Mary Parker Follett was an influential figure in the field of management during the early 20th century. Her work focused on the importance of human relations and psychology in industrial management, and she is considered one of the pioneers of modern management theory. Her contributions to management theory include the concepts of participative leadership, coordination and employee engagement, and group power.
Key Facts
- Participative Leadership: Follett’s management theory was the origin of participative leadership, which emphasizes engaging members of an organization through democratic decision-making and problem-solving actions.
- Coordination and Employee Engagement: Follett emphasized the importance of managers and supervisors collaborating with workers to solve conflicts and increase employee engagement. She believed in “powering with” employees rather than “powering over” them, and creating more leaders within the organization.
- Direct Contact and Regular Meetings: Follett advocated for direct contact between employees and managers to avoid conflict and misunderstandings. Holding regular meetings or discussing assignments in person was seen as a simple way to practice this principle.
- Reciprocal Relationship and Team Effort: According to Follett, every worker, regardless of their level in the hierarchy, should be responsible for pulling their weight and integrating with the rest of the organization. It was important to foster a sense of teamwork and collaboration.
- Group Power: Follett believed that leaders should value group power over personal power. She argued that true leaders create power for the group rather than keeping it for themselves. This approach fosters a sense of safety, increases productivity, and promotes a more inclusive and motivated workforce.
Participative Leadership
Follett’s management theory was the origin of participative leadership, which emphasizes engaging members of an organization through democratic decision-making and problem-solving actions. She believed that employees should be involved in the decision-making process and that their input should be valued. This approach to leadership fosters a sense of ownership and responsibility among employees, which can lead to increased motivation and productivity.
Coordination and Employee Engagement
Follett emphasized the importance of managers and supervisors collaborating with workers to solve conflicts and increase employee engagement. She believed in “powering with” employees rather than “powering over” them, and creating more leaders within the organization. Follett argued that when employees feel valued and respected, they are more likely to be engaged in their work and contribute to the success of the organization.
Direct Contact and Regular Meetings
Follett advocated for direct contact between employees and managers to avoid conflict and misunderstandings. Holding regular meetings or discussing assignments in person was seen as a simple way to practice this principle. She believed that open communication and transparency are essential for building strong relationships between managers and employees.
Reciprocal Relationship and Team Effort
According to Follett, every worker, regardless of their level in the hierarchy, should be responsible for pulling their weight and integrating with the rest of the organization. It was important to foster a sense of teamwork and collaboration, as she believed that the success of an organization depends on the collective efforts of all its members.
Group Power
Follett believed that leaders should value group power over personal power. She argued that true leaders create power for the group rather than keeping it for themselves. This approach fosters a sense of safety, increases productivity, and promotes a more inclusive and motivated workforce. Follett believed that when leaders empower their employees and encourage them to work together, the organization as a whole benefits.
In conclusion, Mary Parker Follett’s contributions to management theory have had a lasting impact on the field. Her emphasis on human relations, employee engagement, and group power has helped to shape modern management practices. Her work continues to inspire and inform managers and leaders around the world.
References
- Study.com. (2023, March 17). Mary Parker Follett: People-Oriented, Group-Network Management. Retrieved from https://study.com/academy/lesson/mary-parker-follett-people-oriented-group-network-management.html
- Peek, S. (2023, February 21). The Management Theory of Mary Parker Follett. Retrieved from https://www.business.com/articles/management-theory-of-mary-parker-follett/
- Janse, B. (2019, July 18). Mary Parker Follett Contribution to Management. Retrieved from https://www.toolshero.com/management/contribution-to-management/
FAQs
What is Mary Parker Follett’s management theory known for?
Mary Parker Follett’s management theory is known for its emphasis on human relations, employee engagement, and group power.
What is participative leadership?
Participative leadership is a style of leadership that emphasizes engaging members of an organization through democratic decision-making and problem-solving actions.
Why is coordination and employee engagement important in management?
Coordination and employee engagement are important in management because they help to create a more productive and efficient work environment. When employees are engaged and feel valued, they are more likely to be motivated and to contribute to the success of the organization.
What is the difference between “powering with” and “powering over” employees?
“Powering with” employees means involving them in decision-making and valuing their input, while “powering over” employees means making decisions without their input and treating them as subordinates.
What is the significance of direct contact and regular meetings in Follett’s management theory?
Direct contact and regular meetings are important in Follett’s management theory because they help to build strong relationships between managers and employees, reduce conflict, and improve communication.
Why did Follett emphasize the importance of reciprocal relationships and teamwork?
Follett emphasized the importance of reciprocal relationships and teamwork because she believed that the success of an organization depends on the collective efforts of all its members.
What is the concept of group power in Follett’s management theory?
The concept of group power in Follett’s management theory refers to the idea that leaders should value the power of the group over their own personal power. This means empowering employees and encouraging them to work together for the common good.