U ovom se radu prikazuje teorija Mary Parker Follett, inovativne autorice s početka 20. stoljeća, te se analizira njezin doprinos teoriji organizacije i menadžmenta. Njezina izvorna djela najprije se prikazuju kroz pregled ključnih tema o kojima je pisala, a potom se njezina teorija analizira s različitih aspekata. Istražuje se odnos teorije M. P. Follett prema drugim teorijama organizacije, počevši s klasičnom teorijom organizacije kojoj kronološki pripada, a nastavlja se usporedbom sa školom ljudskih odnosa i teorijom sustava, koje su joj sadržajno mnogo bliže. Zatim se razmatraju mogući razlozi neprihvaćenosti njezine teorije tijekom 20. stoljeća i sporadičnog interesa koji je za nju postojao. Usto, razmatraju se kritike upućene njezinoj teoriji, kao i njezini nedostaci. Na kraju, istražuje se širina utjecaja teorije M. P. Follett na modernu teoriju organizacije i menadžmenta i ocjenjuje se njezina relevantnost za organizacije danas. The theory of Mary Parker Follett, an innovative author of the early 20th century, is outlined and her contribution to organisation and management theory is analysed. Her original works are first presented as an overview of the key themes she addressed, which reflect her creative views on managing differences and conflict among people in organisations, as well as her progressive approach to leadership, power, and control. Her theory is then analysed from different aspects. The relation of her theory to other organisation theories is explored, starting with classical organisation theory, of which she is only chronologically part, and moving on to the human relations school and systems theory, as these represent theories that are much more compatible with her works. It is argued that Follett’s view of the complexity of human interactions surpasses that of the human relations school, and her organic approach to control and coordination is identified as being in line with the contemporary theory of complex, adaptive systems. Possible explanations why her theory was not accepted throughout the 20th century are considered along with a sporadic interest in her ideas. The explanations include the difficulty of applying her theory in periods of centralisation, possible gender discrimination, and the lack of technical methods based on empirical research, while the most probable being the idealism that permeates her thought. Criticism aimed at her theory is also assessed, as well as its potential shortcomings. The scope of her influence on the development of modern organisation and management theory is explored, especially in the fields of conflict management, leadership, organisational ethics, human resource management, quality management, and participation. Finally, her relevance to modern organisations is evaluated.