Journal of Critical Reviews

ISSN- 2394-5125 Vol 7, Issue 11, 2020

HENRI FAYOL’S PRINCIPLES OF MANAGEMENT AND ITS EFFECT TO

ORGANIZATIONAL LEADERSHIP AND GOVERNANCE
Shiela Antonette D. Bacud
School of Arts and Sciences, Isabela State University Cauayan Campus, Cauayan, Isabela, Philippines

Received: 11.03.2020 Revised: 18.04.2020 Accepted: 10.05.2020

Abstract
The study revealed Henri Fayol 's adoption of the 14 management principles in the respective organizational settings of the respondents
which resulted in effective leadership and governance. The researcher used the descriptive qualitative research design where responses
were elicited from the different municipal heads/department heads of the nine municipalities in the Province of Isabela, Philippines, with
their subordinates chosen through purposive sampling. Permission to conduct the face-to face-interview was obtained and data gathered
from the respondents were recorded, collected, coded and analysed. Results revealed the best management principles the leaders still
found to be useful today, i.e. the principles of discipline, division of work, unity, authority and responsibility, equity and unity of
command, the biggest challenges encountered by them and their coping mechanisms to address the same. It determined which among
the 14 principles of management were mostly adopted its advantages and disadvantages and how such adoption affected the
organizational performance. Amidst the challenges, leaders learned to cope with them and claimed that good governance is anchored on
the efficient adoption of these principles with an able leader to lead the group. It concluded that management principles enunciated by
Henri Fayol are still widely adopted and applicable today and claimed to have been significant in attaining successful governance. Results
would give leaders a better understanding of how they should treat their subordinates and guide them how to make appropriate
management decisions which would serve as an effective tool to becoming a more responsive and effective organizational leader in the
future.
Keywords: effective leadership, good governance, organizational success, principles of management

© 2020 by Advance Scientific Research. This is an open-access article under the CC BY license (http://creativecommons.org/licenses/by/4.0/)
DOI: http://dx.doi.org/10.31838/jcr.07.11.25

INTRODUCTION
Principles of management play a big role in every organization.
The styles of management and the principles adopted by
managers seem to largely depend on the kinds of leaders or
managers we have. The management process of planning,
organizing directing and controlling, which leads an organization
to realizing its vision and mission are dependent on the
management principles of managers. Managers are also leaders.
According to Hamid, Shah, Rahman and Badlishah (2020),
leadership has been claimed as an important factor which has a
significant influence on the performance of organizations,
managers, and employees around the world. The success of the
organization is anchored on the efficiency of the leader to uplift
and improve individual performance.
Various management principles are still being followed today,
mainly based on the management concepts enunciated by Henri
Fayol. He developed theories of what constituted good
management practice, and proposed a universal set of
management functions, which were fundamental management
principles. Poperwi (2018) states that Henri Fayol enunciated
the fourteen principles of management for the efficient running
of businesses but it is said that these principles are flexible and is
capable of adaptation depending on the specific need of the
organization.
Analysis of general management by Henri Fayol includes an
unending elements or cycle of planning, organizing. leading and
controlling. Hence, it is said that Fayol has introduced to the
worlda blueprint of a widely accepted management concept. At
present, this management process has been widelyrecognized.
The principles of management have features or characteristics
which are so distinct which a manager should take note of when
applying them in a variety of situations. These principles of
management are relevant today and in future organisations
according to recent studies. Although the principles of
management may need adaptation in specific situations they
remain the basis of management theory and practice still
applicable today. (Poperwi, 2018)
This study is anchored on presenting which of these
management principles are still being adopted by leaders of
today and which among these are claimed to be more useful in
governance. The research also focuses in determining the
challenges encountered by the leaders in the application of these
principles, their coping mechanisms to address the challenges.
Further, it allows us to give a clearer view about which among
these management principles are most widely adopted in the
workplace together with a glimpse of the advantages and
disadvantages of adopting the same.
