The document summarizes Mary Parker Follett's critique of how orders are given in organizations. She argues that simply issuing orders will not replace proper training. Organizations should focus on discovering the optimal situation and allowing employees to provide input to their employers. Follett believes the key is integrating employees and encouraging mutual authority rather than a top-down power structure in order to increase efficiency and self-respect.
Public Administration-Meaning, Nature, Scope, PhasesPadmini Naik
https://www.youtube.com/watch?v=jcNtaWNP96M
Scientific Management Theory one of the theory of Organisation....in Odia medium https://youtu.be/4g86m0feQpo
https://youtu.be/ojtI22FGTYI
Public Administration-Meaning, Nature, Scope, PhasesPadmini Naik
https://www.youtube.com/watch?v=jcNtaWNP96M
Scientific Management Theory one of the theory of Organisation....in Odia medium https://youtu.be/4g86m0feQpo
https://youtu.be/ojtI22FGTYI
The philippine civil service system final reportarnel6113
This piece of work is about the Philippine Civil Service Service System, History and mandates which provides a wide array of information and s context of Philippine setting
The philippine civil service system final reportarnel6113
This piece of work is about the Philippine Civil Service Service System, History and mandates which provides a wide array of information and s context of Philippine setting
Question 1As I am the responsible Captain of the county jail my.docxIRESH3
Question 1:
As I am the responsible Captain of the county jail my objective responsibility will be responsibility to the organization. However all objective responsibility involves responsibility to someone or some collective body and the expectation coming from outside. In my position I will be in authority to provide security inside the county jail and provide safety for the outside citizen. In the other hand, my subjective responsibility will be expression about my personal values, moral, and believes. I should be accountable to my subjective responsibilities in order to carry out objective responsibilities.
In my position it is normal to face some of any ethical authority. I might be face conflict of authority with upper level supervisors, upper level supervisors form outside the units, and with the jail commander. However, as I am responsible to oversee daily operation of the jail in multiple capacities also I am responsible to evaluate the upper-level supervisors on an annual basis I may face disagreement form upper-level supervisors if he do not want to do the evaluation or if he refuse my ideas. Also, as a captain in such a big position I may miss use of authority towards my employees. Such position with high level of authority is not that easy and some people may miss use in some areas. For example, I might be not fare with some staff working with me. However, I can solve those issues or those conflicts by clarifying my subjective and objective responsibilities, clarify my mission which are safety and security, serve the public needs instead of assisting my supervisors to achieve their goals in not being helpful in dong the evaluation about them which is against my objective authorities. In additions, I should follow the rules and laws rather than personal authority that mean I have to know how to make fairness for all people at the same level.
Regarding the ethical rule that I might face is outside- inside rules. For example in the outside rule I might have problem with my parents because they want me to give up my job due to a fetal fight happened in the jail that causes sever medical condition to some people. In the other hand, Inside rule, as a captain for the county jail and responsible for the facility safety and security in the absence of the jail commander I will refuse to leave my position because this is part of my objective and subjective responsibilities.
There are two general approaches responsible conducts inside the organization, which are internal control and external control. In the internal control, I have to use value and moral in order to shape the professional standards in the organization and to enhance the ethical conduct. Whereas, in the external control, that involves law, regulations, and rules I have to provide external control in order to maintain the desired conduct not only for me but also for providing ethical environment around all positions. For example, I can set a law states that all employee ...
The intent of social psychology research has been and still is t.docxjmindy
The intent of social psychology research has been and still is to explain how circumstances are more a power determinant of individual behavior than our own intuitions lead us to believe. Research on obedience and compliance is focused less on explaining why obedience can be a good thing—which it can—and more on explaining why people obey/comply with demands when they would likely prefer not to or when the demands compel them to do bad things (e.g., the classic Milgram and Stanford Prison studies).
Many are familiar with the experience of being tasked by someone in authority (e.g., a teacher, work supervisor, athletic coach) to do something of questionable value and which may be counterproductive. The demand itself appears to be arbitrary and may serve only to establish the authority of the person making it.
For this Discussion, you will share social conformity situations that you have experienced and apply social psychology theory to explain your actions in those situations.
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· Review the Learning Resources related to conformity and obedience in social psychology and consider how they would apply to this Discussion.
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· Consider a time when you have experienced when compliance with a task was required, even when you believed that time could have been better spent doing something more productive. The task may have come from a teacher, supervisor, coach, or other authority figure.
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· If you complied with the order, reflect on why. If you did not, reflect on why you did not comply.
Post an example of a time when you complied with an authority person’s demand, despite thinking it was not a good use of your time. Please explain why you did. Then, give an example of a time when you refused to comply; explain why. Your post must be informed by social psychology theory and research.
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Relationship Awareness Theory is a self-learning model for effectively and accurately understanding and inferring the motive behind the behavior.
Relationship Awareness® gives organizations and individuals the awareness and skills they need to build more effective personal and professional relationships.
It helps them to sustain those relationships through understanding the underlying Motivational Value Systems™ of themselves and others under two conditions:
When things are going well
During conflict
The theory helps people to recognize that they can choose their behaviors to accommodate their underlying values, while also taking into account the values of others.
It is a dynamic and powerful way of looking at human relationships that aids in building communication, trust, empathy, and effective, productive relationships.
