1. Importance of Control Function on Management Dr. Bagus Nurcahyo Program Studi Manajemen Pemasaran Direktorat Program D3 Bisnis & Kewirausahaan
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Editor's Notes
Perhaps the easiest to understand, but perhaps the toughest to implement. Requires an understanding of the process, people, and the confidence to not micromanagement An effective manager needs to follow up to ensure what’s supposed to be done is in fact being done and objectives achieved
Feedforward Examples : – Drug screening for new hires – Using quality parts – ORM – Designated driver Concurrent Examples : – MBWA – Computer error messages – Inspections/Direct supervision – Cultural norms that impact behavior (ACA @ South Hall) Feedback Examples : – AAR/Lessons learned – Final inspection prior to shipping – NJP – Grades
Extroversion – degree to which a person is social, gregarious, assertive, talkative, active – Comfortable with people Agreeableness – degree to which a person is able to get along with others – Courteous, flexible, trusting, cooperative, good-natured, forgiving, and tolerant Conscientiousness – degree to which a person is focused on goals, thus behaving in ways that are responsible, thorough, hard-working, and achievement-oriented – Implies being dependable Emotional Stability degree to which a person is calm and secure rather than tense, anxious, or insecure – Person with low emotional stability is often referred to as neurotic or unstable Openness to experience – degree to which a person has a broad range of interests and willing to consider new ideas – Normally persons of well-developed intellects
– We use one mode MORE EASILY than the other (our “preferences”) and that defines our personality type – These are NOT absolute’s; We function in each realm on a daily basis. As we grow and adapt we develop the ability to function well in all realms which are not native to our basic personalities. – Careful, there is NO right or wrong with the preferences ; They are what they are. It reports nothing about intelligence, maturity, or anything else
Not necessarily what you think – loud vs. shy; It’s more about where they get energy – conversation vs. a book? Extroverts (Has a + connotation/perception): – Emphasize friendliness, warmth, and stream of chatter. Talk about people more than ideas, things, data. Interested in relationships Introverts (Has a – connotation/perception): – Tolerate silence. Slower to form relationships. Emphasize ideas, things, and data more heavily than people. Spatiality – Introverts like to get comfortable in surroundings; Prep the room
How we take in and perceive information Not an either/or proposition; It really pertains to which one we trust the most – Sensation = via our senses; Gather concrete, specific data (Sensors) – Sees specifics – Intuitive = using intuition; Register concepts, theories, relationships or possibilities – Records meanings
How we make judgments or decisions: – Feeling = Subjective feelings (Substantially more women than men) – Reason more personally – Subjectively reflect on effects on people, relationships, and interpersonal values – Thinking = Objective logic (Substantially more men than women) – Evaluate data impersonally – Logically assess cause and effect relationships CAREFUL , many times Feeling type people come across as more concerned, personally involved, and caring but this my not be the case. Also has no correlation with values. Both are equally rational they just use different filters : “ T” – tends to analyze the process/system “ F” – tends to look at needs of the person Example using daycare pg. 88 of “True to Type”
Judging : – Make a list – Schedule in advance – Bring closure so you can move on Perceiving : – Wait to see what other options are available – Act spontaneously – Do things at the last minute How we live our lives on a day-to-day basis
Antidotes : – Systematic reading program – keep up to date with new “stuff” – Management training symposia and workshops; – Interact with staff: * Brainstorming * MBWA – Ask questions; Don’t accept “party line”
Not what actually happened or was intended, but what was “perceived” to happen/was intended Examples : What perceptions do we have of them and what is it based on? – Col Abel? – President Bush? – Hillary Clinton?
Fundamental Attribution Error : – Explain others behavior on personal attributes even if obvious situational factors may account more fully Self Serving Bias : – Class was bad because you guys didn’t do the reading – Class was good because of me (Preparation/excellent teaching)
Actor/Observer : – Friend’s bad test grade due to personal issues (lazy, intelligence, etc) – YOUR bad test grade due to bad questions/teaching, unfair grading, etc Self-Fulfilling Prophecy : - Examples?
Physical Appearance – Judgment made about person in first 2 minutes influences how we perceive their message Facial Expressions – Shorthand for making judgments (Person and/or message); Constant source of information in a conversation Eye Contact – most important feature of facial expressiveness; Suggests honesty, sincerity, openness, credibility. Opposite is also true Body Language : 1. Posture – often shows interest, respect, openness to ideas 2. Hand Gestures – emphasize points; CAREFUL – distraction 3. Emblems – motions that supplant/replace words (ex. Head nod/shrug) 4. Illustrators – accent or emphasize what is being said (ex. Pounding table) 5. Affect Displays – movements that display nature of pronounced physical sensation (Pain) 6. Regulators – cues that regulate flow of conversation (ex. Raised eye brows, Head nod) Proxemics – study of personal space and how it affects things; Closeness communicates type of relationship
People give more weight to non-verbal clues then spoken words – Example = Nixon (Radio) vs. JFK (TV) debate Most significant factor is the degree to which it reinforces or contradicts other communications channels
Environmental : – External stimuli – TV, other conversations, etc. – Internal – hot, cold, tired, hungry, etc. Physiological – we think 5 times faster than we speak which can cause our mind to wander (DAYDREAM) ; The message has to compete
Selective Listening – choosing to hear only what we consider important and disregarding the rest Negative Listening Attitudes – interfere with reception (“This is BS”); Behaviors will follow Personal Reaction – response to words: - Denotative : Literal meaning - Connotative : Emotional reaction Poor Motivation – no preparation, trying to figure out what’s important
Leadership practices can be used for good OR evil thus there is a moral dimension; Hitler, Stalin, Pol Pot as immoral leaders Perhaps a better way : Placing what’s right ahead of your own self interest Leadership has less to do with using other people than SERVING other people
– Most adults reach level two, the conventional level; Only 20% of adults reach the third level. – Examples of Principled (third level): – Raoul Wallenberg (from start of Chapter) – MLK – jail to serve dignity and social justice – Ghandi – broke British laws to facilitate Indian independence – Leaders can use their understanding of these stages to enhance their own and their followers’ moral development and initiate ethics training to move people to higher levels of moral reasoning – Understanding that most people are conventional can help a leader understand the importance of creating the right culture – Direct relationship between higher level of development and more ethical behavior – Not intelligence or education!!!
“ Traditional” organizations based on idea that leader is in charge of subordinates and success depends on leader control over followers Subordinates are passive (do what they are told), not required to be actively involved or thinking US Navy???
Subordinates take more of an active role, but fall short of the buy-in/ownership level
– Responsibility and authority moved from leaders to followers – Leaders empower their subordinates and create a team without controlling, defining purpose or meaning for others STEWARDSHIP DEFN = individual’s responsibility to manage his life and property with proper regard for others
Leadership upside down – taking care of (valuing and respecting them) and develop subordinates will ultimately lead to successful outcomes Examples??? Mother Teresa
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