To all those social scientists whose main focus of study is organisational theory and practice, the concept of supervision is seem to mean overseeing the work of subordinates by their superiors and involves various activities, namely, superintendence, direction, guidance, control, inspection, and coordination. All these aspects constitute the main focus of this article.
This document discusses organizing and organization structures in healthcare. It explains that nursing care is essential for patient health and comfort. Nurses comprise the largest technical staff in hospitals next to doctors. Their functions include clinical, technical, caring, administrative, and educational roles. Staffing levels depend on factors like beds, services, patient acuity, technology, and competencies. Nurses are assigned to patients using methods like functional, case, team, group, and primary nursing. Physical dependency and occupancy rates impact workload assessments. Performance is tracked using indices like nursing hours per patient per day.
Unit ii - manuals, organisation, motivationArgon David
The document discusses different types of organizational structures including line, staff, functional and committee organizations. It outlines the advantages and disadvantages of each type of structure. Different forms of documentation for organizations are also examined such as manuals, which can help standardize procedures but also limit flexibility.
Organizing is a systematic process of structuring tasks, goals, and activities to attain objectives through specialization, division of work, orientation towards goals, and continuity. The key characteristics of organization include specialization of work, composition of individuals and groups, and orientation towards overall goals. Organizing helps achieve goals, make optimal use of resources, facilitate managerial functions, enable growth and diversification, and provide humane treatment of employees.
This document provides an overview of management concepts and principles put forth by Henry Fayol and F.W. Taylor. It defines management, discusses Fayol's five primary functions and fourteen principles of management. It also outlines Taylor's scientific management principles, including developing science for each job part, scientific selection and training of workers, cooperation between management and workers, division of responsibility, and achieving maximum prosperity for employers and employees. The document serves to introduce foundational theories in the development of management as a discipline.
This document summarizes Henry Fayol's 14 principles of management and how they are applied in the presenter's organization. The organization implements Fayol's principles of division of work, authority, discipline, unity of command, unity of direction, and subordination of individual interests to common goals. Roles and responsibilities are clearly defined. The zonal manager has authority over subordinates. Fair remuneration is provided and there is a clear order and structure to the organization with the registrar making major policy decisions. Fayol's principles of order, equity, stability of staff, initiative and esprit de corps are also followed to ensure effective functioning of the organization.
This document provides an overview of industrial management and engineering economics. It discusses key topics such as the definition of industrial management, its functions, organizational structures, production systems, and productivity. Industrial management involves planning, organizing, staffing, directing, and controlling activities to efficiently use resources to achieve goals. The main organizational structures described are line/functional, line and staff, and matrix/project. Production systems range from job shops with low volume/high variety to continuous production. Productivity is measured as the ratio of outputs to inputs, and improving productivity increases efficiency.
This document discusses organizing and staffing in organizations. It covers topics like organization categories, the organizing process, principles of organizing, departmentalization, span of management, authority, responsibility, delegation, decentralization, and staffing functions. The key points are:
1. Organizing involves identifying and grouping work, delegating responsibility, and establishing relationships to enable effective teamwork.
2. There are four categories of organizations - those that benefit owners, members, clients, and society.
3. The staffing process involves recruiting, selecting, and placing the right employees in jobs, as well as inducting new hires.
4. Effective delegation and decentralization of authority are important but must be
Henry Fayol developed 14 principles of management based on his experience as a manager. Some key principles included: authority and responsibility are related; unity of command and unity of direction to avoid fragmented efforts; scalar chain of command to define lines of authority; division of work through specialization; discipline, equitable remuneration, and order are needed; and initiative and esprit de corps among employees are important. Fayol believed these principles could be applied universally across organizations to effectively manage activities and resources.
This document discusses organizing and organization structures in healthcare. It explains that nursing care is essential for patient health and comfort. Nurses comprise the largest technical staff in hospitals next to doctors. Their functions include clinical, technical, caring, administrative, and educational roles. Staffing levels depend on factors like beds, services, patient acuity, technology, and competencies. Nurses are assigned to patients using methods like functional, case, team, group, and primary nursing. Physical dependency and occupancy rates impact workload assessments. Performance is tracked using indices like nursing hours per patient per day.
Unit ii - manuals, organisation, motivationArgon David
The document discusses different types of organizational structures including line, staff, functional and committee organizations. It outlines the advantages and disadvantages of each type of structure. Different forms of documentation for organizations are also examined such as manuals, which can help standardize procedures but also limit flexibility.
