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CQ 605PRINCIPLE OF MANAGEMENT
UNIT 2.0 MANAGEMENT THEORIES
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MANAGEMENT THEORIES
HF
AM
EM
HD
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MANAGEMENT THEORIES
HENRY FAYOLS
ABRAHAM MASLOW
ELTON MAYO
HERZBERG
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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
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Fayols Administrative Theory
With these significant contributions he has beendubbed the "Father ofManagement Thought".Among his contributions are :
i. Fayol able to differentiatebetween technical skills with management skills.
ii. He has identified the functionsof specific management.
iii. He has proposed 14 principles of management.
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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 thatdid not contribute to the objectives
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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
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Fayols Administrative Theory Contd
Fourteen Principles of Management (Toolsfor Accomplishing Objectives)
Scalar Chain - Fayols bridge Order - effective and efficient operations
Equity - kindliness and justice
Stability of Tenure of Personnel - sufficient timefor familiarity
Initiative - managers should rely on workersinitiative
Esprit de corps - union is strength loyalmembers
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Fayols Administrative Theory
Positioned communication as a necessaryingredient to successful management
Application in the Modern Workplace
Fayols elements of management are recognizedas the main objectives of modern managers
Planning - more participatory
Organizing - human relationships andcommunication
Comparison of Managerial Skills
Especially applicable for large organizations(military)
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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
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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
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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:
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Hierarchy of Needs
growth
emotional
physical
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Hierarchy of Needs
Physiological Needs
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Physiological Needs
food
water air
sleep
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Food: A Most Powerful Need
South AmericanRugby team
crashed in 1970
Food was the most
pressing problem.
They ate human
flesh for survival.
Even the strongesttaboo was broken
to fill the basic
need for food.
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Physiological Needs
Hierarchy of Needs
Safety Needs
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Safety Needs
from physical attack
from emotional
attack from fatal disease
from invasion
from extreme losses
(job, family members,
home, friends)
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Safety: A Most Powerful Need
when frightened, our
thoughts and energies are
diverted
threat of, or actual attackcreates fight or flight
reaction
threats to safety can be
physical or emotional
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Physiological Needs
Love & Belonging
Needs
Safety Needs
Hierarchy of Needs
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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
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Love and Belonging:
A Most Powerful Need
f
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Esteem
Needs
Love & Belonging
Needs
Physiological Needs
Safety Needs
Hierarchy of Needs
E N d
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Esteem Needsemotional (ego)
respect from othersthrough: awards
honors
status
respect for self through:
masteryachievement
competence
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Esteem from Self and Others:
A Most Powerful Need
Congratulations
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Some Self-Actualizing People from
History
Abraham Lincoln
Thomas Jefferson
Mahatma Gandhi
Albert Einstein
Eleanor Roosevelt
William James
Benedict Spinoza
S lf A li i N d
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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
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B-Needs of the Self-Actualized
Truth
Goodness
Beauty
Unity
Aliveness
Uniqueness
Perfection andNecessity
Completion
Justice and order
Simplicity
Richness
Effortlessness
Playfulness
Self-sufficiency
Meaningfulness
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Qualities of the Self-Actualized
An non-hostile sense ofhumor
Intimate personal
relationships
Acceptance of self and
others
Spontaneity and simplicity
Freshness of appreciation
More peak experiences
Democratic values
Independence
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Herzbergs Two
Factor Theory
Frederick Herzberg1959
Motivation- HygieneTheory
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Motivation and JobPerformance 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
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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 andchallenging work
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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:
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Four Scenarios:* High Hygiene + High Motivation: The ideal situation
where employees are highly motivated and have fewcomplaints.
* High Hygiene + Low Motivation: Employees have few
complaints but are not highly motivated. The job isperceived as a paycheck.
*Low Hygiene + High Motivation: Employees aremotivated but have a lot of complaints. A situation
where the job is exciting and challenging but salariesand work conditions are not up to par.
*Low Hygiene + Low Motivation: The worst situation.
Unmotivated employees with lots of complaints.
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PHILOSOPHICAL PERSPECTIVE- Societys dominant institutions are responsible
to provide for the growth and well being of
people.They should provide employees themeans for growth and self-actualization.
KEY CONCEPTS- Both Hygiene and Motivation must be
addressed simultaneously.
You must provide the environment for theemployee to motivate themselves.
