A Glimpse Of Mary Parker Follett Theory

    Mary Parker Follett, who was also known as “Mother of Modern Management,” was born on September 3, 1868, in America. Not only was she a pioneer in the organization behavior and organizational theory field but also a philosopher, management consultant, and social worker. She came from a Quaker family that was wealthy and studied in Cambridge. Mary Parker graduated in 1898 from Radcliffe College in Latin honors, summa cum laude. Ironically, she was rejected from Harvard because she was a woman. 

    Follet attended the Thayer academy day school and spent much of her free time looking after her disabled mother. Mary Parker Follett studied at the University of Cambridge in 1890-91. She then moved on to study for the next six years, eventually graduating after an irregular attendance. 

    Mary Follet published many works in the next three decades. She was the first woman ever to address the London School of economics, where she spoke on the cutting-edge issues of management. 

    Mary Parker Follett died in Boston, Massachusetts, in 1933.

    Follet’s education and dedication to social work led her to develop management theories that still resonate more than 100 years later with modern organizations. Her most important contribution was her group dynamic theories which were way ahead of those times. 

    Theories founded by her helped many people, but she did not manage a for-profit enterprise. It was Mary Follett, who was the face behind the famous organizational theory.

    Early in the 20th century, Follet shines out as the most recognizable among all the management theories floated. The Parker Management theories on employee engagement at the workplace remain relevant today. 

    Male voices mainly put forward the early 20th-century discourse on management theories, which reflected the patriarchal society and values in those days. At the same time, the women‘s suffering movement was taking place in the US, and new proposals were put forward at workplaces.

    Mary Parker Follett Theory

    mark parker folett theory

    Follett always believed in “the art of getting things done through people.” The organizational theory by Follett emphasizes individuals and the autonomy power that encourages workers to work in collaboration. This management theory by Follett came up from an unfamiliar angle. She served the poorer neighborhoods of Boston as a social worker after graduating. She created an educational and social group when she came across the damage that was caused to people in her neighborhood because of not having enough community space. This is when she started researching her topic, group dynamics. Society and individuals go hand in hand to shape each other was her central theory that was derived from community centers and not from the boardroom. On translation of the theories in her workPlace, Follett again found that collaboration and defining of roles makes a group successful. According to her leadership was not power over but power with which she meant that the key attribution of a leader is working collaboratively with resolving conflicts through finding the middle ground.

    The contribution of Mary Parker Follet to Management 

    As a management theorist, Mary Parker Follet pioneered the concept of lateral process in the organization hierarchy. This recognition led to the matrix-style organization formation, which Dupont first adopted in the 1920s. 

    Understanding the Organizational theory pioneered by Mary Parker Follet

    The organizational theory put forward by Follet focused on individuals and emphasized the power of autonomy that encouraged employees to collaborate in their workplace. The people-oriented management method was brought to attention by Follet before many others.

    Mary Parker Follet, who was a contemporary of Gilbreths and Taylor, had a different reference frame, and thus her ideas form the understanding of modern organizational behavior. Her social worker background helped her understand the importance of human psychology and the associated power dynamics rather than the scientific and mechanical approach to organizational work and employee-management relationships

    Mary Parker Follett contribution to management was highlighted when ThoughtCo. noted that she was one of the first to integrate the organizational conflict ideas into management theory. Follet believed conflict could be a source of innovation, not requiring a compromise. Her concept of conflict is even more relevant today. In an easy, she wrote coined the terms “power with” like and “power over,” which differentiated the participative power from the coercive power.

    Follet developed the idea of leadership through the above concept. According to her, in other words, it meant that authentic leadership was all about collaboration and conflict resolution through compromise. Follet’s idea was positively received, and President Roosevelt recruited the woman who Harvard once rejected for giving direct advice on how to manage non-profit organizations

    The work of Follet is rarely published or covered marginally. Yet, many theories in management and psychology have her ideas included, for example, the work of Abraham Maslow. Well-known management consultant Peter Drucker whom Business week called the man who invented management had himself called Follet the “prophet of management.” 