Henri Fayol (1841-1925), according to the classical management
theory (Fayol and Urwick) is often described as the ‘father’ of
modern management. The basic components of management
which are planning, organizing, commanding , coordinating, and
controlling enunciated by Henri Fayol together with his 14
principles of management was referred to as “mechanistic” in
Burns and Stalker terms according to Mc Namara (2009). The
latter also mentioned that Fayol’s theory on administration was
established to have been founded on experience and observation
of what is greatly applicable in the organization with which he is
familiar as confirmed by Wren. With this, he is considered to be a
significant influence to the formationof a classical and
administrative management principles even today.(see bola.biz)
Various authors highlighted the importance of the principles of
management in various significant ways. G.R. Terry specifically
claims in his own word that “Principles of management are to a
manager as a table of strength‟ of materials is to a civil engineer.”
Accordingly, “Management principles are important to train and
educate future managers.” This means that without these, to

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 HENRI FAYOL’S PRINCIPLES OF MANAGEMENT AND ITS EFFECT TO ORGANIZATIONAL LEADERSHIP AND
GOVERNANCE
train people for managerial positions would not be made
possible. Likewise, according to Poperwi (2018), principles of
management provide guidelines to enable managers as to how
they should respond to and deal with different situations to
increase managerial efficiency.
The 14 Management Principles (Principles of Management 2008)
laid down by Henri Fayol are most commonly used and adopted
in the organization. These are the following: division of labor,
remuneration, authority and obligation, discipline, unity of
command, degree of centralisation, scalar chain, order, stability
and tenure of staff, loyalty, initiative, esprit de corps,
subordination of interests and unity of purpose. (The Fayol and
Urwick Classical Management Theory). These principles are
believed to be largely based on the capacity to lead, leadership or
managerial styles and willingness of managers to achieve its
organizational goals. They vary according to how they are
applied and accepted depending on the organizations’ structure,
objectives and the will power of the leaders to adopt them.
These Principles of Management are the considered to provide
significantfundamental factors which form the basis of successful
management. They vary according to how leaders apply them in
the organizational setting. These principles of management serve
as a parameter for making decisions and other management
actions.
The significance of the study reveals that with the more
challenging roles of leaders and managers nowadays, it is
expected of them to have adopted management principles which
are likely to lead to successful organizational performance. By
understanding their roles as managers, and learning of their own
strengths and weaknesses, as well as that of their subordinates,
they are given clearer pictures of how they should handle people
well, arrive at a more acceptable decisions and building their
own management principles which are effective in the
workplace. Also, responses of the leaders from the interview
paved way to understanding the challenges they face in
managing the people and organization as well as their coping
mechanisms. Results of this research may be utilized as basis for
current and future leaders in governance. Adoption of the
principles of management which necessarily resulted to effective
leadership may be made as a helpful guide in improving
management skills of leaders and managers in the future.
Learning from present day leaders the challenges they meet
every day and the coping mechanisms they adopt can somehow
provide them a better insight at governance. From this, other
future leaders may well learn from their experiences to improve
their own leadership and management skills as a result. This may
also be helpful to subordinates as well to be made aware of the
motivations and characteristics of the leaders themselves.
Likewise, analysis of the study may also help other scholars or
researchers in forming other principles of management which
may work well with the already existing ones to formulate one
which will be of significant help to the leaders and the
organization.
Objectives of the Study
The study sought:
1. To determine the best management principle that leaders
adopt and find most useful today.
2. To know the biggest challenges the managers encountered
in managing the workplace.
3. To determine how leaders coped with these challenges.
4. To identify which among the 14 principles of management
enunciated by Henri Fayol is mostly adopted in the
workplace and the advantages and disadvantages of
adopting the same.
5. To analyze the effect of adopting these principles of
management to organizational leadership and governance.
