At Commerzbank this theory could be put under scrutiny as every worker may have their own epitome of ‘one best way” to perform a task . His other theory of a ‘fair days of work’ ,may not be successful at Commerzbank as a workers wage depends upon his performance in monetary terms . However, this principle must be viewed with a degree of caution, as the notion of this theory would exclude payments being made to new/untrained employees and trainees. As they may not generate any revenue at all or an insignificant amount for Commerzbank. According to this theory this may lead to a salary which is below the minimum wage .If this was to happen Commerzbank would be breaking the law. It is worth considering that due to the drastic change in the volatile economy employers have rights unlike in Taylor’s Industrialised time . Some people may disagree and state that due to Taylor believing that it is a mangers role ,to do the thinking and the workers to the physical aspect of the job .If a worker was slow it would be the managers duty to use their initiative, and do part of the job to pick up the pace . Instead of the manger doing the mental aspect of the task they are also doing the physical at this point. If a worker generated a vast amount of revenue for Commerzbank, but was not paid accordingly this would lead to predicaments .The firm may be unable to match the X amount of revenue to a workers salary, thus resulting in underpayments being made . Money is not the only motivator to a worker as culture, beliefs and family pay an important part . It also depends upon how the variable X should be measured in direct correlation to the economic climate to derive at a concise judgment.

2.1.3 Weber
Max Weber (1947) expanded on Taylor's theories, and stressed the need to reduce diversity and ambiguity in organizations. Weber's bureaucratic theory emphasized the need for a hierarchical structure of power. A formal set of rules was bound into the hierarchy structure to insure stability and uniformity. 1993, David S. Walonick, Ph.D. Miller ,Katherine , Organizational Communication: Approaches and Processes, Wadsworth Publishing, 2008 Argues that the theory “has its limitations since it is based on the roles and responsibilities of the individuals rather on the tasks performed by the organization. It’s rigidity implies a lack of flexibility to respond to the demands of change in the business environment.”

The hierarchical structure of authority can be found at Commerzbank please refer to figure 1 below.
Figure 1 According to the theory the reason why Commerzbank’s organisation is a success is due to the organisational structure. As that breaks the job into various tasks which have to be carried out by specialists. This can be seen by their job titles in the diagram above. On the diagram it can be seen that everyone apart from the trainee, has the authority to delegate to a subordinate. This is because the trainee is at the lowest level in the organisation.