Organizing is a systematic process of structuring tasks, goals, and activities to attain objectives through specialization, division of work, orientation towards goals, and continuity. The key characteristics of organization include specialization of work, composition of individuals and groups, and orientation towards overall goals. Organizing helps achieve goals, make optimal use of resources, facilitate managerial functions, enable growth and diversification, and provide humane treatment of employees.
This document provides an overview of management concepts and principles put forth by Henry Fayol and F.W. Taylor. It defines management, discusses Fayol's five primary functions and fourteen principles of management. It also outlines Taylor's scientific management principles, including developing science for each job part, scientific selection and training of workers, cooperation between management and workers, division of responsibility, and achieving maximum prosperity for employers and employees. The document serves to introduce foundational theories in the development of management as a discipline.
This document summarizes Henry Fayol's 14 principles of management and how they are applied in the presenter's organization. The organization implements Fayol's principles of division of work, authority, discipline, unity of command, unity of direction, and subordination of individual interests to common goals. Roles and responsibilities are clearly defined. The zonal manager has authority over subordinates. Fair remuneration is provided and there is a clear order and structure to the organization with the registrar making major policy decisions. Fayol's principles of order, equity, stability of staff, initiative and esprit de corps are also followed to ensure effective functioning of the organization.
This document provides an overview of industrial management and engineering economics. It discusses key topics such as the definition of industrial management, its functions, organizational structures, production systems, and productivity. Industrial management involves planning, organizing, staffing, directing, and controlling activities to efficiently use resources to achieve goals. The main organizational structures described are line/functional, line and staff, and matrix/project. Production systems range from job shops with low volume/high variety to continuous production. Productivity is measured as the ratio of outputs to inputs, and improving productivity increases efficiency.
This document discusses organizing and staffing in organizations. It covers topics like organization categories, the organizing process, principles of organizing, departmentalization, span of management, authority, responsibility, delegation, decentralization, and staffing functions. The key points are:
1. Organizing involves identifying and grouping work, delegating responsibility, and establishing relationships to enable effective teamwork.
2. There are four categories of organizations - those that benefit owners, members, clients, and society.
3. The staffing process involves recruiting, selecting, and placing the right employees in jobs, as well as inducting new hires.
4. Effective delegation and decentralization of authority are important but must be
Henry Fayol developed 14 principles of management based on his experience as a manager. Some key principles included: authority and responsibility are related; unity of command and unity of direction to avoid fragmented efforts; scalar chain of command to define lines of authority; division of work through specialization; discipline, equitable remuneration, and order are needed; and initiative and esprit de corps among employees are important. Fayol believed these principles could be applied universally across organizations to effectively manage activities and resources.
This document discusses different types of organizational structures. It begins by describing a line or scalar organization, where authority flows vertically from top to bottom. It then explains functional organizations, where work is divided by specialized functions. The document also covers line and staff organizations, where line officers have decision-making authority and are assisted by staff officers who provide advice. It provides details on each type of organization, including their characteristics, advantages, disadvantages, and suitability for different business contexts.
The document discusses the managerial function of directing. It compares directing to a teacher guiding students in a classroom by leading them to their goals through discipline, inspiration, and guidance. Directing involves supervision, communication, motivation, and leadership to ensure employees perform their jobs well and organizational goals are achieved. Key elements of directing include communication, supervision, motivation, and leadership. Communication involves transmitting information from managers to employees. Supervision ensures employees perform work as instructed through guidance and problem solving. Motivation inspires employees to maximize their capabilities and achieve objectives.
The document discusses the management process of organizing. It describes organizing as involving dividing work into departments, establishing authority relationships between departments, and defining roles and responsibilities. The key aspects of organizing covered are departmentation, hierarchy development, and establishing relationships between groups. The overall process involves identifying activities, grouping similar activities into departments, classifying authority levels through the hierarchy, and coordinating authority and responsibility.
This document discusses the characteristics and functions of effective supervisors. It begins by outlining six key functions of supervision: planning, organizing, staffing, directing, controlling, and coordinating. It then examines eight characteristics of effective supervisors, including getting others to cooperate, treating others equitably, listening to others, delegating tasks, building teams, understanding subordinates, communicating effectively, and developing subordinates. Specific activities are provided for each function and ways supervisors can demonstrate each characteristic, such as justifying procedures and policies to get cooperation and being willing to listen to subordinates.
This document discusses delegation and coordination in management. It defines delegation as assigning work and authority to others. Delegation is important for distributing work, developing subordinates, and focusing on important tasks like planning. There are elements of delegation like assigning duties, delegating authority, and being accountable. Coordination ensures different tasks and departments work together harmoniously to achieve organizational goals. Coordination is important for unity of action, reconciling individual and departmental goals, and allowing for specialization while integrating efforts. Effective communication, clear objectives and definitions of roles are principles that facilitate good coordination.
