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Mary Parker Follett, an early 20th-century management theorist, made significant contributions to the fields of organizational theory and management philosophy. Her concepts of planning and coordination are particularly noteworthy for their forward-thinking nature and their emphasis on collaborationRead more
Mary Parker Follett, an early 20th-century management theorist, made significant contributions to the fields of organizational theory and management philosophy. Her concepts of planning and coordination are particularly noteworthy for their forward-thinking nature and their emphasis on collaboration and integration.
Planning According to Follett:
Follett's concept of planning deviates from the traditional top-down, hierarchical approach. She argued for a more inclusive and dynamic form of planning that involves all members of the organization in the decision-making process. According to Follett, planning should not be limited to a few experts or managers; instead, it should be a collective and ongoing activity that engages all stakeholders.
Follett introduced the idea of "reciprocal planning," emphasizing the interdependence of different departments and individuals within an organization. Reciprocal planning involves collaboration and communication between various levels and functions to create a more comprehensive and effective plan. Follett believed that planning should be a continuous, adaptive process rather than a rigid, one-time event.
Coordination According to Follett:
Coordination, according to Follett, is the synchronization of different activities within an organization to achieve a common purpose. She emphasized the importance of integrative coordination, which involves harmonizing diverse activities and interests rather than merely aligning them. Follett rejected the idea of a central coordinating authority that issues commands and directives. Instead, she advocated for a more organic and collaborative approach.
Follett's concept of coordination goes beyond mere cooperation or compromise. She argued for the integration of diverse viewpoints and the creation of a common goal that reflects the interests of all parties involved. This approach, known as "integration of differences," aimed at finding solutions that satisfy everyone's needs and contribute to the overall success of the organization.
Integration of Planning and Coordination:
Follett saw planning and coordination as closely intertwined processes. For her, effective coordination is a natural outcome of collaborative and inclusive planning. When individuals and departments engage in reciprocal planning, understanding each other's goals and perspectives, coordination becomes an inherent part of the process. In this integrated approach, planning and coordination are not distinct phases but rather ongoing activities that feed into each other.
Follett's emphasis on the integration of planning and coordination aligns with contemporary views on participatory management and cross-functional collaboration. Her ideas anticipated the shift towards more collaborative and networked organizational structures, where decision-making and coordination are shared responsibilities rather than hierarchical mandates.
In summary, Mary Parker Follett's concepts of planning and coordination are characterized by their inclusivity, collaboration, and emphasis on the integration of diverse perspectives. Her ideas challenged traditional hierarchical models and laid the groundwork for more modern, dynamic approaches to organizational management. Follett's principles continue to inspire discussions on effective planning and coordination in contemporary management literature.
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Charismatic Authority is a concept introduced by sociologist Max Weber to describe a form of authority based on the extraordinary personal qualities, magnetism, or appeal of an individual leader. Unlike traditional or legal-rational authority, which relies on established norms or laws, charismatic aRead more
Charismatic Authority is a concept introduced by sociologist Max Weber to describe a form of authority based on the extraordinary personal qualities, magnetism, or appeal of an individual leader. Unlike traditional or legal-rational authority, which relies on established norms or laws, charismatic authority is deeply tied to the charisma or exceptional qualities of the leader.
In a charismatic authority structure, followers are drawn to the leader's personality, vision, or perceived supernatural qualities. The leader's ability to inspire devotion and loyalty often transcends established structures and rules. Charismatic leaders can emerge in various fields, including politics, religion, and social movements.
While charismatic authority can be a powerful force for mobilizing followers and effecting change, it is often associated with risks. The stability of such authority is highly contingent on the leader's continued ability to maintain the charisma that attracted followers initially. Without a clear institutional framework, charismatic authority can be unpredictable and may dissipate with changes in the leader's image or circumstances.
Famous examples of charismatic leaders include Mahatma Gandhi, Martin Luther King Jr., and Nelson Mandela, whose exceptional personal qualities and ability to inspire played a pivotal role in their leadership and impact on society.
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