LITTLE POSSIBILITY OF DEVELOPMENT OF WILL.—­Being under such influence as this, there is little or no possibility of the development of an intelligent will.  The “will to do” becomes stunted, unless the pay is large enough to lead the man to be willing to undergo abuses in order to get the money.  There is nothing, moreover, in the aspect of the management itself to lead the man to have a feeling of confidence either in himself, or in the management, and to have that moral poise which will make him wish to advance.

REAL CAPACITY NOT INCREASED.—­With the likelihood of suspicion, hate and jealousy arising, and with constant preparations for conflict, of which the average union and employers’ association is the embodiment, naturally, real capacity is not increased, but is rather decreased, under this form of management, and we may ascribe this to three faults: 

First, to lack of recognition of individuality,—­men are handled mostly as gangs, and personality is sunk.

Second, to lack of standardization, and to lack of time study, that fundamental of all standardization, which leads to absolute inability to make a measured, and therefore scientific judgment, and

Third, to the lack of teaching; to the lack of all constructiveness.

These three lacks, then, constitute a strong reason why Traditional Management does not add to the welfare of the men.

LITTLE SYSTEMATIZED WELFARE WORK UNDER TRADITIONAL MANAGEMENT.—­As for welfare work,—­that is, work which the employers themselves plan to benefit the men, if under such work be included timely impulses of the management for the men, and the carrying of these out in a more or less systematic way, it will be true to say that such welfare work has existed in all times, and under all forms of management.  The kind-hearted man will show his kind heart wherever he is, but it is likewise true to say that little systematic beneficial work is done under what we have defined as Traditional Management.

DEFINITE STATEMENTS AS TO WELFARE UNDER TRANSITORY MANAGEMENT DIFFICULT TO MAKE.—­It is almost impossible to give any statement as to the general welfare of workers under Transitory Management, because, from the very nature of the case, Transitory Management is constantly changing.  In the discussion of the various chapters, and in showing how individuality, functionalization, measurement, and so on, were introduced, and the psychological effect upon the men of their being introduced, welfare was more or less unsystematically considered.  In turning to the discussion under Scientific Management and showing how welfare is the result of Scientific Management and is incorporated in it, much as to its growth will be included.

WELFARE WORK UNDER TRANSITORY MANAGEMENT IS USUALLY COMMENDABLE.—­As to the welfare work under Transitory Management, much could be said, and much has been said and written.  Typical Welfare Work under Transitory Management deserves nothing but praise.  It is the result of the dedication of many beautiful lives to a beautiful cause.  It consists of such work as building rest rooms for the employes, in providing for amusements, in providing for better working conditions, in helping to better living conditions, in providing for some sort of a welfare worker who can talk with the employes and benefit them in every way, including being their representative in speaking with the management.