Taylor’s Scientific Management is a motivation theory that centres on financial incentives as the primary motivator for workers. Frederick W. Taylor famously encapsulated this idea with the phrase, “A fair day’s pay for a fair day’s work.” The theory states that pay should be linked through piece rates, asserting that workers are primarily motivated by financial rewards such as piece-rate wages and performance-based bonuses.

The approach focuses on increasing efficiency by optimising work processes. Tasks are standardised and specialised to promote consistency and productivity. This standardisation provides clear guidelines for implementation, ensuring that tasks and procedures are carried out uniformly. The theory is heavily grounded in extrinsic methods of motivation, relying on financial incentives to drive worker performance.

While Taylor’s Scientific Management offers clear and simple guidelines, enhancing efficiency and making implementation straightforward due to its standardised procedures, it also has notable drawbacks. The theory overemphasises financial incentives, assuming that all workers are motivated by the same factors. This can lead to monotonous and repetitive tasks, reducing opportunities for personal growth and creativity. Furthermore, it does not work effectively across all business industries, as it may not account for the varied motivations and needs of different workers.