case in getting the extra benefit of having a trip to Europe due to the word of ‘practical benefit’. Followed by the development of the world, the rule changed over time from ‘existing duty to ‘commercial realistic’; when limitations existed found in the rule through the days. The decision made in the case which mainly influenced the development of the rule was Musumeci v Wendell. In conclusion, the ‘existing duty rule existed created to please where the promise confers a benefit on the promisor without suffering any loss just like the case of Stilk v Myrick.

    History and Criticism of traditional approach;

    According to the researches, the ‘existing duty rule existed trenchantly criticized, avoided during its two hundred years history. It was noted that the court wasn’t focused on the presence of the consideration; but, on the need on public policy grounds to prevent extortive and fraud agreements existing between parties. This issue existed focused to solve especially in the nonexistence of an expanded concept of the duress. Besides, this rule leads to a few effects which include when a new promise exists; the court cannot use the existing duty of contract as a consideration while judging those cases.

    Next, the rule affected a promisor facing a not legally bound to a new promise. In addition, whenever the promisor was not able to fulfill the new promise; a promisee would not have the right to sue a promisor. The above rule has strongly supported the side of a promisor and may lead a promise to a loss.

    Different History and Criticism;

    Hence, this rule wasn’t fully supported by an amount of public led to the development of several avoidances of techniques. To provide a better explanation, an example of mine in the ‘existing duty’ rule is when a dealer intends to sell off all the remaining old stocks, the dealer orally provided a promise of a trip to Europe for promoters who successfully sold above 50 stocks.

    The above oral promise existed not written in black and white beyond the original contract. The dealer reneged his promise by refusing to commit the expenses for the trip to Europe. Hence, those promoters who reached the target sued the dealer for not admitting the promise. By using the ‘existing duty rule, the promoter’s claim will be unsuccessful; as it stood not written as a statement in the original contract. It stood also to argue that selling off the number of goods is not an additional act being a promoter. This is because the responsibility of a promoter is to promote a product, convincing customers to purchase it. Hence this is the responsibility but not an additional act of being a promoter.

    Strength and Weakness of the rules;

    Referring to the new ’commercial realistic’ rule from William v Roffey Bros & Nicholls and Musumeci v Wendell; its puzzle is that one party can threaten another party in extracting more payment or benefit additional provided under the original terms in the contract. While the ‘existing duty rule existed used in Stilk v Myrick, had overlooked; the additional risk in the terms of the original contract. Within these two rules, pros and cons existed found in them.

    The ‘existing duty’ rule has protection against threat which requires something exceeds; unformulated can easily fulfill practical benefit as it’s a good motivation for a requirement of consideration. But, it does not protect when a new agreement stands substituted while the parties terminate an existing one. A situation where additional payment promises compromise if a bona fide dispute does not exclude too.

    Additional rules;

    ‘Bona file is a Latin word which means ‘good faith’, it indicates sincerity; the fact in the case of a party claiming the title as ‘bona file buyer or possessor, innocence or lack of understanding of any fact that would occur doubt on the right to hold title is also what it signifies. Even a promise which undertakes additional risk, act, and forbearance wasn’t protected by the ‘existing duty’ rule too.

    The “Commercial realistic” rule views its strength in the way of benefiting parties; that facing additional risk, act, or forbearance under the original terms in the contract as these will undertook. It merely had difficulty in defining the word ‘practical benefit’ as it has many different meanings. For example, ‘practical benefit’ can act as an effective doctrine of consideration that protects parties against casual promises; it could also be the advantage of obtaining the actual contract performance that is already due. Last but not least, it fails in meeting the expectation of parties to a renegotiated contract; and, ignores any actual benefits received by the promisor as a result of the contractual variation.

    Summary;

    In conclusion, the development of the rule existed influenced by the changing of ‘existing duty to ‘commercial realistic’; and eventually lack of precision in the traditional definition in Stilk v Myrick. The rule and its development have existed perceived through the situation of ‘commercial realistic’ in Musumeci v Winadell; and the modern law of ‘economic duress’ by legal experts. It should focus on the good faith of the contracting parties to decide the existence; and relevance of any supposed practical benefit in the development of contract law. Both doctrines of consideration and the more basic underlying basis of the law; themselves stood harmed by the introduction of practical benefit in the consideration.

    How to define the Consideration in Contract Law Image
    How to define the Consideration in Contract Law?
  • Different Critiques of Scientific Management by Workers and Employees

    Different Critiques of Scientific Management by Workers and Employees

    Here are Explain Different Critiques of Scientific Management by Workers and Employees!


