Fayol’s principles of management

Separating specialised tasks increases expertise. In exams connect specialised roles with division of work.

Responsibility for results needs adequate authority. In exams connect responsibility without authority with this principle.

Orders from two superiors create confusion. In exams connect dual command with unity of command.

Activities with the same objective need one plan. In exams connect common objective with unity of direction.

Personal incentive cannot be above the firm's goodwill. In exams link personal incentive harming goodwill with general interest.

Remuneration should be fair and satisfactory. In exams connect fair pay structure with remuneration.

Too much centralisation can reduce decision speed. In exams connect routine approvals at top with centralisation.

Gang plank speeds communication but does not fully end the formal chain. In exams remember emergency communication.

Order means material remains at the right place. In exams connect assigned place with order principle.

Equity is based on balanced treatment of justice and kindness. In exams connect fair evaluation with equity.

Stable tenure preserves experience and relationships. In exams treat frequent transfer as stability violation.

Initiative gives employees opportunity to think and plan. In exams connect new process suggestion with initiative.

Esprit de corps increases team unity and we feeling. In exams connect group unity with this principle.

Fayol's principles are general guides. In exams remember balanced application even in modern context.

One boss is different from one plan. In exams keep unity of command and unity of direction separate.

Specialised roles increase work efficiency. In exams connect role separation with division of work.

Authority and responsibility should go together. In exams connect authority over team with accountability.

An employee should receive orders from one superior. In exams link conflicting orders from two heads with unity of command.

One plan for the same objective is unity of direction. In exams connect same goal training modules with unity of direction.

Departmental benefit should not be above general organisational interest. In exams connect department bonus harming firm with general interest.

The direct answer is C, Equity. Fair salary and fair treatment are related but distinct ideas. Remuneration asks whether employees receive suitable payment for their work. The question says the salary is fair according to the market, so remuneration is not the additional problem. The problem is biased promotion: people are not being treated impartially when opportunities for advancement are decided. That violates Equity, which requires fairness, kindness, and absence of unjust discrimination. Option A, Remuneration, is not the best answer because the question explicitly says pay is fair; the issue is promotion. Option B, Centralisation, concerns the location of decision-making authority and does not explain favouritism. Option C is correct because promotion bias is unfair treatment. Option D, Gang plank, is a direct communication route between employees at the same level in exceptional circumstances; it has nothing to do with promotion fairness. Exam cue: fair pay belongs to Remuneration, while fair treatment and unbiased promotion belong to Equity.

Strategic policy at top and routine decisions below is balanced authority distribution. In exams connect top policy local action with balance.

Scalar chain clarifies the formal line of communication. In exams connect hierarchy communication with scalar chain.

Social order is linked with placing the right person in the right position. In exams connect wrong appointment with social order.

Material order means every thing has a fixed place. In exams connect no fixed place for tools with material order.