Henri Fayol: Critical Evaluations in Business and Management - Term Paper Example

Introduction In coming up with the 14 principles, Fayol had a feeling that management was no fully define. Inhis attempt to bring changes, he came up with general teachings about management that could be applicable both to “primary schools” and higher education. His commitment towards the idea is seen when he retired in his work, he went to publish books on management principles. He further founded the Centre for Administrative Studies where he interacted with professionals from various professions so as to further his understanding on management principles. Initially, Fayol had discussion in his mind when he came up with the principles. He said, “Will the principles have any management code?” in his discussion, it shows that his principles came to shape the management of most organizations that were in existence and those to come. To date, his principles have formed the basis of management. However, management is not complete without leadership principles. Good leaders are managers and know what and how to manage. In espoused Stauffacher leadership principles, it is the full integration of management principles. Management and leadership principles Division of work: - it is clear that specialization by employees increases the output since they become increasingly efficient and skilled. The idea is to produce more and better outcomes using the same effort. This principle forms the basis of the modern economy which allows an increase in productivity. When my father bought another new car, I thought he would give me the old model. Ironically, he showed no interest to my plea. One day, we organized for a trip to the coast. As we were three sons, he decided that he will assign us various duties. It was not a punishment, but it was a way of making us learn something. He had been a senior manager for nearby tea estate and more often he had been applying his skills. I washed the car; my younger brother fetched the water while my elder brother dusts the seats. Since we wanted to go, we had to prove our desire by working diligently and committedly. In my little knowledge, I did my work because of the reward- going for a trip. Little did I know that it was one way of managing a small family. This will make every worker perform efficiently in his/her area. The overall outcome would be higher than no division of duties. In our house, we have employed people to assist us in daily chores. Since they cannot perform equally, we have assigned them duties according to their specialization. Some may work in the kitchen while others in the garden. The results would be amazing. Authority and responsibility: this refers to the right to give orders, but the responsibility is rising with it. For every action that a person takes, he/she is responsible for the outcome. When I was in my elementary school level, the head teacher was very harsh on senior classes. All the teachers feared him because of his powers and authority to give punishments. As we sat for final examinations, I decided to go to school with leather jacket since it was cold. Little did I know my day would turn hectic. He had instructed that nobody should deviate from the school rules. He was a role model and tactically proficient. I was responsible for my actions at long run. His disciplinary measures were appropriate. The deputy, senior teachers and the subordinate staff respected him and everything he instructed, there was unity command. As the boss said, there was nothing more to debate. In several occasions, parents could admire his actions because of the outstanding school performance. Every department and subject teachers would work hand in hand to maintain the academic standards. Both the teaching and non-teaching staff worked together in bringing us to achieve our objectives. In one occasion, our school was hosting interschool athletics competition. Every part of the compound was furnished accordingly. All the pupils were taken to the hall for briefings on how we could organize ourselves and behave. Thereafter, the workers were oriented on their expectations. During the material day, the compound was orderly and neat. Every corner was manned and no stone was left unturned. From the presents given, he was named the best head teacher in the district. When we were organizing our trip, I went to the office for some consultation. His service was one-stop. What was possible was done instantly immediately. Essentially, the head’s distinct managerial and leadership could be seen through the organization of the entire program. When I finished my advanced level education, I worked with an international company dealing with detergents. I had worked as a casual worker for three months before I relocated. After the interview, we were taken through training to familiarize ourselves with the organization and our responsibilities. One thing I recall is that there was there was scalar chain of command. I had my position to stand as a casual laborer and I could not be intimidated as a low income worker. Interestingly, most workers were long service; some had served for over twenty years. The manager was very concern on the affairs of the workers and they could interact freely. Some had been rewarded and promoted for their outstanding performance. Rarely did the employees resign for discontentment. Management depends on the type of leaders in place. One day, my supervisor called me to seek some information on ways of improving improves the performance. Although I did not have concrete policies, I shared a few I had. Within two weeks, some ideas I suggested had been put in place. I was glad that I could be part of the decision makers. From the freedom we were given, I came up with ways of recycling refuse to minimize wastage. The company had been wasting a lot of money buying fuel which could have been obtained from biogas from the refuse. From the Fayol’s management and Stauffacher leadership principles, workers should be given enough freedom to initiate new ideas while managers should inculcate a sense of responsibility among the workers. Accordingly, both management and leadership principles determine the nature of the organization and the level of performance. The performance of the ‘workers’ increases gradually. For instance, during my schooling, the head teacher was very strict, but in real sense, he was fully equipped with good managerial and leadership skills. How he organized his duties, staff and manage the school showed that he was a good leader. Also, management and leadership principles encourage cooperation and clearly define the responsibilities of every worker. Managers will do their part while the subordinates do theirs. In my work as a casual worker, I played my role whole heartedly without fear of intimidation. Indeed, organizations refer to Fayol’s principles for effective management. Conclusion/ summary Having all said and done, organizations cannot perform efficiently without concrete principles driving it. They give a sense of direction the organization to follow by promoting collaborative and supportive environment. Management will act as a centralized unit without personal interest and accommodate all the employees. This implies that the autonomy of all the parties is protected since no devaluation of others. Fayol has set the base for past and modern organizations, learning institutions and work places. Furthermore, leadership principles make one a better leader by shaping his/her values and traits. Fully adoption of these principles will encourage workers’ career development throughout their service thus enhancing their performance. Lastly, both principles help one to do self-evaluation of his or her duties; whether he/she deserves a reward or needs more improvement. Bibliography Wood, John C and Michael Wood. Henri Fayol: Critical Evaluations in Business and Management. NY: Taylor & Francis, 2002. Read More