Mary Parker Follett, writer, social worker, political theorist and organizational consultant, has been called "the woman who ... Mary Parker Follett, writer, social worker, political theorist and organizational consultant, has been called "the woman who invented management." Her early influence on modern management theory has, in fact, been so pervasive that management theorist Warren Bennis has been quoted as saying of her, "Just about everything written today about leadership and organizations comes from Mary Parker Follett's writings and lectures."
Follett never managed a for-profit enterprise herself, yet her keen insight into the dynamics of organizations and groups gave her theories widespread appeal. She advocated a "pull" rather than "push" approach to employee motivation, differentiated between "power over" and "power with," and postulated insightful ideas on negotiation, conflict resolution and power sharing which helped shape modern management theory. The Mary Parker Follett Theory of Management is marked by such principles as the following: 1. Conflict resolution through Integration (i.e., identifying and meeting each party's underlying and often compatible need, as opposed to attempting to meet the frequently-incompatible expressed desire of each) often results in a win-win situation. 2. In Mary Parker Follett leadership theory, genuine power is not "coercive" ("power over") but "coactive" ("power with"). 3. True leaders, according to Follett's theory, "create group power, rather than expressing personal power."
Understand the concepts of Mary Parker Follett management theory
Numerous websites provide valuable information about Mary Parker Follett theory. In addition to summaries of Follett's principles, you'll find various videos and instructional materials that can help you develop the background knowledge and practical expertise to put Follett's management theories to work for your company.
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Consultants with knowledge and experience in the management theory of Mary Parker Follett can guide you in maximizing the benefit of his principles in your own company's unique environment.
Access online tools that help you practice Follett's theory more effectively
Widely available online tools and resources can help you more easily implement Mary Parker Follett principles. PowerPoint presentations, surveys and other products and information on Mary Parker Follett management theory let you choose the resources most valuable to your business. Consider the many benefits of putting Follett's management theory to work for your business. If you decide to use it, why not go all out and practice it in all the areas it can effectively address: your own leadership of the company, your managers' leadership development and your employees' empowerment.
Mary Parker Follett's management theory exists to increase coordination among workers
Mary Parker Follett, or the "Mother of Modern Management," believed that management was "the art of getting things done through people."
Though she never managed a for-profit enterprise, she offered valuable insight on the importance of "powering with" rather than "powering over," and integrating with employees to solve conflicts.
"Leadership is not defined by the exercise of power but by the capacity to increase the sense of power among those led," Follett once said. "The most essential work of the leader is to create more leaders."
Follett practiced these principles of coordination that helped develop her theory of management:
- Direct contact. Direct contact between employees and managers helps organizations avoid conflict and misunderstandings. Holding regular meetings or discussing assignments in person is a simple way to practice this principle.
- Early stages. Coordination should be learned and mastered straight away. No employee should feel less important than the next; each has a significant role that compliments the roles of others.
- Reciprocal relationship. Every worker, regardless of their level in hierarchy, is responsible for pulling their weight and integrating with the rest of the organization. No one person should be trying less or more than another – it's a team effort.
- Continuous process. Coordination must be maintained. Don't just learn it and forget about it; channel it in everything you do.
Known well for her mediating tendencies and managing tactics, Follett created a management theory that is still in favor today. Its main principals include:
Integration
Follett thought that workers of all levels should integrate to reach the organization's goals. If conflict arises, there should be a conscious effort to pull instead of push, and to work together as a team. Because each member is doing their part, overall, they'll be more likely to be content with result.
Power with
Rather than establishing a strict hierarchy and delegating power to certain individuals over others, Follett believed that workers should practice co-active power. Powering with their team is better than powering over them; this way, each member feels just as valued as the next.
This is not to say that hierarchy should be eliminated entirely, however. Structure is still crucial, but employees should not feel like they are less valuable than their managers.
Group power
Group power should be valued over personal power. Organizations do not exist for one person's benefit, but rather the entire company of workers. If this selfless mindset prevails, then all workers will feel like they're on the same team, rather than in competition with each other.
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Sammi Caramela
business.com Contributing Writer
Sammi Caramela has always loved words. When she isn't writing for business.com and Business News Daily, she's writing (and furiously editing) her first novel, reading a YA book with a third cup of coffee, or attending local pop-punk concerts. She is also the content manager for Lightning Media Partners. Check out her short stories in "Night Light: Haunted Tales of Terror," which is sold on Amazon.