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Henri Fayol PBM

Henri Fayol PBM

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Published by Michael Glass

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Published by: Michael Glass on Aug 18, 2010
Copyright:Attribution Non-commercial

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03/25/2013

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ation was to create a theoretical foundation for an educational Henri Fayol, thefather of the school of Systematic Management, realised that organisations werebecoming more complex and required their managers to work more professionally.His motivprogram for managers who lacked formal training in those days. Basinghis work on his experience as a successful managing director of a mining company,he developed generic 'Principles of Management' to help organisations achieveoptimum performance working toward their goals.Fayol described fourteen Principles of Management with the understanding that hislist was neither exhaustive, nor universally applicable:1.
Division of labour 
achieving the maximum efficiency from labour through specialisation across allaspects of organisation (commercial, financial, security, accounting, managerial)rather than just technical activities. Fayol did not provide the level of detail thatTaylor's competing Scientific Management school prescribed. Scientific Managementbroke individual operational tasks into its basic elements. Fayol claimed thatdivision of labour is limited as an instrument to achieve optimum performance.2.
Establishment of authority 
having the legitimate standing to give orders. Authority arises from two sources:official and personal. Experience, intelligence, integrity and leadership ability areindispensable complements of a manager's official authority. Managers need to actknowing that authority and responsibility are positively correlated.3.
Enforcement of discipline
 upholding discipline is a core activity when running an organisation, although itsform varies across organisations. Management can sanction employees withwarnings, penalties, demotions or even dismissals.4.
Unity of command 
 an employee should receive orders from one supervisor only. Dual commandgenerates tension, confusion and conflict, and results diluted responsibility andblurred communication.5.
Unity of direction
 a common objective for a group of activities is an essential condition to obtainingunity of action, coordination of strength and the focusing of effort.6.
Subordination of individual interest to the interests of the organisation
 reconciling general interest with that of the group or the individual is one of thegreatest problems managers face and applies to the relationship between staff andsupervisor as well. Too often, managers pursue personal interest rather than thecommon good.

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