You must add meaningful tasks to a job toprovide greater involvement and interaction
with the task for your employee. It is important to effectively utilize all available
resources.
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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.
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Motivational Issues:
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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 titlechanges to successful employees and/or continuing
training and education.
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Major Human Behavior Theories
The Hawthorne Effect: Elton Mayo(1880-1949)
When the famous Hawthorne studiesbegan, Mayo was experimenting withthe alteration of physical workingconditions to increase productivity.
They became aware that otherunexpected factors were interactingwith physical factors to influence workoutput.
ELTON MAYO THEORY
Major Human Behavior Theories
ELTON MAYO THEORY
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The Hawthorne Effect: Elton Mayo(1880-1949)
Output increased not matter how thephysical variables were changed. Mayoand his colleagues came to understandthat a powerful and previously
unrecognized influence in theexperimental setting was the attentionthe researchers were paying to theworkers.
Major Human Behavior Theories
ELTON MAYO THEORY
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The Hawthorne Effect: EltonMayo (1880-1949)
As a result of the Hawthorneresearch, production could nolonger be viewed as solelydependent on formal job andorganizational design.
Major Human Behavior Theories
ELTON MAYO THEORY
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The Hawthorne Effect: EltonMayo (1880-1949)
This effect, widely know as theHawthorne effect, was the firstdocumentation in industrialpsychological research of theimportance of human interactionand morale for productivity
Major Human Behavior Theories
ELTON MAYO THEORY
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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 greaterthan ourselves to do it.
Ella Wheeler Wilcox
http://www.brainyquote.com/quotes/quotes/e/ellawheele119436.htmlhttp://www.brainyquote.com/quotes/quotes/e/ellawheele119436.html -
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PRINCIPLES OF ISLAMIC
MANAGEMENT
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ISLAMIC MANAGEMENT
DEFINITION OF ISLAMIC MANAGEMENT
Management of Islam are management based
on available resources and the Quran, Sunnah,Hadith, Islamic history and experience.
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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-PRINSIPILMU PENGURUSAN
ISLAM
KEIMANAN
(FAITH)
AKHLAK
(CHARACTER)
IHSANPERSAUDARAAN
(BROTHERHOOD)
AL-SYURA
PRINSIP-PRINSIP PENGURUSAN ISLAM
Menurut Mohd Mansor (1991), prinsip pengurusan Islam terdiri
daripada 5 aspek iaitu :
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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 managerduties 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 terdiridaripada :
(1)Keimanan
Iman lahir daripada konsep tauhid kepada Allah
Konsep tauhid kepada Allah dapat membentuk sikap pengurusyang berwibawa dan mempunyai etika kerja yang baik
Keimanan merupakan konsep utama prinsip Pengurusan IslamDari perspektif Islam-pengurus hendaklah:
Melaksanakan tugas sebagai khalifah Allah
Mestilah adil dan saksama
Mestilah Taat kepada Allah S.W.T
Melaksanakan tuntutan Amal Makruf danNahil Mungkar
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FIVE PRINCIPAL ISLAMIC MANAGEMENT
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FIVE PRINCIPAL ISLAMIC MANAGEMENT
CHARACTER (AKHLAK)Manager who have good character to
enclosed relationship between
employees and thus to establish thesuccess 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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Menurut Mohd Mansor (1991), prinsip pengurusanIslam terdiri daripada :
(2)AkhlakSumber utama daripada Al-Quran dan HadithBerasaskan wahyu dan perilaku Rasulullah
Di dalam Al-Quran terdapat banyak panduan yang bolehmembentuk manusia ke arah sifat mulia dan menjauhi sifatterkeji
Pengurus yang mempunyai akhlak yang baik dapatmerapatkan hubungan antara pekerja-pekerjanya
Dan seterusnya dapat membentuk kejayaan Dunia danAkhirat
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PRINSIP-PRINSIP PENGURUSAN ISLAM
FIVE PRINCIPAL ISLAMIC MANAGEMENT
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FIVE PRINCIPAL ISLAMIC MANAGEMENT
IHSANCompassionate mean behavior that is
honest, kind, sympathetic attitude,
cooperation and etc. Whereall theseattitudes will ensure excellence in the
management and can deliver
success.
