RECORDS AND PROGRAMMES		[183]
Definition of Record — Records UnderTraditional Management — Records Under TransitoryManagement — Records Under Scientific Management —Criterion of Records — Records of Work and Workers —Records of Initiative — Records of Good Behavior —Records of Achievement — Records of "Exceptions" —Posting of Records — Summary of Results of Records to Workand Worker — Definition of Programme — Programmes UnderTraditional Management — Programmes Under TransitoryManagement — Programmes Under Scientific Management —Programmes and Routing — Possibility of Prophecy UnderScientific Management — Summary of Results of Programmes toWork and Worker — Relation Between Records and Programmes— Types of Records and Programmes — Interrelation ofTypes — Illustrations of Complexity of Relations —Possibilities of Eliminating Waste — Derivation of theProgramme — Summary: (a) Effect of Relations Between Recordsand Programmes on the Work; (b) Effect on the Worker.

TEACHING		[208]
Definition of Teaching — Teaching UnderTraditional Management — Faults Due to Lack of Standards— Teaching Under Transitory Management — Teaching UnderScientific Management — Importance of Teaching —Conforming of Teaching to Psychological Laws — Conservationof Valuable Elements of Traditional and Transitory Management— Scope of Teaching — Source of Teaching —Methods of Teaching — Instruction Cards as Teachers —Systems as Teachers — Drawings, Charts, Plans and Photographs— Functional Foremen as Teachers — Object Lessons asTeachers — Training the Senses — Forming Good Habits— Importance of Teaching Right Motions First —Stimulating Attention — Forming Associations —Educating the Memory — Cultivating the Imagination —Developing the Judgment — Utilizing Suggestion —Utilizing Native Reactions — Developing the Will —Adaptability of Teaching — Provision of Places for Teaching— Measurement of Teaching — Relation of Teaching toAcademic Training and Vocational Guidance — Summary: (a)Result of Teaching in the Work; (b) Result of Teaching to theWorker; (c) Results to be Expected in the Future.

INCENTIVES		[271]
Definition of Incentive — Importance ofIncentives — Direct and Indirect Incentives —Definition of Reward — Definition of Punishment —Nature of Direct Incentives — The Reward Under TraditionalManagement — The Punishment Under Traditional Management— The Direct Incentive Under Traditional Management —Incentives Under Transitory Management — Rewards UnderScientific Management — Promotion and Pay — Relation ofWages and Bonus — Day Work — Piece Work — TaskWage — Gain Sharing — Premium Plan — ProfitSharing — Differential Rate Piece — Task Work with aBonus — Differential Bonus — Three Rate — ThreeRate with Increased Rate — Other Rewards — Negative andPositive Punishments — Fines and Their Disposal —Assignment to Less Pleasant Work — Discharge and ItsElimination — Use of Direct Incentives — Summary: (a)Effect of Incentives upon the Work; (b) Effect of Incentives uponthe Worker.

WELFARE		[311]
Definition of Welfare — "Welfare" and"Welfare Work" — Welfare Under Traditional Management —Welfare Work Under Traditional Management — Welfare UnderTransitory Management — Welfare Work Under TransitoryManagement — Welfare Under Scientific Management— Physical Improvement — Mental Development —Moral Development — Interrelation of Physical, Mental andMoral Development — Welfare Work Under Scientific Management— Summary: (a) Result of Welfare to the Work; (b) Result ofWelfare to the Worker.
[INDEX]		[333]

The Psychology of Management