“Authority should go with the knowledge…….. Whether it is up the line or below

Follett proposed that, “Authority should go with knowledge ... whether it is up the line or down.” In other words, if workers have the relevant knowledge, then workers, rather than managers, should be in control of the work process itself, and managers should behave as coaches and facilitators—not as monitors and supervisors. In making this statement, Follett anticipated the current interest in self managed teams and empowerment. She also recognized the importance of having managers in different departments communicate directly with each other to speed decision making. She advocated what she called “cross-functioning”: members of different departments working together in cross-departmental teams to accomplish projects—an approach that is increasingly utilized today. Fayol also mentioned expertise and knowledge as important sources of managers’ authority, but Follett went further. She proposed that knowledge and expertise, and not managers’ formal authority deriving from their position in the

Hierarchy should decide who would lead at any particular moment. She believed, as do many management theorists today, that power is fluid and should flow to the person who can best help the organization achieve its goals. Follett took a horizontal view of power and authority, in contrast to Fayol, who saw the formal line of authority and vertical chain of command as being most essential to effective management. Follett’s behavioural approach to management was very radical for its time.

First Lady of Management (Mary Parker Follett)

Mr. F W Taylor is known as father of Management Thought, but when it comes about Mother of Management?

The name of Mary Parker Follett is always taken with respect in the field of management as Mother of Scientific Management the credit of being first lady of management is also credited in the account of Mary Follett. She was first lady ever invited from management field to London School of Economics.