Taylorism refers to a systematic way of making business decisions based on qualitative data research and testing. Frederick Winslow Taylor was the one who introduced scientific management, which completely reformed the production line. No one can stop admiring his contribution, regardless of whether he believed in Taylorism or not. Scientific management was extremely popular when it was introduced and is still popular today. The fundamental qualities of Taylorism and its criticisms, along with their applications in today's business world, in the following paragraphs. Taylor introduced scientific management, which formed management theory and examines work in order to improve labor productivity. He proposed four hypotheses to improve efficiency, which is based on the study of temporal motion. The first is the introduction of the division of labor. This means that the production process is broken down into separate tasks and each worker must perform the task in which he is specialized. He firmly believed that to maximize efficiency, division of labor could be the best option. It definitely increases efficiency as each worker is assigned a job based on his or her skills and then by doing that job again and again, the worker will eventually become an expert in that job. It also leads to an increase in production and the quality also improves. Division of labor allows workers to save time as they are limited to doing only one job. Last but not least, it allows workers to invent new ways of doing things as a worker has to do the task again and again so he can easily find new and simpler ways of doing the task. Unfortunately, although task repetition can increase employee experience… middle of the paper… in a hematic way, differentiating management functions from job functions. This stratification has been adopted by all modern businesses or industries and at all levels. However, Taylor's claims are more about rewards in the form of money. According to Taylor, money appears to be the greatest motivating force for the employee, but in the current era where advances in technology and psychological research on employee behavior are increasing, suggest that other motivators that influence efficiency and Employee productivity include social factors as well, such as loyalty, adaptive conditions, healthy working environment, appreciation, self-respect and periodic initiatives for workers. It can rightly be said that Taylorism is practiced mostly in developing countries where cheap labor is available and is more concerned with monetary rewards.