Explain the principles of Mary Parker Follett's human resource management?
How do companies use systems management to make sense of organizational and environmental complexity?
Since this is not my area of expertise, I searched Google under the key words "Mary Parker Follett principles" to get this:
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The environmental protection agency administers environmental stadards in the us epa represents the ____________part of the organizations
Mary Parker Follett was a management theorist who made significant contributions to the field of human resource management. Her principles emphasized the importance of understanding the human aspect of organizations and promoting worker participation, collaboration, and cooperation. Here are the key principles of Mary Parker Follett's human resource management:
1. Integration: Follett believed that organizations should seek to integrate individuals and groups within the organization rather than dividing them. This involves creating an inclusive work environment where everyone contributes to decision-making and problem-solving processes.
2. Participation and Empowerment: She advocated for the active participation of employees in decision-making, as she believed that involving employees in decision-making would lead to better outcomes and increased employee satisfaction. By empowering employees, companies can tap into their knowledge, skills, and creativity.
3. Conflict Resolution: Follett emphasized the importance of resolving conflicts within the organization constructively. She promoted the idea of finding solutions that consider the interests of all parties involved, leading to outcomes that benefit the organization as a whole.
4. Ongoing Learning: Follett believed in continuous learning and development within the organization. She recognized that organizations should support the growth and development of their employees, helping them acquire new skills and knowledge to adapt to changing circumstances.
Regarding systems management and its use in making sense of organizational and environmental complexity, companies employ this approach to understand and manage the complex interactions and interdependencies between various components within an organization and its external environment. Here's how companies utilize systems management to navigate complexity:
1. Systems Thinking: Companies adopt a holistic approach that views the organization as a complex system composed of interconnected elements and subsystems. By understanding the interactions and relationships between these elements, organizations can identify potential impacts and develop effective strategies to manage complexity.
2. Mapping Interdependencies: Companies use systems management to map out the interdependencies between different parts of the organization and its environment. This involves identifying how changes in one area can influence other areas, helping organizations anticipate and manage potential ripple effects.
3. Feedback Loops: Systems management involves establishing feedback mechanisms that allow organizations to gather data and information about the outcomes and impacts of their decisions and actions. This feedback helps refine strategies and make necessary adjustments to manage complexity effectively.
4. Adaptability and Resilience: Systems management enables organizations to be adaptable and resilient in the face of complexity. By understanding the dynamics of their internal and external systems, companies can identify potential risks, respond to unexpected disruptions, and quickly adapt their strategies to changing circumstances.
In summary, Mary Parker Follett's principles of human resource management emphasize integration, participation, and collaboration within organizations. On the other hand, systems management provides a framework for understanding and managing organizational and environmental complexity by adopting a holistic approach, mapping interdependencies, establishing feedback loops, and fostering adaptability and resilience.