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Directing
- 1. DIRECTING BA100 – Business Management & Organizational Analysis Presenters: Pauline S. Esparcia Michael D. Esparcia
- 2. Definition of DIRECTING Involves guiding and leading subordinates. The process of communicating with and influencing other members of the organization. Motivating the members of the organization for the accomplishment of the company’s goals. “MANAGEMENT IN ACTION”
- 3. GEORGE R. TERRY“DIRECTING means moving to action and supplying stimulative power to the group”
- 4. Importance of DIRECTING Human organizations function through the continuous intercommunication and interaction among its members. So, we can say directing is the process of energizing the organization into action. It is likened to electricity which powers up our appliances
- 5. Importance of DIRECTING This management function is closely linked with the leadership of a manager. Since managers don’t perform all the activities by themselves, leadership ability is an important managerial skill. This is manifested largely in the manner a manager interacts with his subordinates and directs their activities from day to day.
- 7. MOTIVATION
- 8. Motivation • Set of forces that energize the workers to their job and sustain their behavior. Lewis Allen: “Motivation is the work a manager performs to inspire, encourage, and impel people to take required action.” Michael J: “The act of stimulating someone or oneself to get a desired course of action.”
- 9. Importance of Motivation Puts human resources into action Improves level of efficiency of employees • INCREASE IN PRODUCTIVITY • REDUCING COST OF OPERATIONS • IMPROVING OVERALL EFFICIENCY Leads to achievement of organizational goals Builds friendly relationship • MONETARY AND NON-MONETARY INCENTIVES • PROMOTION OPPORTUNITIES FOR EMPLOYEES • DISINCENTIVES FOR INEFFICIENT EMPLOYEES
- 11. Maslow’s Need Hierarchy 1. Physiological Needs – basic needs such as food, clothing, and shelter. 2. Security Needs – the need to be free from uncertainty concerning one’s survival. 3. Social Needs – the need to be accepted by others and the sense of belonging. 4. Ego Needs – the need to be recognized as having skills, achievement or characteristics. 5. Self Actualization – the need to realize one’ full potential as a person. “Fundamentals of Management”, Rafael A. Rodriguez, et. al. http://en.wikipedia.org/wiki/Maslow's_hierarchy_of_needs
- 12. Maslow’s Need Hierarchy “The hierarchies are interrelated rather than sharply separated.” http://en.wikipedia.org/wiki/Maslow's_hierarchy_of_needs
- 13. Herzberg’s Two Factor Theory of Motivation ҉Motivators the job factors that are intrinsically motivating to people. ҉Satisfiers are important factors because these create dissatisfaction if not properly attended to.
- 14. Herzberg’s Two Factor Theory of Motivation ҉Motivators Achievement Recognition Job Interest Responsibility Advancement ҉Satisfiers Salary and Benefits Working Conditions Company Policy Status Job Security Supervision & Autonomy Office Life
- 15. David Maclelland’s Theory ҉Need for achievement ҉Need for power ҉Need for affiliation
- 16. Theory I Fear Motivation Incentive Motivation Change or Growth Motivation
Editor's Notes
- DIRECTING in its simplest form involves guiding and leading subordinates. [CLICK] It is the process through which a manager communicates with and influences other members of the organization. [CLICK] It is also concerned with the motivation of the members of the organization for the accomplishment of the company’s goals. Directing creates an atmosphere that will assist and motivate people to achieve the desired results. DIRECTING is otherwise called “management in action” [CLICK]
- In the words of GEORGE R. TERRY, “directing means moving to action and supplying stimulative power to the group.” directing thus involves issuing instructions to subordinates, guiding, motivating and supervising them.
- Now we ask ourselves, how important is directing? [READ SLIDE] [CLICK]
- There are 5 elements of directing. These are: [CLICK] I will follow the order in the book so I will discuss first motivation. And the others will be discussed by my co reporter. When we look at directing as a process of influencing people in organizations, we have to be concerned with the question of what motivates them.
- so that we may influence them to contribute towards the achievement of the organization’s goals. While there is considerable literature on human needs and motives, we shall review only some of the more well known theories of human motivation. But first we must understand what is motivation.