    Applying Follett’s Management Theory To Employee Engagement

    After the demise of Follett on December 18, 1933, people hardly remember her work. This was a reminder of how gender dictated canonicity. But, eventually, in the 20th century, there was a revival of attention in the theory of ‘soft’ organizational that included the movement of human relation by Elton Mayo for expanding the theory of group dynamic by Follett. Her theory had a modern approach but the message was very simple. It said that the engagement of employees will be more efficient when in their role autonomy will be given, considering them to be intelligent and last but not the least working in collaboration. More than a century later, these ideas formed the heart of the modern organizational workplace.

    Mary Parker Follett principles of the Management Theory included these two principles:

    • Real power is “co-active,” i.e., power with and not “coercive” or power over. 
    • True leaders in organizations prefer to create group power instead of highlighting personal power.

    Engaging employees using Mary Parker Follett’s Management Theory

    Mary Parker Follett is also credited with coining the term “win-win” situation. This feat fits perfectly in an organization where an employee’s autonomy is a win-win for both the individual and the organization as it increases engagement and productivity

    The first step to achieving that win-win final state is to allow room for an employee to be heard. Follett was a die-hard proponent of reciprocal working relationships- here is where confidential two-way conversations become essential.

    The management theory of Follet exists for increasing coordination among employees. She believed that management was all about getting things done through people and is rightly considered the Mother of Management.” 

    Mary Parker Follett, who never managed a for-profit organization, offered valuable advice on the importance of powering with rather than powering over and integrated them on resolving interpersonal conflicts among employees.

    The classical management viewpoint emphasized

    She once said, “Leadership is not about exercising power but building capacity to increase power among those people who the leader leads.” The most crucial work of a leader is to create more leaders.

     Follett’s Theories As ‘Drivers’ For Engagement 

    Mary Parker Follett THEORIES

    Follett argued that a complex organization can never be successful with a model that has a single leader, who is bossy and goes around giving orders. If an organization allows its employees to use experiences and ideas of their own, there can be benefits such as giving the organization an intelligent resource and that employees acknowledging their skills.

    But, the question today remains that how can dynamic theories of group applied by managers today? The answer to this question is: People can apply Follett’s theory in multiple ways.

    • Make the colleagues work as a team by establishing open-plan offices and project teams.
    • The manager should make the employee aware of the end goal, but let him/her be flexible to reach their target.
    •  The organization should encourage a hierarchy that is flat and should not make the employee feel devalued but feel that employees are empowered along with the leaders.
    • One of the best ways to encourage the employees is to let the people from different teams work together by creating a buddy system. This system will enable the employees of all departments and levels to share learning as well as spend time.

    So, this system is a win-win as said by Follett. Not only is it beneficial for employees but also for employers and organizations. One of the best ways to apply the Follett management theory is by conducting an employee engagement survey.

    Mary Parker Follett Principles

    Mary Parker Follett Principles

    From the principle of coordination proposed by Mary Follett, it is very clear that this theory by Follett is for making sure that there is proper coordination with the employees of an organization. Below are few coordination principles that were followed by Follett to make her management theory effective.

    Which principle of coordination was described by Mary Follett?

    There are four principles of coordination in Management   

    1. Direct Contact
    2.  Early Start
    3. Reciprocal Relationship
    4. Continuity.
    • Direct contact with the employees

    When the contacts between the manager and employees are direct, there is less misunderstanding and conflicts. One of the easiest ways to practice this theory is to hold meetings and discussions with the team in person.

    • Early Stages

    The coordination should be mastered and learned straight away. Every employee is equal and it is a group they make an organization, so the role of every individual is important. Each employee has a significant role in an organization, and they complement the other employee’s role. 

    • Reciprocal Relationship

    Each employee regardless of the level in which they are, should give equal efforts and work effectively and efficiently. An organization always works with team efforts and cannot be run by the effort of an individual. Each employee needs to integrate with the others in an organization, and no employee should be working more than the other.

