The paper "A Critical Analysis of Mary Parker Follett’ s Statement" is a great example of management coursework. According to Mary Parker Follett ‘ knowledge and expertise, rather than managers’ formal authority deriving from their position in the hierarchy, should decide who would lead at any particular moment’ (Waddell, Jones & George 2013, p. 44). This statement carries a lot of weight within the evolution of organisation management in relation to the existing theories. The management theories date back to Smithsonian era which was characterised by the division of labour in its main agenda towards the achievement of organisational objectives.
This did not, however, stop there as there are other theorists with different but related views on how organisational management should be handled. The long-documented history carries with it a lot of fads which have been since abandoned such as centralised management and mechanisation of human beings, stereotypes which have also been abandoned for better practices and also theories which have largely been adopted for the success of various organisations across the globe. This article depicts some of the important developments that management has undergone with Mary Follett’ s opening statement serving as the centre focus.
It eventually opens up to the argument that while some theories have been adopted in accordance to the statement above, stereotypes and fads have been indicatively ditched for amended theories in order to give a clear way for contemporary management. A Critical Analysis of Mary Parker Follett’ s Statement Mary Parker Follett’ s proposal that expertise and knowledge rather than the formal authority bestowed to managers in regard to the hierarchical setup has elicited mixed reactions from various management scholars. In a nutshell, her statement regarding management merely meant that the head of a given organisational task should not be drawn from the management hierarchy but rather from the knowledgeable geeks who possess expertise up or down the organisational hierarchy.
The fact that knowledge and expertise go hand in hand with the right management practices in order to realise organisational objectives could see workers being empowered to lead teams. This proposal did not, however, thwart the importance of having managers in various departments of an organisation. Therefore she suggested that for management to be successful, managers ought to act as coaches and facilitators contrary to the existing perception that they take up monitoring and supervision as their main tasks (Jones & George, 2004). The belief that power is fluid and should flow to personalities that have particular expertise and knowledge to lead at any particular moment greatly contrast from the thoughts of Henry Fayol whose specifics pointed out that a formal line rather known as vertical command chain is the most vital essence of management.
Follett suggested a very important management theory based on a horizontal view which ended up as a major behavioural approach at a time when management had taken a radical turn based on the existing theories.
This was in total contrast of Fredrick Taylor’ s requirements for specialisation as an approach for optimised production. In order to understand Taylor better, the highlighted efficient with regard to the division of labour was to be coupled together with scientific approaches that required some sort of systematic equilibrium (Zuffo, 2011).
List of References
Brunsson, K. H., 2008. Some Effects of Fayolism. International Studies of Management and Organisation, 38(1), pp. 30-47.
Derksen, M., 2014. Turning men into machines? Scientific management, industrial psychology & the 'human factor'. Journal of the History of the Behavioural Sciences, 50(2), pp. 148-165.
Jones, G. R. & George, M. J., 2004. Contemporary Management. Edition 4 ed. New York: McGraw-Hill School Education Group.
Parker, L. D. & Ritson, P., 2005. Fads, stereotypes and management gurus: Fayol and Follett today. Management Decision, 43(10), pp. 335 - 1357.
Parker, L. D. & Ritson, P. A., 2005. Revisiting Fayol: Anticipating Contemporary Management. British Journal of Management, Volume 16, pp. 175-194.
Rahman, H., 2012. Henry Fayol and Frederick Winslow Taylor’s Contribution to Management Thought: An Overview. ABC Journal of Advanced Research, 1(2), pp. 32-41.
Waddell, D., Devine, J., Jones, G. & George, J., 2013. Contemporary Management. 2nd Ed. ed. Sydney: McGraw-Hill Australia.
Zuffo, R. G., 2011. The “human factor” in Scientific Management: Between Ethics, Scientific Psychology and Common Sense. Journal of Business and Management, 17(1), pp. 23-42.