    Although it acknowledges that scientific management enables management management to enable resources in its best possible use and manner, it is not avoided by serious criticism. Who is a Employer? An employer is a person or institution that hires employees. Employers offer wages or a salary to the workers in exchange for the worker’s work or labor. What are The Criticism of Scientific Management?

    And, Who is a Worker? A laborer (Worker)is a person who is traditionally consider as unskillful labor labor in a construction business, although in practice, workers are a skill business that has reliability and strength in the form of core qualities. Following Critiques of Scientific Management:

    Employer’s Viewpoint

    1. Expensive – Scientific management is a costly system and a huge investment is require in establishment of planning dept., standardization, work study, training of workers. It maybe beyond reach of small firms. Heavy food investment leads to increase in overhead costs.
    2. Time Consuming – Scientific management requires mental revision and complete reorganizing of organization. A lot of time is require for work, study, standardization & specialization. During this overhauling of organization, the work suffers.
    3. Deterioration of Quality.

    Another Viewpoint of Employer’s Criticisms to Scientific Management:

    1. According to Drucker: “The divorce of planning from doing deprives us of the full benefit of the insights of Scientific Management. It sharply cuts down the yield to be obtained from the analysis of work and especially the yield to be obtained from planning. Because of the separation of planning from doing, administrative policies cannot be well-planned.”

    2. Management in Scientific Management is likely to become centralize which is not desirable from the efficiency point of view.

    3. No small firm can afford to comply with the requisites of Scientific Management.

    4. Co-operation of the staff which is consider as one of the important conditions for the implementation of scientific management principles is not available in many firms to the desirable extent.

    5. It is a very expensive method of management requiring heavy initial investment which many firms fail to provide.

    6. Reorganization of the whole setup of the industrial unit is a pre-requisite for the introduction of Scientific Management. This usually leads to loss of production.

    7. Capable key executives find it difficult to retain their ser­vices because of too many paraphernalia; management re­mains a helpless onlooker.

    8. Its cost aspect is subject to criticism by the employers. In­efficient cost and financial control is the resultant conse­quence of Scientific Management.

    9. It is also criticize by the employer-owners that the methods of depreciation of wasting assets against project are inadequate and ill-conceive.

    Workers Viewpoint

    1. Unemployment – Workers feel that management reduces employment opportunities from them through replacement of men by machines and by increasing human productivity less workers are needed to do work leading to chucking out from their jobs.
    2. Exploitation – Workers feel they are exploit as they are not given due share in increasing profits which is due to their increase productivity. Wages do not rise in proportion as rise in production. Wage payment creates uncertainty & insecurity (beyond a standard output, there is no increase in wage rate).
    3. Monotony – Due to excessive specialization the workers are not able to take initiative on their own. Their status is reduced to being mere cogs in wheel. Jobs become dull. Workers loose interest in jobs and derive little pleasure from work.
    4. Weakening of Trade Union – To everything is fix & predetermine by management. So it leaves no room for trade unions to bargain as everything is standardize, standard output, standard working conditions, standard time etc. This further weakens trade unions, creates a rift between efficient & in efficient workers according to their wages.
    5. Over speeding – the scientific management lays standard output, time so they have to rush up and finish the work in time. These have adverse effect on health of workers. The workers speed up to that standard output, so scientific management drives the workers to rush towards output and finish work in standard time.

    Another Viewpoint of Worker’s Criticisms to Scientific Management

    Scientific management is call: a smart device for the exploitation of labor. In order to investigate labor unrest, 40 objections were filed by the employees before a special committee. Criticisms are as follows:

    1. Scientific management does not consider human element in- production in its true perspective. It emphasizes the engineering side and as a result of expertise, the work is reduce in mechanical form as possible. Maybe Taylor was mis-understood because the principles of his management were provide to the rest of the workers and fatigue studies also have a theory to prevent a worker from being over stresses.

    2. Weakening of trade unions is also a serious objection on the part of the labor unions. Since Taylor was strongly oppose to any slacking of work on the part of labor but was in favor of efficient and sincere workers can not but admit.

    3. Monotony is another complaint on the part of the workers. In scientific management, principles have so devised as to specialize a worker in a particular part of a work without knowing the whole process. This is likely to bring about monotony to a worker who is to remain employe in the performance of a particular part of a job.

    4. Since Taylor suggest piece rate system, it is allege that there is the scope of unfair distribution of earning. Labor unions object to such an attitude where the full benefit of the toil does not go to the worker who puts it. Taylor’s plan was ‘Render unto Caesar the things that are Caesar’s and unto ‘God those that are His.’