Introduction to Public Administration - Organizing, Staffing, Controlling and...DennIcent1
The document discusses the concepts of organizing and staffing in management. It defines organizing as the process of establishing order, removing conflicts, and building teamwork. The key steps in organizing include identifying objectives, classifying activities, grouping activities, delegating authority, and integrating groupings. It also discusses the types of formal and informal organization structures. Staffing involves manning organizational positions. Important functions of staff officers include providing specialized knowledge to managers and relieving them of details. Major principles of organizing and staffing discussed include unity of objectives, efficiency, span of management, delegation of authority, and job definition.
The document discusses the concepts of organizing and organization. It defines organizing as identifying and grouping work to be performed, delegating responsibility and authority, and establishing relationships to enable efficient work. An organization differentiates tasks among specialized units and integrates their work. Key aspects of an organization include a group working toward common objectives, division of labor, cooperative efforts, communication, central authority, rules, and a dynamic element. A sound organizational structure facilitates administration, encourages growth and innovation, ensures optimal resource use, and continuity of the enterprise. The organizing process involves identifying activities, grouping them, assigning duties, and delegating appropriate authority.
A fantastic PPT on organising. The PPT contains a detailed description about the concept of organising. It discusses the meaning, features and various aspects of organising.
This document provides an overview of administration and the Indian constitution. It defines administration as the activities of groups cooperating to accomplish common goals. The key principles of administration discussed include division of labor, authority and responsibility, and unity of command. Health administration has specific principles like having a sound national health policy and integrating preventive and curative services. The Indian constitution is the supreme law of India, establishing the framework of government. It was passed in 1949 and came into effect in 1950, building upon previous British acts governing India.
Success of the organization depends on the experience and competence of the officers of the organization. Different forms of organizations are Line, military or scalar organization, functional organization, line and staff organization, committee of organization, project organization, matrix organization and freeform organization.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/ZEcPAc
A construction company can be defined as a group of people sharing specialized knowledge to design, estimate, bid, purchase and obtain resources to complete a construction project.
The document discusses different aspects of organizing, including definitions, types of organization structures, factors determining span of management, and departmentation. It defines organizing as the systematic arrangement of activities and grouping of tasks to achieve objectives. Different organization structures discussed include line, staff, functional, committee, project, and matrix structures. Factors like nature of work, technology, and manager's ability influence the span of management. Departmentation can be done by functions, products, territory, customers, process, and time.
This document provides an overview of administrative management theories developed in the early 20th century. It discusses the contributions of Henri Fayol, Luther Gulick, Lyndall Urwick, and James Mooney who established the foundations of administrative management. It also summarizes Max Weber's theory of bureaucratic management, outlining the key characteristics including division of labor, hierarchy, rules, professionalism, impersonality, and careerism. Overall, the document introduces several classical management thinkers and their principles for effective public administration.
This document discusses key concepts related to organizing and organization structure. It defines organizing as establishing relationships and grouping activities to achieve goals. Organization structure is determined by goals, strategy, size, people, technology, and environment. Structure facilitates administration, growth, efficiency, teamwork, and creativity. Formal structure is deliberately created, while informal structure emerges spontaneously from social relationships. Common formal structures are line, staff, and functional. Informal groups form for socializing, satisfaction, protection, and overcoming limitations. The document also discusses span of control, centralization vs decentralization, organization charts, and delegation of authority.
This document discusses coordination and delegation in nursing management. It defines coordination as the integration of interdependent activities to achieve common goals. Coordination requires group effort and unity of action. The document outlines various principles, techniques, barriers, and types of coordination. It also defines delegation as transferring responsibilities to subordinates and discusses the importance, elements, and principles of effective delegation. Coordination and proper delegation are essential for effective nursing management.
The document provides definitions of management from various scholars and experts. It then outlines Henry Fayol's 14 principles of management, which include division of work, authority and responsibility, discipline, unity of command, unity of direction, subordination of individual interest to general interest, remuneration of personnel, centralization, scalar chain, order, equity, stability of tenure, initiative, and esprit de corps. For each principle, the document explains Fayol's views and how adhering to the principles can benefit an organization.
This document discusses the concept of directing, which involves supervising subordinates and providing guidance and leadership. It defines directing as determining the course of action, giving orders and instructions, and providing dynamic leadership.
