What was Taylor's belief about worker output?

Taylor believed that worker output could significantly increase through the implementation of proper incentives aligned with their efforts and productivity. His scientific management principles emphasized the importance of motivating workers to perform better by offering financial rewards based on their output. Taylor theorized that if workers could see a direct correlation between their performance and compensation, they would be more inclined to increase their productivity, thus benefiting both the employees and the organization.

In this context, the notion that proper incentives lead to greater productivity was central to Taylor's philosophy. He advocated for systematic observation and measurement of work processes to identify the most efficient methods, coupled with a reward system that would encourage workers to adopt these practices.

This approach stands in contrast to the other options. For instance, the idea that workers should be less monitored runs counter to Taylor's focus on close observation and measurement to improve efficiency. Similarly, the belief that longer hours would automatically lead to increased output does not consider the diminishing returns associated with fatigue and lack of motivation, which Taylor sought to counteract with efficient work practices and incentives. Lastly, the encouragement of self-management does not align with Taylor's structured approach, which involves prescribing specific methods for work rather than allowing workers to determine their own best practices.