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RESEARCH METHODS
Respondents
The respondents of the study were government leaders, heads of
offices and their subordinates from the different municipalities in
the Province of Isabela to include Cauayan City, Ilagan, Luna,
Roxas, San Mateo, Anagadanan, Tumauini, Cabagan, Ramon
occupying department heads position/level represented by the
Municipal Planning Officers, City Human Resource Managers, City
Councilors, Community Affairs Officers, Municpal Budget Officers
and the Municipal and City Mayors themselves and their
subordinates selected through purposive sampling.
Data Gathering Instrument
The research used a semi structured 2 page self-made interview
guide which was intended for the face-to-face interview of all
respondents.
Data Gathering Procedure
In pursuing the study, permission to conduct the interview was
obtained and a formal communication sent to the heads of the
agencies concerned, requested for a schedule interview
convenient to the respondents’ schedule. Respondents were
assured of their anonymity and confidentiality of the data
gathered maintained. Data gathered from responses through
transcripts and recording were transcribed, collated, coded and
analyzed.
RESULTS AND DISCUSSION
Best Management Principle Adopted and Relevant Even
Today
Most respondent managers believed that imposing and
maintaining discipline among its employees is one of the best
management principles they practice. Discipline in an
organization is claimed to encourage a minimum appropriate
behaviour by employees sanctioned by the organization. It is
defined in terms of adherence to the company/organization
rules, regulations, systems and processes. Nwinyokpugi and
Robbinson (2019) provides that discipline ensures smooth
functioning and helps in creating a healthy business
environment. Managers would see to it that all the tasks assigned
and responsibilities expected of the subordinates are performed
well and on time. The ability of the managers to respond to the
different needs of its employees is also most important. Some
managers claimed to have given much attention to adherence to
division of work as well as unity. They abide by the saying
“United we stand, divided we fall” as the best management
principle being practiced and which they find most useful even
today. Also, one of the growing challenges among leaders today,
as claimed by respondents is being a leader by example worthy
of emulation. One of the best management principles still
considered useful by most managers is the exercise of authority
and responsibility. The power of authority according to
Phatakcited by Achinivu, Handsome, Ayomide, Enobong, &
Johnson (2017) suggests that there is a necessity for managers to
possess authority in order to direct subordinates so they can do
their jobs while taking responsibility for their actions. Alongside
this, managers see this as the power to give orders and get
obeyed and the ability to make important decisions. Further,
knowing and understanding the interests of each and every
employee is of great importance as one manager claimed that
“understanding each their situation or where they are coming
from, is a key to managing them appropriately.” The best
management principle most useful and still being adopted this
present time includes the practice of fair play and equal
treatment of employees. Giving equal treatment to employees is
demanded of leaders/managers to be able to exact obedience
and respect from employees. “Once you play favorites,
subordinates tend to question your integrity as a good leader”, as
claimed by respondent D.
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 HENRI FAYOL’S PRINCIPLES OF MANAGEMENT AND ITS EFFECT TO ORGANIZATIONAL LEADERSHIP AND
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Also, leaders practice the principle of “unity of command” which
demands that subordinates should be not be reporting to more
than one manager, to avoid confusion and chaos. Respondent F
believes in the idea that this principle helps the employees
concentrate on their specific tasks and will not get distracted by
too many assignments from different supervisors. “Reporting to
more than one supervisor and given different tasks all at the
same time leads to confusion and lack of focus”, respondent G
claimed. Fayol considered this principle to be very significant
and claims that inability to obey the same leads to a situation
where authority is compromised, discipline is in danger,
directive is in peril and stability disturbed. (Achinivu et. el, 2017)
Biggest Challenges Managers Encountered in the Workplace
Respondents claimed that one of the biggest challenges
managers have to face is how to encourage employees to work
and get the remuneration commensurate to their jobs. Some
believed that others are not fully compensated for their efforts.
