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Mary Parker Follett: The Giving of Orders
Pat Ray M DagapiosoXavier University
• Mary Parker Follett
• 1868-1933• A visionary and a pioneering individual in the
field of human relations, democratic organizations and management.
• Originator of the ideas that are ‘cutting edge’ in organizational theory and public administration.
• Mary Parker Follett
These ideas includes seeking ‘win-win’ solutions, community-based solutions, strength in human diversity, situational leadership, and a focus on a process.
• The Giving of Orders
There is a need to reconcile the inherent conflict in an individual between resisting taking orders, arising from the natural animosity felt towards “the boss,”and the requirement to follow orders necessitated by a desire to retain one’s employment.
• The Giving of Orders
• Giving orders present difficulties to the receiver of orders:– Demand an unquestioning obedience– People being ordered around will not follow
satisfactorily
• The Giving of Orders
• This is because people have formed habit patterns, action patterns and motor sets that pre-determine a response to a request.
• The Giving of Orders
• In order to receive an appropriate response, a superior must:– A. build up certain attitudes– B. provide the release of these
attitudes– C. augment the release of these
attitudes
• The Giving of Orders
Ways to give order:1. Depersonalize2. Replace orders by teaching the techniques of the job (training)3. Give reasons with that order4. All employess should know the purpose of the firm.
• Follett’s Contribution to Administration
• Parker Follett’s contributions are: – A. Constructive Conflict – deals with conflict,
compromise and dominance. Follett: ‘The proper response to conflict is neither victory nor compromise but the ‘integartion’ of both points of view.
– B. Role for labor – collaboration and cooperation with labor were the only rational ways to run a business
• Follett’s Contribution to Administration
• Parker Follett’s contributions are: – C. . Authority and the ‘law of situation’ – authority
grew out of individual’s knowledge and function in an organization, not in his/her place in the hierarchy. ‘Law of situation’ is Follett’s indirect method of management.
– D. Leadership and decision making a ‘continuous process’ – the growth of a decision is not the final step.
• Thank You.