CQ 605

PRINCIPLE OF MANAGEMENT

UNIT 2.0 MANAGEMENT THEORIES

MANAGEMENT THEORIES

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HENRY FAYOLS ABRAHAM MASLOW

MANAGEMENT THEORIES

HERZBERG ELTON MAYO

Fayols Administrative Theory

Henri Fayol (1841-1925)
General and Industrial Management Principles and Elements of Management - how managers should accomplish their managerial duties PRIMARY FOCUS: Management (Functions of Administration) More Respect for Worker than Taylor
Workers are motivated by more than money Equity in worker treatment

More PRESCRIPTIVE

Fayols Administrative Theory

With these significant contributions he has been dubbed the "Father of Management Thought".Among his contributions are : i. Fayol able to differentiate between technical skills with management skills. ii. He has identified the functions of specific management. iii. He has proposed 14 principles of management.

Fayols Administrative Theory

Five Elements of Management -- Managerial Objectives Planning Organizing Command Coordination Control Keep machine functioning effectively and efficiently Replace quickly and efficiently any part or process that did not contribute to the objectives

Fayols Administrative Theory

Fourteen Principles of Management (Tools for Accomplishing Objectives)

Division of work - limited set of tasks Authority and Responsibility - right to give orders Discipline - agreements and sanctions Unity of Command - only one supervisor Unity of Direction - one manager per set of activities Subordination of Individual Interest to General Interest Remuneration of Personnel - fair price for services Centralization - reduce importance of subordinates role

Fayols Administrative Theory Contd

Fourteen Principles of Management (Tools for Accomplishing Objectives)
Scalar Chain - Fayols bridge Order - effective and efficient operations Equity - kindliness and justice Stability of Tenure of Personnel - sufficient time for familiarity Initiative - managers should rely on workers initiative Esprit de corps - union is strength loyal members

Fayols Administrative Theory

Positioned communication as a necessary ingredient to successful management Application in the Modern Workplace Fayols elements of management are recognized as the main objectives of modern managers Planning - more participatory Organizing - human relationships and communication Comparison of Managerial Skills Especially applicable for large organizations (military)

ABRAHAM MASLOW THEORY

was a leading humanistic psychologist (Third Force) developed the Hierarchy of Needs promoted the concept of self-actualization was born in 1908, Brooklyn, New York

ABRAHAM MASLOW THEORY

We each have a hierarchy of needs that ranges from "lower" to "higher." As

lower needs are fulfilled there is a

tendency for other, higher needs to

emerge.
Daniels, 2004

ABRAHAM MASLOW THEORY

Maslows theory maintains that a

person does not feel a higher need

until the needs of the current level

have been satisfied. Maslow's basic

needs are as follows:

Hierarchy of Needs
growth emotional

physical

Hierarchy of Needs

Physiological Needs

Physiological Needs food water air sleep

Food: A Most Powerful Need

South American Rugby team crashed in 1970 Food was the most pressing problem. They ate human flesh for survival. Even the strongest taboo was broken to fill the basic need for food.

Hierarchy of Needs

Safety Needs
Physiological Needs

Safety Needs
from physical attack from emotional attack from fatal disease from invasion

from extreme losses

(job, family members, home, friends)

Safety: A Most Powerful Need

when frightened, our thoughts and energies are diverted threat of, or actual attack creates fight or flight reaction threats to safety can be physical or emotional

Hierarchy of Needs

Love & Belonging Needs

Safety Needs
Physiological Needs

Love and Belonging

(social/emotional)

Inclusion - part of a group: colleagues, peers, family, clubs Affection - love and be loved Control - influence over others and self

Love and Belonging: A Most Powerful Need

Hierarchy of Needs

Esteem Needs Love & Belonging Needs

Safety Needs
Physiological Needs

Esteem Needs
emotional (ego)

respect from others through: awards honors status respect for self through: mastery achievement competence

Esteem from Self and Others: A Most Powerful Need

Congratulations

Some Self-Actualizing People from History

Abraham Lincoln Thomas Jefferson Mahatma Gandhi Albert Einstein Eleanor Roosevelt William James Benedict Spinoza

Self-Actualization Needs
stop cruelty and exploitation encourage talent in others

try to be a good human being

do work one considers worthwhile enjoy taking on responsibilities prefer intrinsic satisfaction seek truth

give unselfish love

be just

B-Needs of the Self-Actualized

Truth Goodness Beauty Unity Aliveness Uniqueness Perfection and Necessity Completion Justice and order Simplicity Richness Effortlessness Playfulness Self-sufficiency Meaningfulness

