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Henry Fayol and Zero Tolerance Policies

By: Lee SCHIMMOELLER

A Journal Synthesis on Management Philosophy Topics

By: Zoe Regina C. Castro

Submitted to: Dr. Joanne J. Java, CPA

This paper depicts the management theories of Henri Fayol and the
implementation of zero tolerance. The author compared and contrasted with the
determination to assume if Fayol would approve of the modern management trend of zero
tolerance. Fayol’s theory falls under the type of administrative management, which is
concerned with how an organization should be managed to maximize performance. The author
also defines zero tolerance as a management technique that is finding its way into various
administration strategies of organizations, including both education and business in the United
States. Administrators recommend zero tolerance as it has a strong statement organizational
discipline and takes little discretion.
Fayol presented 14 administrative principles and were first described in General and
Industrial Management. To outline the organization structure, he discussed the following
administrative principles: division of work; authority; discipline; unity of command; unity of
direction; subordination of individual interest to the general interest; remuneration;
centralization; scalar chain (line of authority); order; equity; stability of tenure of personnel;
initiative; and Esprit de corps. Fayol always emphasize and acknowledged at the very beginning
in his theory that management as discipline must be flexible, it will serve as a guide and not to
be enforce ruthlessly. This is very contradictory with zero tolerance.
 Fayol also highlighted that managers should assess and figured out what to do in every
situation. As managers, we should understand the qualities of the individual involved and
attendant circumstances must be taken into account. Thus, principles are situationally
dependent and should be flexible enough to bend before whatever modifications were
desirable to introduce in the situation.
As future HR managers, I agree with Fayol that managers have to look with the
circumstances as a whole, look into a bigger picture and find the roots of the case. For example,
employees have own feelings and emotions, they can do things because of it even if they will
violate the company’s policies. Policies are existing to control situations but managers are
existing to improve the situation. If the violation would not affect significantly or destroy the
operation then we should give our employees the chance to correct their mistakes.
Also, the thing that I like with Fayol’s management principles compare to zero tolerance
policies is that most of the principles are based on common sense and can still be used in
modern management practices. It can still be a useful tool for the organization in forecasting,
planning, development management, group management, decision-making, harmonization and
control.

“There is no one doctrine of administration for business and another for affairs of state;
administrative doctrine is universal. Principles and General rules which hold good for business
hold good for the state too, and the reverse applies” – Henri Fayol.