- [READ SLIDE THEN CLICK] [AFTER SA LAST]: Now how important is this motivation in directing the people in an organization? [CLICK]
- [CLICK & READ] Every concern requires physical, financial and human resources to accomplish the goals. It is through motivation that the human resources can be utilized by making full use of it. This can be done by building willingness in employees to work. This will help the enterprise in securing best possible utilization of resources. [CLICK & READ] The level of a subordinate or an employee does not only depend upon his qualifications and abilities. For getting best of his work performance, the gap between ability and willingness has to be filled which helps in improving the level of performance of subordinates. This will result into- a. Increase in productivity, b. Reducing cost of operations, and c. Improving overall efficiency. [CLICK & READ] The goals of an enterprise can be achieved only when the both the employees and the management strive to attain it and motivation is the best tool to make everyone want to be engaged in the activities for the attainment of the company’s goals. [CLICK & READ]Motivation is an important factor which brings employees satisfaction. This can be done by keeping into mind and framing an incentive plan for the benefit of the employees. This could initiate the following things: a. Monetary and non-monetary incentives, b. Promotion opportunities for employees, c. Disincentives for inefficient employees.
- Before we are able to motivate the people in our organization we must first know what drives them.
- So first off, we have Maslow's need hierarchy. Maslow identified people’s needs according to their priority as follows: Physiological needs, safety & security, love/belongingness, self esteem, and self actualization. [CLICK] We can see that maslow’s hierarchy is shaped like a pyramid. The most basic of all needs we have at the bottom. This is what people want to fulfill first before they are able to concentrate on the upper needs. Let’s take each level one by one. The first is the physiological needs. [CLICK & READ] Before we can think of anything else, we must first fill our bellies. We wouldn’t be able to concentrate on anything unless we are well fed and are not naked. Also, having shelter is an important thing for people. Next is [CLICK & READ] We must be assured that there are no one and nothing which threaten our safety. Example, there’s a calamity. We would make sure that we are prepared. The first things we prepare are food and a place we could stay in that is safe. Next are our [CLICK & READ] According to Maslow, humans need to feel a sense of belonging and acceptance among their social groups, regardless whether these groups are large or small. For example, some large social groups may include clubs, co-workers, religious groups, professional organizations, sports teams, and gangs. Some examples of small social connections include family members, intimate partners, mentors, colleagues, and confidants. Humans need to love and be loved – both sexually and non-sexually – by others.[2] Many people become susceptible to loneliness, social anxiety, and clinical depression in the absence of this love or belonging element. Fourth level is [CLICK & READ]. This is what we call self esteem. All humans have a need to feel respected; this includes the need to have self-esteem and self-respect. Esteem presents the typical human desire to be accepted and valued by others. People often engage in a profession or hobby to gain recognition. These activities give the person a sense of contribution or value Last level is [CLICK & READ] This level of need refers to what a person's full potential is and the realization of that potential. Maslow describes this level as the desire to accomplish everything that one can, to become the most that one can be.[11] Individuals may perceive or focus on this need very specifically. For example, one individual may have the strong desire to become an ideal parent. In another, the desire may be expressed athletically. For others, it may be expressed in paintings, pictures, or inventions.
- Furthermore, Maslow states that while he originally thought the needs of humans had strict guidelines, the "hierarchies are interrelated rather than sharply separated".[5] This means that esteem and the subsequent levels are not strictly separated; instead, the levels are closely related.
- Another theory is Herzberg’s Two Factor Theory of Motivation. Herzberg classifies the factors which motivate people into two [CLICK]. According to Herzberg, [CLICK] motivators are the job factors that are intrinsically motivating to people and thus constitute the most enduring sources of motivation. [CLICK] While satisfiers are important factors because theses create dissatisfaction if not properly attended to by management.
- We might say that this can be part of the motivators. [CLICK] these factors heighten the motivation of the people in the work place. The next [CLICK] are supposed to be established basic needs in the workplace. We can now see how the first list can encourage employees to work harder while the second list are what we’d call basic needs inside the office.
- Another theory, which is David Maclelland’s theory, classifies people in terms of their dominant need for [CLICK] achievement, power, or affiliation. This shows that if people differ in terms of their dominant need orientation, the types of incentives that they would be most responsive to should also differ. For people who wants achievement would want to be the top employee all the time. For those who need power, they would want to be promoted. As for those who need affiliation would feel privileged if they belong to groups or clubs within the organization.
- In this last theory, there are said to be three types of motivation. [CLICK AND READ] this is somewhat similar to Mclellan’s theory in which the people in the organization will have different reactions to different types of motivation. With fear motivation, [CLICK] the manager might try to threaten or scare the employees with punishment whenever they do bad. [CLICK] It is opposite to incentive motivation wherein the manager will motivate the workers with rewards. As for change or growth, [CLICK] the personal well being of the workers are what’s targeted.