Constructive Conflict

Mary Parker Follett (1868-1933) was a social worker with a degree in political science who, in her 50s, after 25 years of working with schools and nonprofit organizations, began lecturing and writing about management and working extensively as a consultant for business and government leaders in the United States and Europe. Although her contributions were overlooked for decades, perhaps because she was a woman or perhaps because they were so different, many of today’s “new” management ideas can clearly be traced to her work.
Follett believed that the best way to deal with conflict was not domination, where one side wins and the other loses, or compromise, where each side gives up some of what it wants, but integration. Said Follett, “There is a way beginning now to be recognized at least, and even occasionally followed: when two desires are integrated, that means that a solution has been found in which both desires have found a place that neither side has had to sacrifice anything.”
So, rather than one side dominating the other or both sides compromising, the point of integrative conflict resolution is to have both parties indicate their preferences and then work together to find an alternative that meets the needs of both. Authority flows from job knowledge and experience rather than position.
Leadership involves setting the tone for the team rather than being aggressive and dominating, which may be harmful. Coordination and control should be based on facts and information.
In the end, Follett’s contributions added significantly to our understanding of the human, social, and psychological sides of management. Peter Parker, the former chairman of the London School of Economics, said about Follett: “People often puzzle about who is the father of management. I don’t know who the father was, but I have no doubt about who was the mother.”

[@selinashultz7049]

I am looking to use your video on my site as part of our promotion of a Mary Parker Follett week event that we are hosting to promote constructive conflict, honor her work, and empower current women thought leaders

[@GreggU]

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[@sim_aware]

Excellent topic! It is difficult to do at times but finding common ground with a clear leader makes some really powerful solutions

[@GreggU]

Clarity is a critical element of organizational health. Looking for more learning? Check back for new courses daily at kzbin.info.

[@Thomasshelby16465]

Very useful👍👍👍

[@GreggU]

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