    5. Taylor’s management takes away ‘thinking’ from a worker; and thus he is reduce to a machine, as allege by workers. It gives rise to industrial autocracy. Management is planning for everything and the workers are design to follow and execute the plans.
    The worker becomes the only means of production and reduces the machine to semi-automatic attachment.

    6. A serious criticism which is raise against Scientific Management is its enforcement of efficiency principle resulting in the reduction of employment.

    According to Myres: “Scientific management is unscientific because obviously no accurate information is available upon. Which the amount to be deducted for the allowance can be based. It is antisocial, it aims at excluding as far as possible the average workmen.”

    While concluding we can remark that to call scientific management a clever device to exploit workers is not correct. Trade unions have new become militant to a great extent and are arm with enormous. Power to control management and prevent there from doing whatever they like. So, the steps that seem to go against labor but not against the firm can very well enforce by trade unions in consultation with the management round the table.

    Different Critiques of Scientific Management by Workers and Employees - ilearnlot

    Reference

    1. Criticism – //www.managementstudyguide.com/criticism_scientificmanagement.htm
    2. Another Criticism – //www.yourarticlelibrary.com/scientific-management/criticisms/criticisms-of-scientific-management/74126


  • What are The Criticism of Scientific Management?

    What are The Criticism of Scientific Management?

    Explanation, the Criticism of Scientific Management: by Workers, Employers and Psychologists!


    Scientific management provides innumerable merits but despite that it has been criticized by different sections of society. It has not been welcomed with open arms by workers, employers and psychologists. Scientific management is a theory of management that analyzes and synthesizes work-flows. Its main objective is improving economic efficiency, especially labor productivity. It was one of the earliest attempts to apply science to the engineering of processes and to management.

    The objections put forth by them can be enumerated as under:

    1. Criticism by Workers:

    The workers have opposed scientific management on the following grounds:

    (a) Reduces The Worker To A Machine:

    Scientific management reduces worker to the status of a machine by separating the function of thinking from him. The thinking or the planning aspect is taken over by the management. A worker has to carry his work strictly in accordance with the plan.

    The methods of work are standardised and the worker has to repeat the same performance time and again. This leads to monotony and kills his initiative and skill. His position is just like a cog in the wheel. Constant studies and research have shown that increase in productivity can be achieved in the short run and in the long run worker’s interest is adversely affected which results in lower productivity.

    (b) Creation of Unemployment:

    The adoption of labor saving devices or application of machines leads to unemployment. But this argument does not hold good in the long run. This is because increased efficiency of laborers will lead to lesser cost of production and higher productivity.

    The producer will be in a position to sell goods at lower prices which increase the demand for the products and in order to meet enlarged demand more employment opportunities have to be created. How to Explain Techniques of Scientific Management? 

    (c) ‘Speeding Up’ of Workers:

    Scientific management is responsible for speeding up of workers expecting maximum output from them thereby creating a lot of mental and physical strain on them. But it may be pointed out that scientific management aims at providing reasonable working hours with rest-pauses and other proper conditions of work. It also provides standardized materials, tools and equipment’s etc., and undertakes time, motion and fatigue studies which are in the best interest of the worker.

    (d) Loss of Initiative:

    The initiative of workers is adversely affected on account of separation of ‘thinking’ from ‘doing’. The work methods and operations are standardized. The worker has to act in accordance with the instructions of the foreman. He cannot take initiative and suggest better method of work. What are the Principles of Scientific Management?

    (e) Exploitation of Workers:

    The gains of increased productivity are not shared with the workers. They get little share in profits. The major proportion is taken away by the investor in the form of higher profits. But this argument does not carry weight.

    It may be pointed out that large amount is invested in applying the techniques of scientific management and the proprietor also extends various facilities to the workers. This argument is, therefore, tenable in party only.

    (f) Weaker Trade Unions:

    Important matters like regulation of working hours, fixation of wages etc., are decided by the management itself, the workers are not consulted at all. This weakens the process of collective bargaining and formation of trade unions. Scientific management strikes at the very root of the trade unionism.

    This is because they work under the direct control of the management. On account of incentive wage payment schemes, workers feed satisfied. It may be further mentioned that in the advanced countries like U.S.A., which is regarded as the home of Scientific Management, trade unionism is getting immense popularity and are operating with success.