Managers more often than not find it harder for subordinates to
work efficiently because they are either not getting the
compensation due to them or are not paid satisfactorily.
(remuneration vs. motivation). With this, challenge is given to
managers to find out ways how to motivate employees to
perform well even with the meager compensation they receive.
Giving additional incentives in the form of awards monetary or
otherwise seem to be considered as a way of solving this
problem. It is provided that Fayol insists that there is nothing like
an unblemished system where employees will always find a
motivation to work. He also highlighted leadership as a key issue
in the field of organizational behavior. Therefore, leadership
significantly affects an individual and organizational interaction.
Significantly, a great leader must not only encourage potential
subordinate to improve efficiency, but also sees to it that their
needs are met in the process of achieving organizational goals
(Hamid, Shah, Rahman and Badlishah, 2020). Thus, wage is one
important motivator for instance. Fayol suggests that, the
significant process of remuneration paid to employees should be
not only be fair and reasonable but also acceptable to both
employer and employees and commensurate to their
performances. (Mtengezo,2015); (Achinivu, 2017).
One local chief executive believed that the biggest challenge he
has to face in managing the people is giving enough assistance or
help to people, help which really creates an impact to them.
Foremost of their demand include the availability of affordable
and efficient delivery healthcare benefits, promising
compensation and promotion privileges. As stated by Abuhassna,
Zakaria, Yahya, Waleed, & Al-Rahmi, (2020), employees claimed
to have developed concerns with the current public health issues
which increased their expectations for a more efficient delivery
of healthcare services among others. Employees expect much
from managers and would depend too much on their capabilities
to implement what the policy or law provides. To be able to do
this, there should be sufficient and adequate facilities that are
expected to support the implementation of a law, otherwise,
there will be hindrances in its implementation. (Kusriyah, 2020)
To these kinds of leaders, everyday offers a new challenge. One
leader respondent gives high regards to a collaborative
governance, that is making all other sectors work together for a
common goal. Government, community, and civil society work as
one to achieve performance in organization. Nwinyokpug and
Robbinson (2019) found that a virtuous collaborative cycle
continues to evolve as collaborative forums concentrate on 'small
wins' that enhance trust, engagement and mutual understanding.
Proper time management has since time immemorial been
accepted as one of the biggest challenges by many leaders.
Leader respondents are always conscious of beating deadlines
and performing tasks assigned on time. When faced with these
challenges, they try exercise proper time management by setting
Journal of critical reviews
targets with necessary timelines. This is further supported by
citing the time-honored principle “Time is gold” as expressed by
one of the respondents when asked this question. Respondent E
also claimed that “a good leader must be able to manage his time
wisely, making most of his available time well spent.” Abiding
with time management techniques will create enough room for
more efficient and productive output as well as social
interactions. Likewise, time management can improve prediction
about work productivity and also enable ability to plan for the
future. Nongmeikapam, & Singh(2018) provides thatleaders must
take into consideration of adopting time management models
and theories which are aimed to improve management skills
and reduce psychological stress from inability to complete
work and other responsibilities. Information dissemination to
subordinates and proper work coordination have also been
considered by managers/leaders as one of their biggest
challenges. Communicating to every employee how things should
be done are not an easy task according to respondents. “
Explaining to each and every employee what and how to do
requires a lot of patience and hardwork considering that they
come from different backgrounds and they have different
capabilities,” expressed by one manager.
Dealing with different kinds of people, coming from different
situations and addressing each of their unique needs is also
considered to be a big challenge for every manager in a
workplace. This is further supported by the statement of
respondent having said that “As a manager, we need to learn to
make adjustments to different situations so we may know the
interests of each and every employee. This is also made possible
through efficient and timely communication with them.”