Some key characteristics of directing mentioned are that it is a pervasive and continuous process, involves direct supervision through personal contact, has a wide scope beyond just giving orders, and works to coordinate individuals. Directing is also described as a managerial function that motivates subordinates and uses tools like motivation, leadership, and communication to achieve objectives in an organized manner according to guiding principles.
Is your supervisor trained to be a supervisorTerry Penney
This document discusses safety management and the role of supervisors. It states that supervisors play an important role in integrating health and safety into daily workplace activities in a proactive way to ensure projects are completed on time and on budget. The document outlines some of the key responsibilities of supervisors, including training employees, investigating incidents, communicating hazards, inspecting the workplace, and enforcing rules. It emphasizes that supervisors need to be trained themselves in order to effectively train employees.
Ukrainian traditions have been preserved for centuries and are still celebrated today. Some key traditions include celebrating Christmas on Holy Night with a rich table and 12 Lenten dishes, Maslyana marking the end of winter with pancakes and burning a scarecrow, Palm Sunday where willow branches are blessed in church and used playfully, and Easter preparation beginning long before with cleaning, decorating, and receiving communion at the Easter service. The celebration of Ivan Kupala in July includes making bonfires and jumping over them in pairs while holding hands, believing the couples who remain holding hands will live happily together.
Este documento describe la inteligencia emocional y sus componentes. Explica que la inteligencia emocional incluye la conciencia emocional y el control emocional. Algunas de las capacidades asociadas son reconocer las propias emociones, manejar las emociones, mantener la motivación y crear relaciones sociales. También distingue entre emociones y sentimientos, y describe habilidades como la autoestima, la empatía y la escucha activa.
This document discusses different types of organizational structures. It begins by describing a line or scalar organization, where authority flows vertically from top to bottom. It then explains functional organizations, where work is divided by specialized functions. The document also covers line and staff organizations, where line officers have decision-making authority and are assisted by staff officers who provide advice. It provides details on each type of organization, including their characteristics, advantages, disadvantages, and suitability for different business contexts.
The document discusses the managerial function of directing. It compares directing to a teacher guiding students in a classroom by leading them to their goals through discipline, inspiration, and guidance. Directing involves supervision, communication, motivation, and leadership to ensure employees perform their jobs well and organizational goals are achieved. Key elements of directing include communication, supervision, motivation, and leadership. Communication involves transmitting information from managers to employees. Supervision ensures employees perform work as instructed through guidance and problem solving. Motivation inspires employees to maximize their capabilities and achieve objectives.
The document discusses the management process of organizing. It describes organizing as involving dividing work into departments, establishing authority relationships between departments, and defining roles and responsibilities. The key aspects of organizing covered are departmentation, hierarchy development, and establishing relationships between groups. The overall process involves identifying activities, grouping similar activities into departments, classifying authority levels through the hierarchy, and coordinating authority and responsibility.
This document discusses the characteristics and functions of effective supervisors. It begins by outlining six key functions of supervision: planning, organizing, staffing, directing, controlling, and coordinating. It then examines eight characteristics of effective supervisors, including getting others to cooperate, treating others equitably, listening to others, delegating tasks, building teams, understanding subordinates, communicating effectively, and developing subordinates. Specific activities are provided for each function and ways supervisors can demonstrate each characteristic, such as justifying procedures and policies to get cooperation and being willing to listen to subordinates.
This document discusses delegation and coordination in management. It defines delegation as assigning work and authority to others. Delegation is important for distributing work, developing subordinates, and focusing on important tasks like planning. There are elements of delegation like assigning duties, delegating authority, and being accountable. Coordination ensures different tasks and departments work together harmoniously to achieve organizational goals. Coordination is important for unity of action, reconciling individual and departmental goals, and allowing for specialization while integrating efforts. Effective communication, clear objectives and definitions of roles are principles that facilitate good coordination.
Introduction to Public Administration - Organizing, Staffing, Controlling and...DennIcent1
The document discusses the concepts of organizing and staffing in management. It defines organizing as the process of establishing order, removing conflicts, and building teamwork. The key steps in organizing include identifying objectives, classifying activities, grouping activities, delegating authority, and integrating groupings. It also discusses the types of formal and informal organization structures. Staffing involves manning organizational positions. Important functions of staff officers include providing specialized knowledge to managers and relieving them of details. Major principles of organizing and staffing discussed include unity of objectives, efficiency, span of management, delegation of authority, and job definition.
The document discusses the concepts of organizing and organization. It defines organizing as identifying and grouping work to be performed, delegating responsibility and authority, and establishing relationships to enable efficient work. An organization differentiates tasks among specialized units and integrates their work. Key aspects of an organization include a group working toward common objectives, division of labor, cooperative efforts, communication, central authority, rules, and a dynamic element. A sound organizational structure facilitates administration, encourages growth and innovation, ensures optimal resource use, and continuity of the enterprise. The organizing process involves identifying activities, grouping them, assigning duties, and delegating appropriate authority.