    (g) Undemocratic In Nature:

    Scientific management is undemocratic in nature. The attitude of the functional bosses is autocratic. The workers operate strictly under their control and guidance. The workers have to obey the order of the bosses without giving any suggestion.

    This creates lot of resentment among them. It has been rightly pointed out that “scientific management forces the worker to depend upon the employer’s conception of fairness, and gives the worker no voice in hiring and discharge in setting the task, in determining the wage rate or determining the general conditions of employment”.

    2. Criticism by Employers:

    Employers criticism scientific management on the following grounds:

    (a) Expensive:

    The installation of scientific management involves huge funds on account of introduction of standardization of materials, equipments, tools and machinery etc. It also undertakes time, motion and fatigue studies which are expensive techniques.

    Constant research and experimentation also needs lot of funds. The opening of a separate planning department is also burdensome. Such a huge capital investment may not be beneficial in the short run; it may be profitable in the long run only.

    (b) Not Suitable For Small Concerns:

    On account of paucity of financial resources, small concerns cannot afford to introduce the system of scientific management. But even this contention is untenable. There is a scope for improvement in every organization big or small.

    (c) Loss on Account of Reorganization:

    In order to introduce scientific management, the old set up has to be changed. The work has got to be suspended due to re-organization. It is both time consuming and expensive.

    The workers may not easily adjust to the new techniques and process of work. It must be introduced slowly in stages so that change is not resisted and it does not upset the normal functioning of the unit.

    (d) Over-Production:

    The techniques of scientific management followed by all firms in one industry may lead to over production or glut in the market. Recession is bound to take place which is not in the interest of the business units.

    (e) Difficulties in Getting Trained Personnel:

    The organizations which are scientifically managed need expert and qualified staff. Sometimes it becomes very difficult to get the trained staff.

    3. Criticism by Psychologists

    Industrial psychologists have criticized the concept of scientific management as it aims at achieving efficiency at all costs and treating workers as slaves of management. The principles of scientific management are impersonal in nature and lack psychological approach in their application.

    The following are the main points of criticism advanced by psychologists:

    (a) Mechanical in Nature:

    The main criticism advanced against scientific management by the psychologists is that it is mechanical in approach. The worker has to operate strictly in accordance with the instructions issued to him by his foreman.

    He has practically no say in determining the policies with regard to work. His status is like a machine. There is no initiative and creativity on the part of a worker. The industrial psychologists have been stressing for the human approach towards the workers. This would be very helpful in initiating and motivating the workers for better performance.

    (b) Speeding Up of Workers:

    Scientific management is responsible for speeding up or ‘intensification’ of workers resulting in a lot of strain and tiredness on the worker’s mind and body leading to accidents and stoppage in work etc. The psychologists are of the view that the work should be made easy and interesting for the workers.

    (c) Creation of Monotony:

    Over-specialisation and repetition of jobs under scientific management makes them monotonous. The workers work as cogs in the machines which shatters their interest in work. This further reduces their efficiency.

    The industrial psychologists have suggested job enlargement as a possible solution to reduce the monotony of continuous work e.g, in case of breakdown of machines, the worker should himself carry minor repairs to set it right. This will provide him more knowledge about his job and make his work more interesting.

    (d) Absence of Non-Wage Incentives:

    Another drawback of scientific management is the absence of non-monetary incentives. Various non monetary incentives include job security, praise, workers participation in management, social recognitions and urge for self expression etc. In the opinion of psychologists these incentives play an important role in inspiring workers for better performance.

    (e) Developing ‘One Best Way’ of Work:

    Scientific management is primarily concerned with developing ‘one best way’ of doing the work. That way is expect to follow by every worker working in the organization but psychologists are of the view that every worker has his own style of doing the work. If one particular way is impose on the worker, he will not able to perform properly and his efficiency is bound to affect adversely.

    From the above it is clear that both industrial psychology and scientific management are different in application. But they are interdependent in approach. Scientific management couple with industrial psychology can bring about positive results and make workers happy and satisfies. There is no denying the fact that if human side of management is paid due attention, labor instead of being the worst enemy, will become the best friend of scientific management.

    What are The Criticism of Scientific Management? - @ilearnlot

    Reference

    1. Scientific Management – //en.wikipedia.org/wiki/Scientific_management
    2. The Criticism of Scientific Management – //www.yourarticlelibrary.com/scientific-management/criticism-of-scientific-management-by-workers-employers-and-psychologists/25833
    3. Photo Credit URL – //towardsmaturity.org/wp-content/uploads/2017/06/Business-processes-TM-article-June-2017-1.png