The Theory (and the psychometric tests which are based on it) were developed by psychologist, clinical therapist, educator, and author Elias H. Porter, Ph.D.
1. Foundations of Public Administrations 09-14-2010 Dr. William Lester
The Giving of Orders
Article by, Mary Parker Follett (1868-1933 )
Critique by Fredric Mack
2. Foundations of Public Administrations Dr. William Lester
The Giving of Orders
Critique Outline
Intro.
I. Habit Patterns, action patterns, motor-sets.
a. Three necessities to build habit patterns
II. Orders will not take the place of training.
a. Order response
b. Circular vs. Linear Behavior
c. Two dissociated paths in individuals
d. Integration (Interaction)
III. Assertion
a. Bossing-pattern
b. Two extremes
c. depersonalization
3. Foundations of Public Administrations Dr. William Lester
The Giving of Orders
Critique Outline
IV. Psychology studies the situation
-situation vs. giving orders
a. Prepared -in -advanced attitudes.
b. Essence of Human Being
c. Authority vs. Consent
V. Assuming responsibility
- “ Heightened self respect increases efficiency”
- Integration
VI. Three fundamental statements regarding giving orders
Conclusion/Discussion/Final Critique
4. Foundations of Public Administrations Dr. William Lester
The Giving of Orders
Intro/Bio
Mary Follett Parker- was a visionary and
pioneering individual in the field of human relations,
democratic organization, and management. Born in
Massachusetts, in 1892.
1898 graduated summa cum laude from Radcliffe College,
extensive business research let to first book publication.
1900-1908- Follett devoted herself to social work in Roxbury
Boston.
1911 she helped open the East Boston High School Social
Center
1918- second book.
Source: www.follettfoundation.org
5. Foundations of Public Administrations Dr. William Lester
The Giving of Orders
Introduction
“ Our job is not how to get people to
obey orders but devise methods by
which we can best discover the order
of the situation. When that is found,
the employee can issue it to the
employer, as well as the employer to
the employee.”
Quote by Mary Parker Follett
6. Foundations of Public Administrations Dr. William Lester
The Giving of Orders
habit patterns
emotions, beliefs, prejudices, desires.
7. Foundations of Public Administrations Dr. William Lester
The Giving of Orders
Build up certain attitudes
Provide for release of these attitudes
Augment the released response as it
is being carried out
8. Foundations of Public Administrations Dr. William Lester
The Giving of Orders
“Orders will not take the place of
training”
Order response
Linear vs Circular Behavior
9. Foundations of Public Administrations Dr. William Lester
The Giving of Orders
Linear Behavior-
Work is accepted passively without resistance
Circular Behavior-
there’s a “comeback”
10. Foundations of Public Administrations Dr. William Lester
The Giving of Orders
Dissociated Paths in Individuals
11. Foundations of Public Administrations Dr. William Lester
The Giving of Orders
Bossing
-Avoiding the two extremes:
Tyranical Treament/ Lack of authority
12. Foundations of Public Administrations Dr. William Lester
The Giving of Orders
How do we avoid the two extremes?
depersonalization
13. Foundations of Public Administrations Dr. William Lester
The Giving of Orders
Prepared-in-advance attitudes
Essence of Human Being
Authority vs Consent
14. Foundations of Public Administrations Dr. William Lester
The Giving of Orders
Egoistic impulse-
Not obeying because you were told but
because you have a relying need.
Instinct of self assertion-
The wish to govern one’s self.
15. Foundations of Public Administrations Dr. William Lester
The Giving of Orders
Authority vs Consent
“the feeling of working “under” someone
vs
“with someone”
16. Foundations of Public Administrations Dr. William Lester
The Giving of orders
Assuming Responsibility
“Heightened self respect increases
efficiency”
17. Foundations of Public Administrations Dr. William Lester
The Giving of Orders
Conclusion
Good management skills
Concern and value
Make provisions for successful order response
Proper Training a must
Situation rather than orders
Integrate, encourage circular behavior
Respect, value opinion and expertise of worker
Unite employer and employee
18. Foundations of Public Administrations Dr. William Lester
The Giving of Orders
Final Critique
Dislikes:
She gives poor examples of her topics. She focus on the
psychology without explaining or relating the psychology
to the this study of business administration.
Sounds like a psychologist and manager with given
respect to scientific management.
Likes:
The article does point to key issues resolving around
the difficulties of giving orders.
“The situation cant change without a change in us”.
Editor's Notes
Ms. Follett begins by acknowledging that there are many difficulties surrounding giving orders. She said, to demand an unquestioning obedience to orders not approved, not perhaps even understood, is bad business policy.
Even the “consent” of the governed will not do all the work it is supposed to do.
Her first point is that you have to change habit patterns.”build up certain mental attitudes, ..
She gives example of son growing up believing that workman should be gainst boss because he’d heard his father complain, railing against his boss. She just talking about changing the mind frame of the worker.
I think she should be speaking more relatable terms like setting work place standards, expectations and uphold value of the establishment and that of the employee.
1 critique- she don’t talk about the importance of changing manager’s habits patters. It makes great difference in Theory X and Theory Y. Results are totally different.
Her example is a salesman. Customer wanting his article, that you cant have without signing the contract, and someone gives testiment of their satifaction and increase your positive view of the article.