Qualities of the Self-Actualized

An non-hostile sense of humor Intimate personal relationships Acceptance of self and others Spontaneity and simplicity Freshness of appreciation More peak experiences Democratic values Independence

Herzbergs Two Factor Theory

Frederick Herzberg 1959

Motivation- Hygiene Theory

Motivation and Job Performance are affected by:

1. Satisfaction- (Motivation) Achievement Recognition Work Itself Responsibility Advancement 2. Dissatisfaction- ( Hygiene) Company policy Administrative Policies Supervision Salary Interpersonal relations Working Conditions

Satisfaction
(Motivation)
The desire to reach our potential drives us to seek growth and provides incentive to achieve.

Involves intrinsic factors Results from personal growth Is based on the job content- elevated by significant, interesting and challenging work

Dissatisfaction
( Hygiene)
Causes discontent or disappointment

Is based on: The environment or context of the job The need to avoid unpleasantness Extrinsic factors

Four Scenarios:
* High Hygiene + High Motivation: The ideal situation
where employees are highly motivated and have few complaints. * High Hygiene + Low Motivation: Employees have few complaints but are not highly motivated. The job is perceived as a paycheck. *Low Hygiene + High Motivation: Employees are motivated but have a lot of complaints. A situation where the job is exciting and challenging but salaries and work conditions are not up to par. *Low Hygiene + Low Motivation: The worst situation. Unmotivated employees with lots of complaints.

 PHILOSOPHICAL PERSPECTIVE Societys dominant institutions are responsible to provide for the growth and well being of people.They should provide employees the means for growth and self-actualization.

KEY CONCEPTS Both Hygiene and Motivation must be addressed simultaneously. You must provide the environment for the employee to motivate themselves. You must add meaningful tasks to a job to provide greater involvement and interaction with the task for your employee. It is important to effectively utilize all available resources.

Herzbergs Principles of Job Enrichment

Remove some controls while retaining accountability. Increase personal accountability. Assign each employee a unit of work with a clear start and end point. Give additional freedom and authority to workers. Make periodic reports available to workers, not just supervisors. Introduce new and more difficult tasks to the job. Encourage the development of expertise by assigning individuals to specialized tasks.

Practical Applications
Hygiene Issues:
Have clear, written policies that are fair and equally applied to all. Supervisors need leadership skills, need to treat and evaluate all fairly and be able to provide positive feedback. Employees must have secure jobs and be fairly compensated. Employees must become a team, socialize and create interpersonal relationships within the work environment. Inappropriate, offensive, or disruptive behavior must be halted. Equipment and facilities must be conducive to employees- including comfort, ease of use and ergonomic design.

 Motivational Issues:
Set clear, achievable goals/standards for each position with timely feedback indicating progress. Place employees in positions that utilize their talents, give them responsibility, challenge them but do not overwhelm/ overload them. Acknowledge employee accomplishments- publicly and in a timely manner. Create employee ownership- tasks should be meaningful and challenging, with the employee having the freedom/ power to do the assigned tasks. Provide opportunities for advancement- position or title changes to successful employees and/or continuing training and education.

ELTON MAYO THEORY Major Human Behavior Theories

The Hawthorne Effect: Elton Mayo (1880-1949)

When the famous Hawthorne studies began, Mayo was experimenting with the alteration of physical working conditions to increase productivity. They became aware that other unexpected factors were interacting with physical factors to influence work output.

ELTON MAYO THEORY Major Human Behavior Theories

The Hawthorne Effect: Elton Mayo (1880-1949)

Output increased not matter how the physical variables were changed. Mayo and his colleagues came to understand that a powerful and previously unrecognized influence in the experimental setting was the attention the researchers were paying to the workers.

ELTON MAYO THEORY Major Human Behavior Theories

The Hawthorne Effect: Elton Mayo (1880-1949)

As a result of the Hawthorne research, production could no longer be viewed as solely dependent on formal job and organizational design.