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PRINSIP-PRINSIP PENGURUSAN ISLAM
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Menurut Mohd Mansor (1991), prinsip pengurusan Islamterdiri daripada :
(3)Ihsan
Maksud : Tingkahlaku yang jujur, baik, bersikap simpati,bekerjasama, berperikemanusiaan, ikhlas serta tidakmementingkan diri
Jika keadilan dianggap sebagai asas masyarakat, makaIhsan menjadikan kehidupan manusia lebih mesra danharmoni ( 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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PRINSIP-PRINSIP PENGURUSAN ISLAM
FIVE PRINCIPAL ISLAMIC MANAGEMENT
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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 ISLAMMenurut Mohd Mansor (1991), prinsip pengurusanIslam terdiri daripada :
(4)Persaudaraan
Manusia dihubungkan antara satu sama laindengan tali persaudaraanManusia juga dihubungkan berdasarkankeimanan dan kemanusiaan
Tali persaudaraan tidak terikat dengan sempadan
geografiPrinsip persaudaraan menjadikan manusia tolongmenolong dan bekerjasama
Semangat persaudaraan yang berjaya dipupuk
dalam organisasi akan meneguhkan pengurusan55
FIVE PRINCIPAL ISLAMIC MANAGEMENT
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FIVE PRINCIPAL ISLAMIC MANAGEMENT
AL-SHURA It mean the deliberations. Al-shura to
solve problems arising from
mismanagement and employees whomake decisions based on opinion
alone.
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PRINSIP-PRINSIP PENGURUSAN ISLAM
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Menurut Mohd Mansor (1991), prinsip
pengurusan Islam terdiri daripada :
(5)Al-Syura
Bermaksud musyawarahDapat menyelesaikan masalah yangtimbul daripada kesilapan pengurusan
dan pekerja yang membuat keputusanberdasarkan pendapatnya sahaja
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PERSONEL
MANAGEMENT
FEATURES IN ISLAM
FAKTOR-FAKTOR DIDALAM
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Memberikan kemahiran dalam merancang danmelaksanakan sesuatu untuk mencapai matlamatyang telah ditetapkan.
Merupakan pelaksanaan dasar pemerintahan
untuk kebajikan awam. Menyelaraskan tenaga menusia dan sumber-
sumber mengikut perancangan bagi mencapaisesuatu objektif, misi dan visi.
Merupakan satu pengkhususan yang berasaskankepada prinsip, sistem dan peraturan tertentudalam mengendalikan, mengawas, melaksanakandan menilai sesuatu tugas atau kerja.
O OILMU PENGURUSAN ISLAM
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CIRI-CIRI PENGURUSAN PERSONEL
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CIRI-CIRIPENGURUSANKAKITANGANDALAM ISLAM
PERSEPADUAN ANTARAKEPAKARAN & AKHLAK
PENGHAYATANSYURA
MEMENUHI KEPERLUANROHANI & JASMANI
SEMANGATBERTANGGUNGJAWAB &
KEPATUHAN
PENGAWASANDALAMAN INDIVIDU
MUAFAKAT &KERJASAMA
DALAM ISLAM
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PERSONNEL MANAGEMENT
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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.
PERSONNEL MANAGEMENT
FEATURES IN ISLAM
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CIRI-CIRI PENGURUSAN PERSONEL DALAM
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ISLAMa)Persepaduan antara kepakaran akhlak
Islam berasaskan Al-Quran dan As-Sunnah telahmenggambarkan pengurusan kakitangan berunsurkankesepaduan antara kepakaran dan akhlak bolehmelahirkan organisasi yang cekap dan berkesan.
Persepaduan ini mampu membentuk sumber manusiayang mempunyai daya kerja yang tinggi di sampingjujur, amanah dan ikhlas.
Mampu membentuk suasana kerja yang aman danselesa serta merangsangkan kerja berpasukan yang
lebih intim. Golongan pekerja dan pengurusan yang terlibat akan
terikat dengan satu ikatan kemasyarakatan islamdankeimanan.
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PERSONNEL MANAGEMENT
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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.
PERSONNEL MANAGEMENT
FEATURES IN ISLAM
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PERSONNEL MANAGEMENT
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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.
PERSONNEL MANAGEMENT
FEATURES IN ISLAM
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CIRI-CIRI
PENGURUSAN PERSONEL DALAM
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c) Memenuhi keperluan rohani dan jasmani
Allah s.w.t menjadikan manusia daripada roh
dan jasad.
