Mary Parker Follett

Definition

Mary Parker Follett was a pioneering management theorist and organizational consultant known for her innovative ideas about power, leadership, and conflict resolution in organizations. She emphasized the importance of collaboration and the need for integrative approaches to managing conflicts, laying the groundwork for modern theories of organizational behavior and human relations.

5 Must Know Facts For Your Next Test

1. Follett believed that conflict is not inherently negative but can lead to creative solutions if managed properly.
2. She introduced the concept of 'power with' rather than 'power over', emphasizing cooperative power dynamics in organizations.
3. Follett advocated for participatory management, highlighting the importance of employee involvement in decision-making processes.
4. Her work laid the foundation for later developments in organizational behavior and human relations, influencing both management practices and academic research.
5. Follett's ideas about integrative conflict resolution emphasize finding win-win solutions that benefit all parties involved.

Review Questions

• How did Mary Parker Follett's views on conflict differ from traditional perspectives, and what implications did this have for organizational management?
  • Mary Parker Follett viewed conflict as a potential source of creativity rather than simply a problem to be eliminated. She believed that when conflicts are managed effectively, they can lead to innovative solutions and stronger relationships among team members. This perspective shifted the focus from avoidance or suppression of conflict to understanding it as a natural part of organizational life that can foster collaboration and development if handled constructively.
• Evaluate the significance of Follett's concept of 'power with' in relation to modern organizational structures and leadership styles.
  • Follett's concept of 'power with' emphasizes collaboration and shared leadership rather than authoritarian control. This idea has become increasingly relevant in modern organizations that prioritize teamwork, participatory management, and inclusive decision-making. By advocating for collaborative power dynamics, Follett's insights encourage leaders to foster environments where employees feel empowered to contribute, ultimately enhancing innovation and productivity within the organization.
• In what ways can Follett's principles of integrative conflict resolution be applied to contemporary organizational challenges, especially in diverse teams?
  • Follett's principles of integrative conflict resolution are particularly applicable to contemporary organizations facing challenges in diverse teams where varying perspectives may lead to conflicts. By focusing on collaboration and seeking win-win solutions, managers can create inclusive environments that value each team member's input. This approach not only resolves conflicts more effectively but also builds trust and respect among team members, leading to a more harmonious workplace that leverages diversity for greater creativity and innovation.

Related terms

Conflict Resolution: A process aimed at resolving disputes and conflicts between individuals or groups through negotiation, mediation, or other collaborative strategies.

Power Dynamics:

The ways in which power is distributed and exercised within organizations, including how it influences relationships and decision-making.

Participatory Management: An approach that involves all employees in the decision-making process, promoting collaboration and shared responsibility in organizational governance.