horticultural organizations, instituted for the purpose of mutual help, and not having capital stock or conducted for profit, or to forbid or restrain individual members of such organizations from lawfully carrying out the legitimate objects thereof; nor shall such organizations, or the members thereof, be held or construed to be illegal combinations or conspiracies in restraint of trade, under the anti-trust laws." The other sections rigidly define and limit the power of the courts in granting temporary restraining orders and in issuing injunctions; limiting the period of temporary restraining orders to ten days, providing for a hearing, and requiring security from the applicant for an injunction conditioned on the costs or damages of one wrongfully enjoined. The injunction must be specific in describing the acts to be enjoined and the person or persons enjoined.1 Jury trial, at the option of the accused, is provided for in contempt cases. But the most radical matter relating to labor is contained in section 20. Here it is provided that, unless it is necessary in order to prevent irreparable loss of property, no injunction shall be granted in cases between employer and employed arising out of labor disputes concerning the terms or conditions of employment. It further provides that no injunction or restraining order shall prohibit persons singly or in concert from terminating any conditions of employment or persuading others to do so, or from attending at any place for the purpose of persuading others to abstain from working, or from ceasing to patronize or advising others to cease from patronizing parties to such disputes, or from peaceably assembling; and finally, it provides that none of the above acts shall be considered to be in violation of any law of the United States.

1 This clause is designed to prohibit the "blanket " injunction, which was one of the chief grievances in the Buck's Stove case.

The law has still to run the gauntlet of the courts both as to interpretation and constitutionality, and some uncertainty has been expressed in public comment on the act as to its interpretation. The insertion of the words "lawful," "lawfully," and "peaceful" in connection with the permitted activities of labor organizations, and the proviso "unless necessary to prevent irreparable injury to property or to a property right appended to the prohibition of the injunction in labor disputes will call for legal construction.1 Doubtless, in its final interpretation, something will depend upon the use made by labor organizations of the rights accorded them under the law, and doubtless more will depend upon the drift of public sentiment and opinion as reflected in the election returns from now on. We may be sure that the employers' associations will bring the matter before the courts and fight to the last ditch. But to the lay reader it appears to be the intent of the act to accord to organized labor, in so far as the matter comes within the Federal jurisdiction, the right to the

1 That the reader may form his own opinion as to the intent of the law, section 20 follows in full: "That no restraining order or injunction shall be granted by any court of the United States, or a judge or the judges thereof, in any case between an employer and employees, or between employers and employees, or between employers, or between persons employed and persons seeking employment, involving, or growing out of, a dispute concerning terms or conditions of employment, unless necessary to prevent irreparable injury to property, or to a property right, of the party making the application, for which injury there is no adequate remedy at law, and such property or property right must be described with particularity in the application, which must be in writing and sworn to by the applicant or by his agent or attorney.

"And no such restraining order or injunction shall prohibit any person or persons, whether singly or in concert from terminating any relation of employment, or from ceasing to perform any work or labor, or from recommending, advising, or persuading others by peaceful means so to do; or from attending at any place where any such person or persons may lawfully be, for the purpose of peacefully obtaining or communicating information; or from peacefully persuading any person to work or to abstain from working; or from ceasing to patronize or to employ any party to such dispute, or from recommending, advising, or persuading others by peaceful and lawful means so to do; or from paying or giving to, or withholding from, any person engaged in such dispute, any strike benefits or other moneys or things of value; or from peaceably assembling in a lawful manner, and for lawful purposes; or from doing any act or thing which might lawfully be done in the absence of such dispute by any party thereto; nor shall any of the acts specified in this paragraph be considered or held to be violations of any law of the United States."

strike, the picket, the public assembly, and the boycott, provided only that these activities are unaccompanied by violence. Mr. Gompers, at least, regards the act as an unqualified victory. In his leading article in the November American Federationist (1914) he says: "The labor sections of the Clayton Anti-trust act are a great victory for organized labor. In no other country in the world is there an enunciation of fundamental principle comparable to the incisive, virile statement in section 6. The declaratory legislation, 'The labor of a human being is not a commodity or article of commerce,' is the industrial Magna Carta upon which the working people will rear their structure of industrial freedom."

PHILIP G. WRIGHT.

HARVARD UNIVERSITY.

SCIENTIFIC MANAGEMENT IN PRACTICE

SUMMARY

I. Introductory. Scope of the investigation, personnel; statistics, 262; Personnel, 263. — II. Applications of scientific management, 267; Municipal and miscellaneous work, 267.- Railroads and public utilities, 269. Industrial plants, 270. Time study and instruction cards, 274.-Stores system, 279.- Routing, 280.- Inspection, 283. - Standardization of equipment, materials, and plant, 284. -Cost statistics, 286. Sales, 287. Gross results, 288. III. Effect on workers. —— Wages, 290; Health, 292; Interest, loyalty, 294.-IV. General economic results, 297. Relations with organized labor, 298. V. Failures and their causes, 303. VI. General influence of the movement, 306.

I. INTRODUCTORY

Ar intervals during the past three years I have been investigating the actual working of scientific management in practice. The results, incorporated in this paper, are derived in the majority of cases from personal visits to the plants in twelve states and conferences with owners, managers and experts employed. The information in regard to the others is derived mainly from the consulting engineers.

Information was sought with reference to the number, distribution, and types of plants to which scientific management has been applied; so much of the history and personality of the men engaged as is essential to an understanding of the development of their work; and the actual differences in practice between scientific and other types of management. Attention was also given to the results, both in the administration of plants and in the conditions of individual workers. The possible social consequences and tendencies involved

in the movement offer a tempting field for speculation (which will be cultivated in the next paper in this series), and a few significant facts bearing on them were uncovered. In the feeling that a study of the failures might be almost as instructive as that of the successes, the facts in regard to them also were gathered and analyzed.

The type of management now known and practised as "scientific management" was unquestionably originated by Mr. Frederick W. Taylor. The details of the course of reasoning and experience through which he went may be found in his three books.1 After a number of years devoted to the application of his principles of management in several important plants, Mr. Taylor retired from active practice about 1901. Since then he has been engaged mainly in the propaganda of the principles which by that date he had fully elaborated.

The disciples and followers of Mr. Taylor constitute what is known as the "Taylor group." Among them, three: Messrs. Gantt, Barth, and S. E. Thompson,2 were intimately associated for a number of years with Mr. Taylor in the development of his system. All, like the leader, are men of technical training as engineers. In addition, others in considerable number have taken up scientific management as a profession. A few Englishmen, Frenchmen, Germans, Russians and Japanese, sent over by enterprises with which they are connected, have come to this country to study the methods at first hand.

A conspicuous off-shoot, standing somewhat apart yet sufficiently connected in origin and principle to warrant inclusion, is the branch of the movement

1 F. W. Taylor: Shop Management; Principles of Scientific Management; and the Art of Cutting Metals. See also C. B. Thompson, The Literature of Scientific Management, in this Journal, May, 1914.

Reference to the publications of Messrs. Gantt and Barth was made in my article just referred to.