Value and relevance of three of Follett’s ideas for managers in the 21st century Values and relevance of Mary Follett’s ideas for management Follett was one of the theorists whose work is highly recognized to date. Her perception towards management was to lead an organization as a motivated character, by examples, acknowledge employees as well as resolving conflict in the organization. This analysis will examine the value of Mary Follett’s ideas of leadership, conflict management and motivation for managers in the 21st century. Leadership To manage is to lead or direct a team or an organization or a group of people towards achieving the desired goals and objectives efficiently and effectively.
Leadership is a skill required by managers to run an organization towards its potential growth as a well focusing on employees who are a vital organ for the entity. Follett’s work entailed an understanding of the art of leadership and administration. She explains the aspect pluralism that should be handled by a leader as an understanding of diversity and homogeneity in an organization (Aupperle, 2007, pp. 364). This is where individuals are independent and also competitive with each other.
A good leader should encourage team work as well as nurture individual talent. The leaders of today have come to learn that the spirit of team work is much easier if implemented with the guidelines of Follett’s ideas. She explained that a united team managed like a home set up creates room for interaction as well as focuses towards goal attainment. A creative approach towards decision making is put emphasis on. Managers should consider ideas from their employees while making decisions. The employees are the very same people to implement the strategies of the management hence it is easier if they are encouraged to pitch in with solutions to a problem.
The leadership of 21st century is faced with challenges of technological advances. The aspects of globalization and e-commerce business management call for action to face the problematic situation of the economic crisis. Follett’s advocacy would be towards communication aspect. Effective management requires proper and swift communication to run an organization. The chain of command should not be broken but a clear cut communication process should be maintained.
Leaders should acknowledge group power over exercise personal power. A leader has the art to guide people to do what he wants to achieve through group work (Johnson, 2007, 425). Conflict management The problematic issues in today’s organization should be tackled by striking a balance between the two dynamics of culture i. e. homogeneity and diversity. A creative approach has been adopted in understanding mutual commonalities according to Follett. This is through managing a team of different communities who share common goals and values. As much as warring groups exist in any entity, at the end of the day they are people who share common goals (Aupperle, 2007, 365).
Managers need to understand this and follow a reconciling process as Follett suggested. As managers, Follett advocates for an understanding of team conflict and the benefits that can arise from that. Some conflict can generate ideas which if implemented properly, can lead to growth of the organization. The organization culture in the 21st century is faced with dynamics of technology and environment. Reconciling the ideas in an organization is vital.
In the current economic times, managers have been viewed to be imperfect and unsure of how to lead. In this light, conflict often times arises in organization. Questions have been raised on what software to apply, what communication models to adopt, where to expand the business, the technical resolving issues and so on. Major conflicts have risen that call for proper managerial skills. Borrowing ideas for Mary Follett, her advocacy was towards an understanding of the end value. The people being led by a manager, in political or organization issues all have a commonality.
They want a way of survival; achieve happiness, recognition as well as being promoted. In view of this laying the commonalities down help the managers find the way forward to resolve these conflicts. What drives the conflict and how it can be beneficial to an organization is should be considered. A collaborative approach is thus encouraged to resolve conflicts. The conflict can be resolved by submitting to one person’s approach, sharing the thought or compromising on both suggestions. The managers should be able to analyze the aspect of a conflict and get a solution that favours the greatest number of people.
A creative conflict resolution is examined by the managers today where the parties involves are encourage to find a mutual ground. This works best towards interpersonal growth of employees in any organization (Chuck, Terry and Ike, 2011, 35). Motivation Individual development is encouraged by Follett as a way of attaining overall community development. To do so, a conscious approach is encouraged where the employees relate in a manner to assist each other in development. She examined an integrated approach of how motivated employees achieved their goals in life as well as that of the organization in a wider context.
A bottom- up approach was recommended by Follett. The employees should be involved in the decision making process hence they respond more effectively towards organizational goals. The art of management is recognized in the 21st century where development growth is seen in big corporations. Managers get employees motivated through decision participations towards technological advances, dealing with the economic crisis and in issues of industry leadership that are pre-eminent today.
Follett advocates for an organization that works as an integrated whole where employees and management communicate freely towards the growth of an organization. The manager recognizes the employees as the human resource base that leads to development. There should not be power over employees’ i. e. coercive power rather working with them through coactive power. At the final end, they attain internal satisfaction and organization goals effectively and efficient. A manager is seen as a friend and hence he is given more respect than authoritative and bureaucratic leaders.
Harmonizing and coordinating the efforts of team work is of the essence in the 21st century (Jeanne, 2011, pp. 1). Bibliography Aupperle, KE 2007, ‘Introduction: Mary Parker Follett – A Bridge Over Management’s Troubled Waters’, International Journal of Public Administration, 30, pp 363-366, retrieved 23 November, 2011, Ebscohost database Chuck, W., Terry, C. and Ike, H. 2011. MGMT. Cengage Learning, London 2011, 35-36 Jeanne, DE 2011, Management Theory of Mary Parker Follett "Prophet of Management" Mary Parker Folletts theories presage a bright future for your business, pp1, retrieved on 23 November, 2011, Notary Public. Johnson, AE 2007, ‘Mary Parker Follett: Laying the Foundations for Spirituality in the Workplace’, International Journal of Public Administration; Vol.
30 Issue 4, p425, retrieved on 23 November, 2011, Ebscohost database.