Significance of Management Principles
Provide useful insights to manager :- Principle of managers provides useful insights to managerial behaviour and influence managerial practices. These principles will add to their knowledge ability and understanding of managerial situations and circumstances.
Managers may apply inside principles to fulfill their task and responsibility. They enable the managers to learn from past mistakes and save time by solving recurring problems fast. So, management principles increase management efficiency.
Optimum Utilisation of Resources :- Management principles aim at optimum utilization of human and physical resources for the attainment of organizational goals. By optimum utilization, we learn that resources should be put to use in such a manner that they should give maximum benefit with minimum cost.
e.g:-  Science not rule of thumb suggest-every task should be done with minimum required efforts and energy.
Scientific Decisions
Management principles enable the managers to approach various problems systematically & scientifically & keep them in taking scientific decisions to meet changing conditions. Management decisions taken on the basis of principles are free from bias and prejudice because they emphasize logic rather than blind faith.
Meeting Changing Environment requirements :- Management principles train the managers to adopt the changes in technology in right direction and at right level in the organization. Thus, although the management principles are general guidelines, yet they are modified by the manager to meet changing requirements of the environment.
Fulfilling social Responsibility :-  Management principles not only act as guidelines for achieving organisational objectives but this principle also guide the managers to perform social responsibility.
E.g:- principles of “Fair Remuneration’ insists on adequate salary to employee.

(i) Functional Foremanship
It is extension of principle of division of labour, resulting in specialisation. According to Taylor, a single worker or supervisor cannot be expected to be an expert in all aspects. Thus, he advocated the appointment of eight foremen to guide workers, under planning and production departments.
Under the planning incharge, there are four personnel:
(i) Route clerk 
He is responsible to specify the route of production
(ii) Instruction card clerk 
He is responsible to give instructions to the workers.
(ii) Standardisation and Simplification of work
Standardisation is the process of setting standards for every business activity, process, raw materials, time, machinery and methods, to achieve efficiency.
Standardisation of product implies that the size, design, quality, shape, etc of the product should meet the requirements and tastes of consumers.
The objective of standardisation are:
(i) To maintain quality standards.
(ii) To set up performance standards of men and machines.
(iii) To provide interchangeability of manufactured parts and products.
(iv) To achieve target production in pre-determined time. simplification means eliminating superfluous sizes, varieties and dimensions. Its aim is to:
(a) Eliminate unnecessary diversity of products and thereby reduce costs.
(b) Help in achieving economy in the use of required machines and tools.

Taylor's scientific management
Scientific management means applying the standardised methods and tools to increase the output, its quality and to reduce costs and wastages. It is a systematic and thoughtful approach. In the words of Taylor, 'Scientific management means knowing exactly what you want men to do and seeing that they do it the best and the cheapest way.'
It emphasises replacement of 'rule of thumb' i.e. personal judgement, by scientific selected methods and tools.
Principles of Scientific Management
The philosophy of scientific management is based upon the following principles:
1. Science, not Rule of Thumb
This principle of scientific management discards the old approach of rule of thumb. According to Taylor, each job should be performed in an organisation as per the scientific approach, as there is always one best method to maximise efficiency.
This method can be developed through study and analysis. It involves the following steps:
(i) Investigation of traditional
(ii) unifying the best practices
(iii) Developing a standard method.
Selecting 'one best method' for activities can result in saving time, effort, money and resources.
2.Harmony, not Discord
According to this principle, Taylor emphasised that there should be complete harmony between the management and workers and there should be transformation in thinking of both parties, called mental revolution.
It implies that management should share the gains with workers and workers should work hard for the betterment of the business.
It also emphasises that prosperity of the employer cannot exist for long fit it is not accompained by the prosperity of its employees, and vice versa. e.g. Japnese work culture, where the workers wear a black badge if they go on strikes and works more than normal working hours to gain the sympathy of the management.
3.Cooperation, not Individualism
This principle is an extension of principle of harmony, not discord. According to this principle, 'Competition should be replaced by cooperation. Management and workers both should realise that they need each other'. For this, management should entertain and reward the constructive suggestions of employees and follow paternalistic style of management. At the same time, workers should also cooperate with management, desist from going on strikes and making unreasonable demands to the management. According to Taylor, there must be an equal division of work and responsibility between workers and management.
4. Development of Each and Every Person his/her Greatest Efficiency
According to this principle, 'Each person should be scientifically selected and then assigned work as per their specialisation and in any case, if training is required, then impart training to them as efficient employees would produce more and earn more'. Worker training is essential to learn the 'best method' developed as per the scientific approach. This would ensure greatest efficiency for both, workers and the organisation.

i) Development of each and every person to his or her greatest efficiency & ability.
(a) Employees should be selected scientifically.
(b)  Efficient employees produce more to earn more.
ii) Science, not rule of thumb
iii) a) Growth for all
b) Prosperity for workers and Company
c) Caring for employees
d) Responsible to use resources

Fatigue study determines the amount and frequency of intervals in completing a task. Workers can not work at a stretch. After putting in work for a certain period of time, they feel tired which affects their performance. It they are allowed rest intervals, they will regain their stamina and will resume their work with greater efficiency.

This principle require that there should become understanding between workers and management. Manager should create suitable working conditions and resolve all problems scientifically. Also, workers should attend to their jobs with devotion and be careful not to waste resources of the organization. Workers should be disciplined and loyal. It helps to produce synergy effect, since both management and work in union.

Mental revolution implies change in the attitude of both the management and the workers towards each other. It becomes possible by :
(a) sharing a part of surplus with workers,
(b) training of employees,
(c) division of word, 
(d) team spirit,
(e) positive attitude,
(f) sense of discipline,
(g) Sincerity etc. Mental revolution results in achievement of organizational goals effectively and efficiently.

Unity of Command :-
Consequences of Violation :-
If an employee gets orders from two superiors at the same time i.e., principle of unity of command is violated.
1. authority is undermined
2. discipline and order is disturbed
3. stability is threatened
4. conflict among superiors
5. loyalty of employee is divided
6. employees will remain in confusion regarding whose tasks to be done. He will have option for excuses.

1) Time study : It determines the standard time taken to perform a well defined job the objective of time study is to determine the no of workers to be employed, frame suitable incentive schemes and determine labour costs.
2) Method study : The objective of method study is to find out one best way of doing the job.
Example : To manufacture shoes, the methods could be manual or mechanical but the cost of labour & capital to manufacture shoes may vary. The management has to decide about the method to be used t manufacture shoes.
3) Motion study : Motion study refers to the study of movements like lifting, putting objects, sitting etc, which are undertaken while doing a typical job.
Example : Suppose a worker is engaged in a motor mechanic job. The expert in motion study observe how he moves various parts of his body, how many times he has to pick up and keep the tools back.
4) Fatigue study : Fatigue study seeks to determine the amount & frequency of rest intervals in completing a task.
Example : Suppose an employee is working in a plant where three shifts are in operation. If he continues to work in the second & third shift, he may feel totally exhausted and will not continue to work any longer.

Principle of stability of tenure of personnel : According to this principle, employees should not be moved from their place frequently. The period of service in a position should be fixed. Fayol suggest that employee turnover should be minimized to maintain organizational efficiency. There should not be frequent terminations & transfers. Effects :
1. Provides a feeling of job – security among the employees.
2. Employees efficiency increases and they contribute their maximum when feel that their job is secure.
3. No wastage of time & resources
Adverse effects of violation :-
1. Cost of unnecessary labour turnover. Recruitment, selection & training cost will be high.
2. If the job of a person is not secure, he/she will look out job else where and his/her work will not be satisfactory