The Group Principle and the Constructive Conflict Doctrine in Mary Parker Follett’s Theory: Reflections to the Idea of the Learning Organization

Abstract

This paper is about finding perspective to understanding a holistic, humane and learning organization in order to reach deeper theoretical understanding. This study is a learning process in which similarities over time are sought. Under analyses are Mary Parker Follett’s vision about progressive organization from the early 1930s, and the idea of Learning Organization originated in the 1970s. The main objective of this study is to reach an analytical understanding on Follett’s Group Principle and the Doctrine of Constructive Conflict. A second objective is to find out if and how they reflect, through themes on individual, democracy, power and control, to the idea of Learning Organization.

The field of study is humanism in the organization theory. Special interest is paid to the development of learning in the organization theory. This research is produced by a qualitative method, using an analytical approach. The aim is to understand phenomena. Methodology in use is conceptual, which focuses on phenomena’s uniqueness and complexity. The choice of method for this study is literature analysis. This thesis includes study material from administrative, economical, social, and organizational sciences, including documents, scientific articles and publications. In order to reach deeper understanding, Follett’s Group Principle, the Doctrine of Constructive Conflict, and the idea of the Learning Organization are reflected through themes on the individual, democracy, power and control. This study is completed with a formulation of a reflection table.

Follett is a founding member of the Human Relations School. A strong connection can be found between the Human Relations School and the idea of the Learning Organization. When reflecting Follett’s Group Principle and Constructive Conflict Doctrine to the idea of the Learning Organization, one can see that from time to time they do connect and similarities exist between them especially in themes on individual, democracy, power and control. However, since Follett is not acknowledged by any of the Learning Organization writers, further conclusions based on scientific facts are difficult to make.

Based on the material studied under this reflection process, an understanding emerged that Follett’s ideas on the Group Principle and the Constructive Conflict Doctrine, and the Learning Organization have following ideas in common: 1) a holistic approach to organizations, 2) focus on the importance of a human being to an organization, 3) a belief in possibilities a group or a team process provides, 4) systems thinking, 5) acceptance of the reality of constant change, and 6) an understanding of constant need for further learning. Based on the reflection Follett’s insights are useful and may help to understand contemporary phenomena. The Learning Organization misses part of it’s theoretical roots if Follett continues to be left without acknowledgment.