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are broken up in order to avoid waste of time and as a consequence waste of money. The execution of this same task, then, becomes perfect. This methods reached perfection with assembly line, which first appeared in the automobile manufacturer Ford. The moving lines set the pace, therefore the worker has to submit to the machine cadence and any useless and tiring manipulations are removed (Wren, D., 1994). The specialist worker appears to be a machine. It is important to outline that scientific management and productivity gains are directly linked as a matter of fact Taylorism is spreading in more and more countries, sectors and businesses. The work specialisation leads to productivity gains, which generates economic growth and participates in markets enlargement. Scientific management seems to be an attractive choice of efficiency through the specialisation which enables to maintain the economic growth (Pollard, H.R., 1974).

Another characteristic of the actual management methods is the fact that they can also apply to the service sector. Indeed, services can't be stocked, it has to be produced only when there is a demand (which is one of the principles of toyotism that we will study below). Even though the production line of services are limited, we have to mention that they exist, in particular in fast food restaurant. This phenomenon is known as Mcdonaldization, it refers to the fact that the workers have to be efficient and find the «one best way» of doing a task. There are some quantitative targets, the number of sales can be one of them, if the objectives are fulfilled and exceeded, that can lead to a higher pay for the workers (Prujit,H., 2000). This criterion reminds us of «the differential rate piece-work» introduced by Taylor. It advocates that the workers should have a punishment if the objectives are not met, and they should have a reward if they exceed the targets. This can be an increase of the wages or a bonus (Pollard, H.R., 1974). This principle is rarely mentioned but Taylor believed that the profit should be shared amongst people who helped in generating them (Wagner-Tsukamoto, S., 2008). Taylorism is spreading in different type of organization, let us consider the management of the call centres. Targets are set, performances are controlled by management, the bureaucracy implies that the planning tasks are separated from the executions tasks (Bain, P., Gall, G., Mulvey, G., Taylor, P., Watson,A., 2002). As a matter of fact and like all the Taylorian organizations, the level of dissatisfaction at work is high. This can lead to an increase of absenteeism or even an augmentation in work related injuries. A key element of Taylorism is the bureaucracy ( as mentionned above). Bureaucracy seems to persist through the years, despite innovations in management thoughts (Green, Michael ,K., 1986).

In spite of the fact that Taylorian methods have been questioned for their consequences on physical and mental health, amongst others, they are still spreading and even intensifying.