The exercise of effective leadership is also a challenge for leaders
even until today. Effective leadership presupposes following a
proper chain of command from top to bottom. This statement is
further expressed by the claim of respondent when he said
“Failure of my subordinates is also my failure.” This failure may
be a result of improper delegation of authority which is one of
the most important management principles managers have to
consider. According to Marume, Endudzo, &Chikaska (2016),
Millet defines delegation of authority means more than simply
giving or assigning tasks or duties to others in details its essence
being that managers would be able to bestow on others the
ability to use judgment and discretion when faced with problems.
Foremost among the biggest challenges leader face are imposing
discipline and punctuality in the workplace. This goes without
saying that to be able to do this, respondents claim that leaders
must also be role models of discipline and punctuality.
Otherwise, no subordinates will believe in you because it is said
that “leaders should first be good followers themselves”. As
regards these challenges, leaders are expected to be more
innovative in many ways. As to issues on punctuality, it is
concluded by Hutagaol, Abdilah, Jaya, & Wang (2020) that on top
of giving employees continued motivation, some leaders believe
that integrating modern technology, for example, in attendance
checking using technology has greatly helped the organization
monitor employees presence or absence in the workplace
affecting his over-all performance as it allows the company to get
a lot of benefits, because it will simplify and speed up employees
in the attendance process.
Coping With the Challenges
Leaders would often differ in behavior, disposition and style of
management. These would have to depend on the demands of
work and the response expected of him in every situation. This
goes without saying that leaders act according to the
circumstances he is faced with, encourage team work, build
unity, friendship and camaraderie.
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 HENRI FAYOL’S PRINCIPLES OF MANAGEMENT AND ITS EFFECT TO ORGANIZATIONAL LEADERSHIP AND
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With the challenges encountered, leaders are expected to be able
to develop qualities that enable them to cope with existing
challenges in the workplace. Generally, it is said that being kind
and considerate, good listener, leader by example and one who
takes accountability for the actions of his subordinates are
expected of one who leads the organization. Leaders are
expected to display behavior and attitudes which build their
characters as good leaders. These characteristics usually prepare
the leaders to be more steadfast and prepared to face every
challenge they will be made to encounter in the workplace.
Respondent X expressed that responding to the subordinates’
need and extending some genuine help to them seem to be given
much importance. This is further supported when respondent
claimed “The biggest challenge is really how to give a person
enough help that would really create a big impact to him.”
People are believed to be more motivated to work when they are
compensated sufficiently. This explains why respondent Y
expressed that “I want to my employee to be compensated
commensurate with job he is assigned.”
Dealing with people of different cultures, behaviors and attitudes
has been one of the most challenging role of a manager these
days. To this, employer responds to this role by understanding
and adopting to the different personalities. Respondent Z says
that “Being kind and considerate with the people you work with
is the best way to handle this challenge.”
Maintaining a good and stable relationship with subordinates
founded on trust proved to be very helpful to respondent Z
primarily because a relationship based on this one is considered
one of the key factors of working with people harmoniously. This
importance is further supported by Caldwell, Hayes, & Long,
(2010); Schraeder, Self, Jordan, & Portis, (2014) with the
observation that gaining the trust of employees in the workplace
is significant to the success of contemporary organizations.
“When you have a good working relationship with people, you
will be able to establish camaraderie, good working relations and
people tend to be more honest to, and be comfortable with you”,
according to one respondent.
With these growing challenges, leaders recognized their
readiness to learn, especially when the experiences he had
learned will develop his ability to cope with everyday situations
or to carry out "development tasks", tasks which allow him to
grow and develop, professionally or socially. As a result, Nassir &
Borj (2020) claim that managers acknowledged their orientation
to learning which make them focus more on their practical
contributions likely to help in the resolution of problems
encountered daily rather than in in the theoretical aspect of the
issues at hand.
