32. What did Taylor believe should be done if an employee was not good at doing an assigned job?
Answer: C
Taylor believed a job better suited to the employee should be found.
Frederick Winslow Taylor advocated that if an employee proved to be incompetent at one job, the best course of action was to fit them into a role where they could provide good service, rather than terminating their employment.
A) The employee should be fired.
This option is incorrect because Taylor's philosophy emphasized the importance of finding a suitable position for employees rather than discharging them. He believed in utilizing a worker's strengths rather than simply dismissing them for weaknesses.
B) That job's duties should be reorganized.
While reorganizing job duties can be a part of improving efficiency, this option does not capture Taylor's specific belief about addressing employee incompetence. He focused more on placing employees in roles that matched their abilities rather than merely altering job responsibilities.
C) A job better suited to the employee should be found.
This option accurately reflects Taylor's belief that workers who struggle in one position should be reassigned to roles that align better with their skills. This approach fosters a more productive work environment and enhances overall efficiency.
D) The employee should be made to read Taylor's books and articles.
This option is incorrect as it suggests an educational approach rather than a practical solution to workforce management. Taylor's emphasis was on reassigning employees based on their competencies rather than solely instructing them through literature.
Conclusion
Taylor's principle of finding a job better suited to an employee is essential in fostering efficiency and productivity in the workplace. This approach not only supports employee retention but also optimizes the workforce by aligning roles with individual strengths. The other options fail to encapsulate Taylor's innovative perspective on employee management and organizational efficiency.