ELTON MAYO THEORY Major Human Behavior Theories

The Hawthorne Effect: Elton Mayo (1880-1949)

This effect, widely know as the Hawthorne effect, was the first documentation in industrial psychological research of the importance of human interaction and morale for productivity

Always continue the climb. It is possible for you to do whatever you choose, if you first get to know who you are and are willing to work with a power that is greater than ourselves to do it. Ella Wheeler Wilcox

PRINCIPLES OF ISLAMIC MANAGEMENT

ISLAMIC MANAGEMENT
DEFINITION OF ISLAMIC MANAGEMENT Management of Islam are management based on available resources and the Quran, Sunnah, Hadith, Islamic history and experience.

PRINSIP-PRINSIP PENGURUSAN ISLAM

Menurut Mohd Mansor (1991)
Islam menyediakan prinsip-prinsip pengurusan & pentadbiran yang unggul Prinsip diambil daripada sumber Al-Quran dan Hadith serta pengalaman sejarah Islam

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PRINSIP-PRINSIP PENGURUSAN ISLAM

Menurut Mohd Mansor (1991), prinsip pengurusan Islam terdiri daripada 5 aspek iaitu :
KEIMANAN (FAITH)

AL-SYURA

AKHLAK (CHARACTER)

PRINSIP-PRINSIP ILMU PENGURUSAN ISLAM

PERSAUDARAAN (BROTHERHOOD)

IHSAN
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FIVE PRINCIPAL ISLAMIC MANAGEMENT FAITH (KEIMANAN) Faith is the key concept of management priciples in Islam. From the Islamic perpective need manager duties as Caliph of Allah and be fair and impartial. One must obey God and perform deeds of kindness.

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PRINSIP-PRINSIP PENGURUSAN ISLAM

Menurut Mohd Mansor (1991), prinsip pengurusan Islam terdiri daripada : (1)Keimanan Iman lahir daripada konsep tauhid kepada Allah Konsep tauhid kepada Allah dapat membentuk sikap pengurus yang berwibawa dan mempunyai etika kerja yang baik Keimanan merupakan konsep utama prinsip Pengurusan Islam
Dari perspektif Islam-pengurus hendaklah:

Melaksanakan tugas sebagai khalifah Allah Mestilah adil dan saksama Mestilah Taat kepada Allah S.W.T Melaksanakan tuntutan Amal Makruf dan Nahil Mungkar
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FIVE PRINCIPAL ISLAMIC MANAGEMENT CHARACTER (AKHLAK) Manager who have good character to enclosed relationship between employees and thus to establish the success of the world and the hereafter. In the Koran there many guideline that can help people towards the direction away from the characteristics and merit.
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PRINSIP-PRINSIP PENGURUSAN ISLAM

Menurut Mohd Mansor (1991), prinsip pengurusan Islam terdiri daripada :

(2)Akhlak
Sumber utama daripada Al-Quran dan Hadith Berasaskan wahyu dan perilaku Rasulullah Di dalam Al-Quran terdapat banyak panduan yang boleh membentuk manusia ke arah sifat mulia dan menjauhi sifat terkeji Pengurus yang mempunyai akhlak yang baik dapat merapatkan hubungan antara pekerja-pekerjanya Dan seterusnya dapat membentuk kejayaan Dunia dan Akhirat
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FIVE PRINCIPAL ISLAMIC MANAGEMENT IHSAN Compassionate mean behavior that is honest, kind, sympathetic attitude, cooperation and etc. Whereall these attitudes will ensure excellence in the management and can deliver success.

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PRINSIP-PRINSIP PENGURUSAN ISLAM

Menurut Mohd Mansor (1991), prinsip pengurusan Islam terdiri daripada : (3)Ihsan Maksud : Tingkahlaku yang jujur, baik, bersikap simpati, bekerjasama, berperikemanusiaan, ikhlas serta tidak mementingkan diri Jika keadilan dianggap sebagai asas masyarakat, maka Ihsan menjadikan kehidupan manusia lebih mesra dan harmoni ( Najatullah Siddiq, 1998) Firman ALLAH : Dan berbuat baiklah kepada orang lain sebagaimana Allah telah berbuat kepadamu dan janganlah kamu berbuat kerosakan di (muka) bumi (Surah Al-Qashas : Ayat 77)
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FIVE PRINCIPAL ISLAMIC MANAGEMENT BROTHERHOOD (PERSAUDARAAN) People connected to each other by family ties. The principal of helping people make the brotherhood and cooperation. Succesfully fostered a spirit of camaraderie within the organization will strengthen the management of the organization.
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PRINSIP-PRINSIP PENGURUSAN ISLAM

Menurut Mohd Mansor (1991), prinsip pengurusan Islam terdiri daripada :

(4)Persaudaraan
Manusia dihubungkan antara satu sama lain dengan tali persaudaraan Manusia juga dihubungkan berdasarkan keimanan dan kemanusiaan Tali persaudaraan tidak terikat dengan sempadan geografi Prinsip persaudaraan menjadikan manusia tolong menolong dan bekerjasama Semangat persaudaraan yang berjaya dipupuk dalam organisasi akan meneguhkan pengurusan 55

FIVE PRINCIPAL ISLAMIC MANAGEMENT AL-SHURA It mean the deliberations. Al-shura to solve problems arising from mismanagement and employees who make decisions based on opinion alone.

