Fayol believed that discipline is not only a respect for position, but it is also a respect for agreed-upon rules.
Reward is another category that Fayol's theory is divided into. Fayol believed that good effort and hard work deserved a fair reward. Today people receive stock options or profit sharing as a reward. Fayol also was a firm believer in tenure for employees because it avoided high turnover rates and recruitment costs.
Fayol's final category is attitude. Fayol's primary idea on this category is that the company is more important than your personal life and interests. Fayol also felt that employees need to show initiative and it was the supervisor's responsibility to help with positive employee morale. .
Another idea associated with Scientific and Classical management theories is that of bureaucracy. Organizational bureaucracy reinforces both Taylor and Fayol's ideas on management. A division of labor, a hierarchy of offices, a set of general rules that govern performance, separation between personal and work life, equal treatment of all employees, personnel are to be selected according to their technical qualifications, and employees are protected with tenure that is they can view their employment as a career are the main characteristics of an organizational bureaucracy.
The Human Relations approach got its start during the Depression and World War II. During this time, due to the surplus of workers and lack of employment, employers would abuse their workers, this lead to the rising of labor unions. These unions had an impact because of the alliance that they created. .
Out of this alliance emerged Elton Mayo and Chester Barnard. They believed that people want to be led and that people want to feel united, they want to be part of something bigger than themselves; people want to feel important in their life. .
Mayo strongly believed in the limits of individual rationality and the importance of relationships between people.