Discuss Follett’s views on conflicts in organisation.

Certainly! Mary Parker Follett was a pioneering management thinker whose views on conflict in organizations were ahead of her time. She explored the constructive potential of conflict and advocated for innovative approaches to managing differences within organizations. Here’s a comprehensive discussion of Follett’s views on conflicts in organizations:

1. Nature of Conflict

Mary Parker Follett viewed conflict as a natural and inevitable occurrence within organizations. Contrary to the prevailing view of her time that saw conflict as inherently negative and something to be avoided or suppressed, Follett argued that conflict could be a constructive force if managed effectively. She believed that conflicts arise from differences in perspectives, interests, and goals among individuals and groups within an organization.

Follett emphasized that conflict should not be seen as a destructive force but rather as an opportunity for growth and innovation. She believed that handling conflicts constructively could lead to better decision-making, increased creativity, and enhanced organizational effectiveness. Her perspective challenged traditional notions and laid the groundwork for modern theories of conflict resolution and management.

2. Integration and Resolution

Central to Follett’s approach was the concept of integrating conflicting viewpoints and interests rather than simply compromising or dominating one party over another. She advocated for resolving conflicts through what she termed "integration" or "integration of differences." This approach involves finding solutions that address the underlying concerns and interests of all parties involved, thereby creating outcomes that are mutually beneficial and sustainable.

Follett argued that effective integration requires a collaborative and participatory process where conflicting parties engage in open dialogue, share information, and jointly explore alternative solutions. By fostering understanding and empathy among conflicting parties, integration can lead to innovative solutions that transcend initial positions and create new opportunities for organizational growth.

3. Role of Power and Authority

Unlike some contemporary theorists who focused solely on power dynamics in conflicts, Follett emphasized the importance of recognizing and leveraging different sources of authority beyond formal power structures. She believed that effective conflict resolution requires understanding the diverse forms of authority that individuals and groups possess within organizations, including expertise, charisma, and moral influence.

Follett argued against using coercive or hierarchical approaches to manage conflicts, advocating instead for collaborative and inclusive methods that empower all stakeholders. By acknowledging and respecting diverse forms of authority, organizations can foster a more equitable and cooperative environment where conflicts are addressed through mutual respect and shared decision-making processes.

4. Conflict as a Creative Force

One of Follett’s most distinctive contributions was her belief that conflict could stimulate creativity and organizational learning. She viewed conflicts as opportunities for challenging existing norms, generating new ideas, and fostering innovation. By encouraging constructive dissent and debate, organizations can harness the creative potential of conflicts to drive continuous improvement and adaptation.

Follett’s perspective highlights the importance of embracing diversity of thought and encouraging individuals to express their perspectives freely. She believed that through constructive dialogue and debate, conflicting viewpoints can lead to breakthroughs in problem-solving and decision-making, ultimately enhancing organizational resilience and competitiveness.

5. Application of Follett’s Ideas Today

Mary Parker Follett’s ideas on conflict continue to resonate in contemporary organizational theory and practice. Her emphasis on integration, collaborative problem-solving, and leveraging conflict as a creative force has influenced modern approaches to conflict management, negotiation, and organizational development.

In today’s complex and dynamic business environment, organizations increasingly recognize the value of diversity and constructive dissent in driving innovation and adaptation. Leaders and managers are encouraged to adopt inclusive and participatory approaches to conflict resolution, where conflicts are seen not as obstacles but as opportunities for growth and improvement.

Follett’s holistic view of conflict as a natural and potentially beneficial aspect of organizational life encourages organizations to cultivate environments where differences are embraced, and conflicts are managed with sensitivity and creativity. Her insights continue to inspire scholars and practitioners to rethink traditional approaches to conflict and strive for more collaborative and integrative solutions.

Conclusion

Mary Parker Follett’s pioneering views on conflict in organizations challenged conventional wisdom and laid the foundation for modern theories of conflict resolution and management. By emphasizing the constructive potential of conflict, Follett advocated for integrating diverse viewpoints, fostering collaborative relationships, and harnessing conflict as a catalyst for organizational innovation and growth. Her ideas remain relevant today, underscoring the importance of embracing diversity and managing conflicts in ways that promote organizational effectiveness and sustainability.