The Relevance of Henri Fayol’s Four Management Functions Essay

Category: Managing
Published: 30.09.2019

This composition serves to recognize the similarities and dissimilarities of the operate of two managers by two different organisations and the extent to which Henri Fayol’s management capabilities are tightly related to their operate. Manager one particular works by a Woolworths Food retail store at a shopping hub called Featherbrooke Village in Ruimsig, Roodeport, Johannesburg, S. africa. Woolworths is actually a South Photography equipment based dealer that is a specialist in apparel, food, house ware and beauty products and was founded simply by Max Sonnenburg in 1930.

Today they have 400 stores across S. africa, Africa as well as the Middle East (Woolworths: Tentang kami, 2013). Supervisor 2 functions at Mugg & Veggie which is located at the same purchasing centre as the Woolworths Food store mentioned above. Mugg & Bean is a operation restaurant chain that begun by Bill Filmalter, in 1996.

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It can be known for its generosity and value can be. Today it has restaurants throughout South Africa, Makalamabedi, botswana, Namibia, Usa Arab Emirates and Arab saudi (Mugg & Bean: Tentang kami, 2013) Henri Fayol developed five supervision functions that are known today as the four supervision functions of planning, arranging, leading and controlling, and suggested that managers’ operate is made up of these types of functions(Robbins, H et al, 2012; Lamond, 2003). Is usually management really just made from these several functions or perhaps is there much, much more to it? For Fayol, to manage is usually to forecast and plan, to organise, to command, to coordinate and control. To forsee and supply means reviewing the future and drawing up the program of actions.

To set up means increasing the dual structure, materials and human being, of the executing. To command means preserving activity among the personnel. To co-ordinate means binding with each other, unifying and harmonising all activity and energy. To control means seeing that almost everything occurs in conformity with established guideline and portrayed command. (Lamond, 2003, s. 4) Preparing involves formulating a plan to own goals with the organisation at heart. It entails beginning with the conclusion in mind (Lamond, 2003).

Administrator 1 at Woolworths defined planning since formulating a course on what product lines to get depending on the customer type. This means that Manager 1 aims to satisfy the requirements of Woolworths’ target market.. Because of this Woolworths’ point of reference point is what the consumer needs and wants then formulate an idea from that. Director 2 via Mugg & Bean described planning, as getting as many customers as is feasible and offering the best foodstuff and greatest services. This is actually the end in brain that this particular manager features.

Manager two would have to draw up a plan that will help to achieve that very goal. Organising may be the management function of choosing employees while using work that they can be supposed to be performing, deciding who gets to perform what and how(Lamond, 2003). Manager one particular described getting as ensuring the right clubs attend to the best goods when Mugg & Bean’s supervisor 2 defined it as following tested recipes and criteria a hundred percent. These types of descriptions equally coincide with Fayol’s definition of organising for the reason that the former targets coordination even though the latter focuses on the ‘how’ part.

Leading is defined as the management function that relates to commanding charging and inspiring while having the ability to work with and through the organisation’s workforce (Lamond, 2003). Woolworth’s manager 1 describes this as carrying out daily gatherings, planning activities, explaining daily goals and managing operate a positive and consistent way that produces challenging growth experience. Manager 2 explained it while the process of schooling employees and providing bonuses for good efficiency. This should go together with Fayol’s definition of leading.

Controlling is a process of assessing results obtained to set goals, and choosing corrective actions where required (Lamond, 2003). Woolworth’s supervisor 1 referred to it while scrutinising information and communicating with planners, although Mugg & Bean’s administrator 2 explained it because the process of currently taking daily quality controls. Both are very effective for the reason that, with the past, results are in comparison to the plans of the planners, while, while using latter, daily quality regulates are made to make sure that food and services fulfill the required specifications, which as well coincides with Fayol’s description of controlling.

As is obvious by the information shown previously mentioned and in the questionnaires, that was collected from your two managers, Henri Fayol’s four features of administration are strongly related the work in the two managers. However , the effort of these two managers will not be as clear cut and Henri Fayol’s four managing functions will not be as relevant due to the mere fact that each manager’s operate may not be broken down by function only. The job of these managers may very well be explained by the roles they perform as in accordance to Holly Mintzberg, which can be categorised into interpersonal, educational and decisional roles (Robbins, S ain al, 2012).