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PRINSIP-PRINSIP PENGURUSAN ISLAM

Menurut Mohd Mansor (1991), prinsip pengurusan Islam terdiri daripada : (5)Al-Syura Bermaksud musyawarah Dapat menyelesaikan masalah yang timbul daripada kesilapan pengurusan dan pekerja yang membuat keputusan berdasarkan pendapatnya sahaja
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PERSONEL MANAGEMENT FEATURES IN ISLAM

FAKTOR-FAKTOR DIDALAM ILMU PENGURUSAN ISLAM

Memberikan kemahiran dalam merancang dan melaksanakan sesuatu untuk mencapai matlamat yang telah ditetapkan. Merupakan pelaksanaan dasar pemerintahan untuk kebajikan awam. Menyelaraskan tenaga menusia dan sumbersumber mengikut perancangan bagi mencapai sesuatu objektif, misi dan visi. Merupakan satu pengkhususan yang berasaskan kepada prinsip, sistem dan peraturan tertentu dalam mengendalikan, mengawas, melaksanakan dan menilai sesuatu tugas atau kerja.
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CIRI-CIRI PENGURUSAN PERSONEL DALAM ISLAM

PERSEPADUAN ANTARA KEPAKARAN & AKHLAK

MUAFAKAT & KERJASAMA

PENGHAYATAN SYURA

CIRI-CIRI PENGURUSAN KAKITANGAN DALAM ISLAM

PENGAWASAN DALAMAN INDIVIDU MEMENUHI KEPERLUAN ROHANI & JASMANI

SEMANGAT BERTANGGUNGJAWAB & KEPATUHAN 60

PERSONNEL MANAGEMENT FEATURES IN ISLAM

1. The Integration of Expertise and Morality: The workers and managers will be involved and be bound by the bond Islamic community and faith. Expertise and morale integrity of the organization will create an efficient and affective.

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CIRI-CIRI PENGURUSAN PERSONEL DALAM ISLAM

a)Persepaduan antara kepakaran akhlak

Islam berasaskan Al-Quran dan As-Sunnah telah menggambarkan pengurusan kakitangan berunsurkan kesepaduan antara kepakaran dan akhlak boleh melahirkan organisasi yang cekap dan berkesan. Persepaduan ini mampu membentuk sumber manusia yang mempunyai daya kerja yang tinggi di samping jujur, amanah dan ikhlas. Mampu membentuk suasana kerja yang aman dan selesa serta merangsangkan kerja berpasukan yang lebih intim. Golongan pekerja dan pengurusan yang terlibat akan terikat dengan satu ikatan kemasyarakatan islamdan keimanan.
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PERSONNEL MANAGEMENT FEATURES IN ISLAM

2. Appreciation of Shura: Shura describes the results together before they are enforced. Therefore, the employee must comply with the decision and cannot be denied.

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CIRI-CIRI PENGURUSAN PERSONEL DALAM ISLAM

b) Penghayatan syura

Rasulullah s.a.w begitu mengambil berat terhadap al-syura sebagai mematuhi perintah Allah s.w.t dalam membuat sesuatu keputusan. Syura menggambarkan keputusan bersama sebelum ia dikuatkuasakan. Oleh yang demikian setia pekerja mestilah mematuhi keputusan tersebut dan tidak boleh mengingkarinya.
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PERSONNEL MANAGEMENT FEATURES IN ISLAM

3. Meeting the needs of body & souls: Spiritual & physical aspects must be balanced to meet the demands of the world & the hereafter. Thus, Islam does not need to allow anyone to reduce or affect the rights that have been provided.