Principles of Management Most Widely Adopted in the
Workplace and its Advantages and Disadvantages
Among the 14 principles of management considered to be mostly
adopted are the principles of authority and responsibility and
division of work, as claimed by the respondents. It is stated that
division of work is the first principle enunciated by Henry Fayol
which provides that workers perform more efficiently at work
when they are given jobs which perfectly matched their specific
specialization. A pointe out by Achinivuet. al(2017),
specialization is important as staff perform defined tasks not
only at a single time but as a habit which becomes routinary.
According to respondents, division of work is enforced to avoid
overlapping of duties. Its advantages include that each employee
works according to his/her specialization. “Also it creates a sense
of ownership and empowerment to people in the workplace”
says respondent A. It is also believed by respondent b to increase
Journal of critical reviews
productivity and efficiency. Management of the working force
becomes manageable because it becomes a controlled
environment with each and every employee having assigned
specific task to work on. This supports the principle which
provided that every work should be divided into the smallest
possible part and each is to be performed by an individual
person. Instead of giving the whole part to a single person, it is
better to delegate each piece of task to another. On the other
hand, the downside is that it invites competition and disunity
among employees because every employee focuses on his
assigned tasks alone and does not welcome the possibility of
multi-tasking. Also, respondent d believed it to be building a
climate of divisiveness instead of unity as each worker will
concentrate more on his task rather than collaborating with
others.
Atmosudirjo (1981) cited by Ismail and Hapsoro (2020) claims
that authority is the power of a certain group of people or power
over a certain spherical sector of government (or field of affairs).
The principles of authority and responsibility are best described
in a collaborative government, which is believed to be very
helpful in governance. An advantage, according to the
respondents is that it gives employees the opportunity to take
part in decision making process. Respondent B expressed that
“everyone gets the opportunity to contribute to every decision-
making.” Its disadvantage includes one will be made responsible
for the wrong decisions made. This further supports claim of
respondent when he said, “The fault of one, is the fault of the
whole organization.” Other respondents were of the view that it
has no negative sides as the advantages far outweigh the
disadvantages. One respondent expressed that authority and
responsibility go together and one cannot exist without the
other. He relayed that having an authority on one hand requires
taking responsibility for your own actions. Blackburn, R. &
Rosen, B. (1993) stressed that an organization succeeds when
participatory management occurs and its workers are mobilized
against the concept of authority and accountability Moreover, it
was observed that managers are regarded with this style not as
rulers but as more coordinators or representatives.
Three (3) out of (9) respondents claimed that the principle of
discipline has been and still up to now been considered as the
most widely adopted principle among the 14. They believe this
principle to set the core values of the organization and best
define a successful governance. This, according to them, is mostly
adopted in their organization because they believed this to be the
most effective way of making their subordinates focus on the
organizational targets that they are set to meet. Without
organizational values anchored on discipline, they said, the
organization is doomed to fail.
Respondent also claimed that unity of command and unity of
direction as mostly adopted in their workplace. Marume,
Endudzo & Chikaska, (2016) managed to explain that unity of
command means that orders should come from one superior
only. In other words, it means that no employee should be
allowed to follow the order of more than one superior. Thus, it
stands for single or mono-command for each person as it is
claimed that to obey multiple superiors are more likely to lead to
confusion, ineffectiveness and irresponsibility. These principles,
as they expressed, are considered to move its people towards the
same direction, invite team spirit, better collaboration with
others to achieve common goal towards the end and are made to
ensure systematic work environment in general. Accordingly,
this principle depicts unity of action as well coordination. It also
enunciates that there should be only a single plan, one objective,
and one leader for each of the plans which should be anchored on
established objectives. (Drucker, 1954); Achinivu, et. al. 2017)
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 HENRI FAYOL’S PRINCIPLES OF MANAGEMENT AND ITS EFFECT TO ORGANIZATIONAL LEADERSHIP AND
GOVERNANCE
There is one management principle which majority of the leaders
claim to be not out of place at the present times and is still widely
adopted, i.e. is the principle of centralization and
decentralization. Achinivuet. al. ( 2017) defines decentralization
as the amount of control distributed among people in an
organization, while centralization the concentration of decision
making authority in an organization is usually lodged in a few or
single authority. Centralisation connotes the concentration of
decision making authority at one level usually at the top
management. In contrast, decentralization is the distribution of
authority to the lower levels in an organization. In support,
Poperwi [2018) provides that while centralization shows
decreasing the role of subordinates in decision making,
decentralization means otherwise, i.e. increasing their role in
decision making.