Kedua-kedua aspek ini perlu diseimbangkanbagi memenuhi tuntutan dunia dan akhirat.
Oleh yang demikian Islam tidak perlu
membenarkan sesiapa sahaja mengurangkandan menjejaskan hak-hak yang
diperuntukkan.
ISLAM
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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 andenhance welfare.
PERSONNEL MANAGEMENT
FEATURES IN ISLAM
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CIRI-CIRI PENGU
RUSAN PERSONEL DALAM
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d) Semangat bertanggungjawab dan kepatuhan
Pengurusan dan kakitanagn yang baik Berjayamewujudkan suasana bertanggungjawab dan patuhmematuhi antara pengurus dan kakitanagan ataupekerja.
Ia boleh mengeratkan hubungan antara dua pihakdan mempertingkatkan kebajikan.
Pengurusan yang telah menunaikan kewajipannya
mengharapkan golongan pekerja menjalankantugas mereka dengan baik dan ikhlas dan taatkepada arahannya yang tidak bercanggah dalamislam.
ISLAM
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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.
PERSONNEL MANAGEMENT
FEATURES IN ISLAM
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CIRI-CIRI PENGU
RUSAN PERSONEL DALAM
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e) Pengawasan dalaman individu
Pengawasan pekerja dalam sesebuahorganisasi adalah penting kerana ia dapatmemperbaiki mutu perkhidmatan danmemastikan penggunaan masa yangsepenuhnya.
Islam menyeru umatnya agar sentiasa menilaisegala hasil kerjanya supaya dapat memenuhipermintaan semasa.
Bagi pekerja yang mempertingkatkan hasilkerjanya perlu diberi kadar upah yang lebihtinggi.
ISLAM
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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.
PERSONNEL MANAGEMENT
FEATURES IN ISLAM
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CIRI-CIRI PENGU
RUSAN PERSONEL DALAM
ISLAM
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f) Maufakat dan kerjasama
Pengurusan islam lebih berbentuk
permuafakatan dan kerjasama antara
pekerja dengan majikan dan pekerjasesame pekerja.
Sifat ini penting di dalam sesebuah
organisasi kerana ia boleh membentukkemantapan pengurusan organisasi.
ISLAM
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PENGURUSAN ISLAM
YANG DIAMALKAN
DALAM SYARIKATKONTRAKTOR BINAAN
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Perkara utama
dalam pengurusan
islam dalamsyarikat kontraktor
binaan
Perhubungan
antara Pihak
Pengurusandan Pekerja
PenilaianKerja dan
Hasilnya
Latihan dan
Pembangunan
Sumber
Manusia
Pengambilan
Pekerja Baru
dan
Pemilihan
74
A Pengambilan Pekerja Baru dan Pemilihan
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A. Pengambilan Pekerja Baru dan Pemilihan
o Tujuan untuk mengambil pekerja baru
ialah untuk memenuhi permintaanorganisasi terhadap tenaga manusia.
o Matlamat pemilihan keatas pekerja untuk
mengenalpasti pekerja-pekerja yang layakbagi menjawat sesuatu tugasan.
o Pengurus hendaklah memilih pekerja
yang sesuai dan mempunyai kebolehanbagi menjawat sesuatu jawatan.
75
B Latihan dan Pembangunan Sumber
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B. Latihan dan Pembangunan SumberManusia
Tujuan latihan untuk memperbaiki danmempertingkatkan pengeluaran danperkhidmatan syarikat.
Pekerja pula perlukan latihan untuk
mempertingkatkan kemahiran danprestasi kerja serta kembangkanbakatnya.
Program latihan merangkumi 3 perkara :Jasmani Intelektual
Rohani
76
C. Penilaian Kerja dan Hasilnya
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Islam sentiasa menyeru umatnya agar menilaisegala hasil kerjanya dari masa ke semasa supayadapat memenuhi permintaan semasa.
Tujuan untuk mengawal kualiti pekerjaanseseorang dan hasil kerja.
D. Perhubungan antara Pihak Pengurusan danPekerja
Pihak pengurusan hendaklah memberi perhatianyang sewajarnya terhadap perhubungan dengan
pekerjanya. Perhubungan yang baik boleh mempertingkatkan
kualiti pengurusan kontraktor dan beri kesankepada produktiviti.