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CIRI-CIRI PENGURUSAN PERSONEL DALAM ISLAM

c) Memenuhi keperluan rohani dan jasmani

Allah s.w.t menjadikan manusia daripada roh dan jasad. Kedua-kedua aspek ini perlu diseimbangkan bagi memenuhi tuntutan dunia dan akhirat. Oleh yang demikian Islam tidak perlu membenarkan sesiapa sahaja mengurangkan dan menjejaskan hak-hak yang diperuntukkan.
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PERSONNEL MANAGEMENT FEATURES IN ISLAM

4. The spirit of responsibility and compliance The good management of staff create an atmosphere of success and abiding responsibility to comply with the manager and staff. It can strengthen the relationship between the two sides and enhance welfare.
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CIRI-CIRI PENGURUSAN PERSONEL DALAM ISLAM d) Semangat bertanggungjawab dan kepatuhan

Pengurusan dan kakitanagn yang baik Berjaya mewujudkan suasana bertanggungjawab dan patuh mematuhi antara pengurus dan kakitanagan atau pekerja. Ia boleh mengeratkan hubungan antara dua pihak dan mempertingkatkan kebajikan. Pengurusan yang telah menunaikan kewajipannya mengharapkan golongan pekerja menjalankan tugas mereka dengan baik dan ikhlas dan taat kepada arahannya yang tidak bercanggah dalam islam.
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PERSONNEL MANAGEMENT FEATURES IN ISLAM

5. Monitoring of individuals Supervision of employees in an organization is more important because it can improve services and ensure full use of the time that is due.

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CIRI-CIRI PENGURUSAN PERSONEL DALAM ISLAM

e) Pengawasan dalaman individu

Pengawasan pekerja dalam sesebuah organisasi adalah penting kerana ia dapat memperbaiki mutu perkhidmatan dan memastikan penggunaan masa yang sepenuhnya. Islam menyeru umatnya agar sentiasa menilai segala hasil kerjanya supaya dapat memenuhi permintaan semasa. Bagi pekerja yang mempertingkatkan hasil kerjanya perlu diberi kadar upah yang lebih tinggi.
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PERSONNEL MANAGEMENT FEATURES IN ISLAM

6. Solidarity and cooperation Cooperation on a more Islamic management and cooperation between workers and employers and employees working situation. Such features can form the robustness of organizational management.

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CIRI-CIRI PENGURUSAN PERSONEL DALAM ISLAM

f) Maufakat dan kerjasama

Pengurusan islam lebih berbentuk permuafakatan dan kerjasama antara pekerja dengan majikan dan pekerja sesame pekerja. Sifat ini penting di dalam sesebuah organisasi kerana ia boleh membentuk kemantapan pengurusan organisasi.
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PENGURUSAN ISLAM YANG DIAMALKAN DALAM SYARIKAT KONTRAKTOR BINAAN

Perhubungan antara Pihak Pengurusan dan Pekerja

Pengambilan Pekerja Baru dan Pemilihan

Perkara utama dalam pengurusan islam dalam syarikat kontraktor binaan

Penilaian Kerja dan Hasilnya

Latihan dan Pembangunan Sumber Manusia

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A. Pengambilan Pekerja Baru dan Pemilihan o Tujuan untuk mengambil pekerja baru ialah untuk memenuhi permintaan organisasi terhadap tenaga manusia. o Matlamat pemilihan keatas pekerja untuk mengenalpasti pekerja-pekerja yang layak bagi menjawat sesuatu tugasan. o Pengurus hendaklah memilih pekerja yang sesuai dan mempunyai kebolehan bagi menjawat sesuatu jawatan.
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B. Latihan dan Pembangunan Sumber Manusia Tujuan latihan untuk memperbaiki dan mempertingkatkan pengeluaran dan perkhidmatan syarikat. Pekerja pula perlukan latihan untuk mempertingkatkan kemahiran dan prestasi kerja serta kembangkan bakatnya. Program latihan merangkumi 3 perkara :
Jasmani Intelektual Rohani
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C. Penilaian Kerja dan Hasilnya Islam sentiasa menyeru umatnya agar menilai segala hasil kerjanya dari masa ke semasa supaya dapat memenuhi permintaan semasa. Tujuan untuk mengawal kualiti pekerjaan seseorang dan hasil kerja. D. Perhubungan antara Pihak Pengurusan dan Pekerja Pihak pengurusan hendaklah memberi perhatian yang sewajarnya terhadap perhubungan dengan pekerjanya. Perhubungan yang baik boleh mempertingkatkan kualiti pengurusan kontraktor dan beri kesan kepada produktiviti.
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