    • Continuous Process

    Coordination is something that should be followed at every point and not just be learned and forgotten about. It is a continuous process and needs to be maintained, and management should ensure the same.

    Apart from the above four Follett main focus was:

    • Integration

    Follet believes that for an organization to reach its goals, employees of all levels need to integrate. In case of a conflict, a conscious effort should be made to make the team work together and to pull rather than push. The results will be more content as each employee will be doing their part.

    • Power With

    The senior management should not try to control everything, rather it is best to delegate most works. But while delegating the work, there should not be a strict hierarchy that the organization follows. Co-active power is something that Follett believed should be practiced. She believed that one should power with the team and power over them, to make sure every employee feels they are important.

    It is obvious that one cannot eliminate the hierarchy completely as it is crucial to have a structure. But at the same time, it is even important to make the people of the organization will be valued.

    • Group Power

    Instead of personal power, it is the group power that should be valued. It is not just one person who benefits for whom the firm exists but it is for the benefit of every employee as a whole. If group power exists, the employees and their colleagues will work as a team to reach the goal rather than competing with each other.

    So, even today, after a century or more, leaders and organizations follow this theory as it helps to have a collaborative and motivated workplace.

    Conclusion 

    Mary Parker Follett focuses on the key areas of management, and they are broadly about three things- Leadership, authority, and conflicts. Mary has called management the art of getting things done through people. The unique background of Follet led her to take unusual positions on many significant issues that formed the core of mediation on rigid conventional viewpoints. 

    The legacy she leaves behind can be gauged from the fact that after her death, instead of her works and ideas getting disappeared from the management circles of American organizations, it continued to gain followers, and in the last decade, her work has been rediscovered.



    RELATED ARTICLES

    icue download

    iCUE Download: Rule The Games Smarter, Not Harder

    In today's competitive gaming world, where every millisecond counts, having the right tools on hand...
    Innovation Management

    How Innovation Management Software Unlocks Employee Potential and Drives Growth?

    In today's warp-speed business environment, harnessing creative potential is essential. Thankfully, technology can unleash our...
    New Hires with a UKG Integration

    How an HR Director Saves Time Onboarding New Hires with a UKG Integration?

     By Yan Courtois Integrating Applicant Tracking Systems (ATS) with UKG streamlines hiring processes by seamlessly syncing...
    Land Development

    Optimal Approaches to Land Development: Criteria for Assessing Urban Projects

    In land development, adherence to the best practices and industry-standard criteria is essential. Thoroughly examining...
    Inventory Management

    Efficient Inventory Management: Tips for Retailers Working with Suppliers

    Efficient inventory management is the backbone of a successful retail operation. For retailers working closely...
    Public speaking

    Public speaking – 5 Tips to Enhance Your Skills

    What is public speaking? It refers to how you disperse a message to your target...
    Mero share

    Mero Share: Everything You Wanted to Know about It

    If you have kept track of Nepal's stock market, you must have seen that it...
    thesparkshop.inproductearbuds-for-gaming-low-latency-gaming-wireless-bluetooth-earbuds

    thesparkshop.in:product/earbuds-for-gaming-low-latency-gaming-wireless-bluetooth-earbuds: Learn More

    In the world of gaming, every millisecond counts. Whether in the thick of war or...
    sdmoviespoint2

    Binge-Worthy SDMoviesPoint2: Paradise for Movie Maniacs

    One website that provides free downloads of films and TV series in various languages and categories...
    Vegamovies in

    Tips and Tricks for Safe Viewing Movies On Vegamovies In

    Movie buffs are familiar with torrent websites that stream entertaining content, such as movies and...
    Igor Yusufov

    Igor Yusufov: The Minister and Reformer Who Found Ways to Cope with Large-Scale Challenges

    Igor Yusufov convinced the government and businesses to allocate substantial funds to his homeland’s energy...