Adoption of the Management Principles and its Effect to
Organizational Performance
Adoption of one or more of the 14 principles of management of
Henri Fayol has been claimed by respondents to lead to a more
effective leadership. Respondent X believed that the exercise of
the principle of division of work, for instance has promoted
efficiency of the workforce as well as increased productivity.
Discipline is also among the 14 principles claimed by majority of
the heads of offices to be the most basic and widely adopted and
reinforced in the organization. This has been viewed by many to
be the cornerstone of good governance as it leads the whole
organization to focus on the goals set by leaders. Respondents
agreed to a concept that discipline is a two way street. If the
employer demands it from his employees, he should practice it
too.( Fayol, 1917)
Time management is believed by almost all of the respondent
leaders to have led the people more appropriately geared
towards the performance of its goals as it is anchored on
finishing the given tasks within the particular time frame. An
article tiled Principle of Effective Management for Balance well-
being and Success provides that task focus and doing one thing at
a time seem to be of great help to having an effective time
management. Others expressed that the principle of unity of
command has been adopted in the workplace and it contributed
much to the success of the organization as it is believed to have
resulted to better performance by the employees. Significantly,
some were of the view that adoption of not only of one but a
combination of one or more of these principles lead their
organization to better governance. It is believed that
collaborative governance according to Cai (2018) which
exercises authority and responsibility, discipline, unity of
direction all at the same time is positively working on them
because it summarizes the principles of good management and it
has everything on it. The collaborative governance which was
developed as a new social theory to respond to the needs of
modern society can be utilized as a theoretical basis for the
involvement of the government, market and the society. The
collaborative governance theory enforces the use of collaborative
thinking and methods to put together all policies on management
and enforce or implement the same to effectively attain
functionality of the system in place. It is further confirmed by
Ansell & Gash (2007) that collaborative governance, is
considered to make workers work together in collective forums
to engage in consensus-oriented decision making. These, so far
has been the effect of the principles of management to their
leadership and governance.
CONCLUSION
Majority of the leaders supported by the claims of respondents
viewed that the adoption in the workplace of these principles,
whether singly or in combination with one or more of the
principles have more positive effects on the organizations as a
whole. These principles have made them performed efficiently,
Journal of critical reviews
work with others well, gave them a sense of fulfillment because
these allowed them to express themselves freely, participated in
decision-making and empowered them as individuals who
contributed much to the organization. On the other hand, leaders
believed that these principles positively affected their leadership
as it enhanced their authority and accountability to its people,
understood their people well, and through teamwork and
initiative coupled with discipline, it allowed them to exercise
better governance which resulted to the success of the
organization as a whole.
Thus, it may be concluded that good governance is anchored on
the efficient and effective adoption of these principles of
management by Henri Fayol coupled with an efficient and able
leader to lead the group on top with subordinates who are
willing to cooperate, work with motivation and empowered to
obey the leaders and be able to contribute to achieving the goals
of the organization leading to its success.
Results of this research may be utilized as basis for future
studies. Likewise responses and other data gathered in the study
may be made the basis of other related studies in the future to
generate a more improved concept or principles of management
including other variables not included herein. The researcher
seeks to conduct for future researches the same topic on the
principles of management, with the inclusion of private
organizational structures, but with the addition of determining
the level of adoption of these principles, and determining the
difference in the perceptions between the leaders and the
subordinates as to its adoption and its effect to organizational
success, making a comparison between the adoption of these
principles between government and private settings.
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