- Frederick Taylor developed his Scientific Management theory 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: 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
- Each step of the work process is carefully analysed
- Complex tasks are broken down into simpler ones
2. Standardise the work process
- The most efficient and effective way to perform each task is identified
- Detailed procedures and instructions are written, which workers follow consistently
3. Select and train workers
- Workers are carefully selected based on their skills and abilities
- Training supports them to perform their tasks efficiently and effectively
- 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
- Financial incentives are used to motivate workers
- Examples 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
|
- Increased efficiency lowers costs
- Standard procedures that everyone follows reduce inconsistencies
- Specialisation of labour leads to greater efficiency and productivity
- Clear hierarchy and lines of authority lead to efficient decision-making
- Better training and development improves employee performance and job satisfaction
|
- Overemphasis on efficiency reduces worker satisfaction and creativity
- Workers may disengage from work if they work in a machine-like system
- Limited application to roles that require high levels of creativity, problem-solving or interpersonal skills
- Potential for exploitation of workers, e.g many 'sweat shop' labourers get paid using this method
|