Henri Mintzberg argued that managers’ daily work may be categorised into Interpersonal tasks (figurehead, liason and leader), Informational functions (monitor, disseminator and spokesman) and Decisional roles (entrepreneur, disturbance handler, resource allocator and negotiator) (Stephen M. et approach, 1987). Henri Fayol’s time-honored theory of management shows that managers’ operate is made up of planning, implementing all those plans after which sitting back to relax and hold out to take corrective action in which it is required.

Henry Mintzberg argued that, however , managers are involved in many tasks and activities that really must be attended to, acquiring calls, responding to emails, communicating with inside and out of doors stakeholders and also carrying out some of the lower level activities that the manager’s subordinates execute (Mintzberg, 1975). This is apparent in your fact that the Mugg & Bean manager 2 who will be also the master is involved in making sure that the best services and best meals is provided which means occasionally carrying out the manual operate themselves. However , some of Mintzberg’s sub functions overlap which in turn does not justify their parting and they are not really focused on obtaining organisational goals (Stephen J. et ‘s, 1987).

It may be somewhat challenging to try and categorise manager one particular and bouffer 2’s operate by Holly Mintzberg’s tasks because the particular tasks and activities are very many and several of them cannot be identified as being any one of those roles. Manager’s work, alternatively, may also be categorised by the abilities the managers themselves have got and are instructed to use, as proposed simply by Robert L. Katz, that happen to be technical, individual and conceptual skills (Robbins, S ou al, 2012). In order for managers to manage properly, they need to possess a mixture of these types of three skills, the percentage of each with respect to the organisational level the director is on (Peterson, Big t. O & Van Fleet, D. D).

Henri Fayol’s four functions may also be unimportant to the Woolworths and the Mugg & Bean managers, mainly because, management has evolved over the many years, since Henri Fayol launched his four functions. Managers are no longer described by just these four traditional functions and the work is much more flexible and process focused. The debate is that managers are no longer identified by their capability to carry out their work as described by Henri Fayol, but are defined by way of a ability to perform processes that allow them to attain particular efficiency goals. These kinds of processes vary from behavioural to organisation building processes. This enables managers to adopt initiative, be proactive, be flexible and also effect confident change in order to achieve efficiency goals.

Mugg & Bean’s manager 2 can describe ‘getting numerous customers while possible’ as a behavioural method and can have initiative produce sure that that goal is met, as opposed to categorising it within Henri Fayol’s planning function which would not make area for nearly anything other than organizing. Chapman, M. A, 2010). In conclusion towards the relevance of Fayol’s supervision functions, the essential role of your manger is still made up of these kinds of four capabilities and other ideas of administration such as Mintzberg’s management roles or Katz’s management expertise are included within Fayol’s four functions.

Fayol’s managing functions happen to be relevant to the management work of supervisor 1 and manager 2 . What are right after and similarities between supervisor 1 and manager 2 . While director 1 it ‘Operations and Foods manager’ for the Woolworths Grocery, manager two is the owner of the Mugg & Bean cafe. While administrator 1 is certainly much involved in leading and handling and provides little to moderate involvement in the preparing and organising functions, supervisor 2 is usually widely associated with all supervision functions. This is evident in the reality the former is a first range manager utilized by Woolworths as well as the latter is actually the franchisee of this particular restaurant.

The function of management is a same no matter rank of manager, business type or perhaps size. Both managers perform the four management capabilities. It is the level to which that they perform every that makes their particular jobs different (Robbins, S i9000 et approach, 2012). Supervision is made up of 3 components specifically demands, constraints and selections.

Demands are what the supervisor must do, Limitations are elements that may charge what the manager can do and selections are actions the manager may do but will not have to. Each one of these differ in form collectively manager because of the difference in organisational principles and goals and because each and every individual differs in how they carry out their particular work, the demands they are given (or give themselves) in addition to the choices earning (Steart, 1982). This is apparent in your difference in the examples of planning, organising, leading and controlling given by managers 1 & 2 . Even though all four capabilities are still staying performed, each is different in each business because it has been customised to cater for the needs of every manager and organisation.