- Developed by Frederick Taylor in the early 20th century
- It focuses on breaking down complex tasks into simpler ones, standardising work processes and providing workers with clear instructions and training to achieve maximum efficiency
- Many manufacturing businesses use Taylor's principles to structure their staff benefits
- Piece rate pay systems link output to financial rewards
- Production lines involving human labour are often set up based on these principles
Diagram to show Taylor's Theory of Motivation
Taylor's method starts with a scientific analysis of what is involved in a job and then breaks it down into parts for which employees can be trained
1. Study and analyse the work process
- Carefully analyse each step of the work process
- Break down complex tasks into simpler ones and identify the most efficient and effective way to perform each task
2. Standardise the work process
- This involves creating detailed procedures and instructions for each task so that workers can follow these procedures consistently
3. Select and train workers
- Workers should be carefully selected based on their skills and abilities
- Train workers to perform their tasks efficiently and effectively
- This training includes both technical skills and the proper attitudes/behaviours required to be successful (e.g patience in a repetitive task)
4. Provide incentives for performance
- Scientific management emphasises the use of incentives to motivate workers
- This may include bonuses or piece-rate pay
An Evaluation of Taylor's Motivation Theory
| How Businesses use Taylor's Approach |
Advantages |
Disadvantages |
- Workers are trained to perform only one task which they become very skilled at
- Workers are usually paid for the completed work (piece rate pay) e.g. $0.16 per T-shirt completed by garment workers in Bangladesh
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- Increased efficiency lowers costs
- Standard procedures that everyone follows reduces errors and inconsistencies
- Specialisation of labour leads to greater efficiency and productivity
- Clear hierarchy and lines of authority leads to more efficient decision-making and communication
- Better training and development improves employee performance and job satisfaction
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- Overemphasis on efficiency reduces worker satisfaction and creativity
- Workers may disengage from work if they are reduced to working in a machine-like system
- Limited applicability as this approach may not work for roles that require high levels of creativity, problem-solving, or interpersonal skills
- Potential for exploitation as this approach may be used to extract more work from workers without compensating them fairly e.g many 'sweat shop' labourers get paid using this method
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