MARY PARKER FOLLETT
GIVE IDEA OF DYNAMIC ADMINISTRATION/BASED ON GROUP DYNAMISM
Book –THE NEW STATE 1920.
IN THIS BOOK SHE GIVES IDEA OF PERSUATION.
She advocated that individual capacity is limited. That individualism has some limitation and the excessive control in the organisation. Limit the efficacy (efiiciency+capacity) of the individuals. Therefore she suggested group efforts in the organisation. According to her groups contribute in both the action and efficiency. This is the reason she advocated group dynamism and group effort is more efficient and capable then individual.
Chronologically she belongs to the classical era while ideologically to the behavioural era; actually she was very close to the behavioural era. She is considered as the bridge between classical and behaviourlist.
IN 1924 she wrote another very popular book. “Creative experience.” in this book she gave several ideas which were far ahead of time.
1) Constructive conflict
2) Functional authority
Constructive conflict: neither good nor bad it is method to resolve the conflict that make good or bad.
Conflict is in irritable in the organisation. It is the expression of the difference in opinion. They should not be criticised but we should try to get benefit and to create something destructive.
Follet said that conflicts are the product of interaction of interest. And if the conflicts seed of the destruction found then the seeds of construction are also found. Conflicts can be used in both the manner constructively and destructively she suggested constructive use of conflict.
SHE DISCUSSED METHOD OF CONFLICT RESOLUTION
1) DOMINATION: she rejected it because of win lose situation. E.g. Vietnam war between U.S.A and Vietnam always destructive.
2) COMPROMISE: She also rejected because both the side loose something no one can gain. She suggested integration as a new method of conflict resolution.
Through integration both side will gain.
1) All the issue should be brought into open. (the real issue identification easy and simple)
2) The real issues break in several parts.
3) Then the symbolic issue shall be easily neglected- anticipation of the future cause of action.(circular response)
4) The finally one will reach to the integration.
CHALLENGES BEFORE THE INTEGRATION/HINDRENCES.
1. People enjoyed dominance.
2. Theorisation of the problem
3. Used language
4. Unnecessary influence created by leaders
5. Lack of training to achieve integration.
FOLLET ON AUTHORITY:
Reject positional authority and advocated the idea of functional authority. She said “authority belongs to the job and rests with the job.”
Thus the delegation of authority became obsolete.
Depersonalisation of order. i.e. no one give order to anyone. Everyone will fallow the law of situation e.g. as the manager production and manager sales do not give order to each other but discuss the situation and act accordingly.
Fact control rather man control.
Responsibility:- every one responsible. It is better to ask for what anyone is responsible or not, whom anyone is responsible.
Leadership:- functional leadership
She said that a leader is one who has specific knowledge of situation.