A fantastic PPT on organising. The PPT contains a detailed description about the concept of organising. It discusses the meaning, features and various aspects of organising.
This document provides an overview of administration and the Indian constitution. It defines administration as the activities of groups cooperating to accomplish common goals. The key principles of administration discussed include division of labor, authority and responsibility, and unity of command. Health administration has specific principles like having a sound national health policy and integrating preventive and curative services. The Indian constitution is the supreme law of India, establishing the framework of government. It was passed in 1949 and came into effect in 1950, building upon previous British acts governing India.
Success of the organization depends on the experience and competence of the officers of the organization. Different forms of organizations are Line, military or scalar organization, functional organization, line and staff organization, committee of organization, project organization, matrix organization and freeform organization.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/ZEcPAc
A construction company can be defined as a group of people sharing specialized knowledge to design, estimate, bid, purchase and obtain resources to complete a construction project.
The document discusses different aspects of organizing, including definitions, types of organization structures, factors determining span of management, and departmentation. It defines organizing as the systematic arrangement of activities and grouping of tasks to achieve objectives. Different organization structures discussed include line, staff, functional, committee, project, and matrix structures. Factors like nature of work, technology, and manager's ability influence the span of management. Departmentation can be done by functions, products, territory, customers, process, and time.
This document provides an overview of administrative management theories developed in the early 20th century. It discusses the contributions of Henri Fayol, Luther Gulick, Lyndall Urwick, and James Mooney who established the foundations of administrative management. It also summarizes Max Weber's theory of bureaucratic management, outlining the key characteristics including division of labor, hierarchy, rules, professionalism, impersonality, and careerism. Overall, the document introduces several classical management thinkers and their principles for effective public administration.
This document discusses key concepts related to organizing and organization structure. It defines organizing as establishing relationships and grouping activities to achieve goals. Organization structure is determined by goals, strategy, size, people, technology, and environment. Structure facilitates administration, growth, efficiency, teamwork, and creativity. Formal structure is deliberately created, while informal structure emerges spontaneously from social relationships. Common formal structures are line, staff, and functional. Informal groups form for socializing, satisfaction, protection, and overcoming limitations. The document also discusses span of control, centralization vs decentralization, organization charts, and delegation of authority.
This document discusses coordination and delegation in nursing management. It defines coordination as the integration of interdependent activities to achieve common goals. Coordination requires group effort and unity of action. The document outlines various principles, techniques, barriers, and types of coordination. It also defines delegation as transferring responsibilities to subordinates and discusses the importance, elements, and principles of effective delegation. Coordination and proper delegation are essential for effective nursing management.
The document provides definitions of management from various scholars and experts. It then outlines Henry Fayol's 14 principles of management, which include division of work, authority and responsibility, discipline, unity of command, unity of direction, subordination of individual interest to general interest, remuneration of personnel, centralization, scalar chain, order, equity, stability of tenure, initiative, and esprit de corps. For each principle, the document explains Fayol's views and how adhering to the principles can benefit an organization.
This document discusses the concept of directing, which involves supervising subordinates and providing guidance and leadership. It defines directing as determining the course of action, giving orders and instructions, and providing dynamic leadership.
Some key characteristics of directing mentioned are that it is a pervasive and continuous process, involves direct supervision through personal contact, has a wide scope beyond just giving orders, and works to coordinate individuals. Directing is also described as a managerial function that motivates subordinates and uses tools like motivation, leadership, and communication to achieve objectives in an organized manner according to guiding principles.
Is your supervisor trained to be a supervisorTerry Penney
This document discusses safety management and the role of supervisors. It states that supervisors play an important role in integrating health and safety into daily workplace activities in a proactive way to ensure projects are completed on time and on budget. The document outlines some of the key responsibilities of supervisors, including training employees, investigating incidents, communicating hazards, inspecting the workplace, and enforcing rules. It emphasizes that supervisors need to be trained themselves in order to effectively train employees.
Ukrainian traditions have been preserved for centuries and are still celebrated today. Some key traditions include celebrating Christmas on Holy Night with a rich table and 12 Lenten dishes, Maslyana marking the end of winter with pancakes and burning a scarecrow, Palm Sunday where willow branches are blessed in church and used playfully, and Easter preparation beginning long before with cleaning, decorating, and receiving communion at the Easter service. The celebration of Ivan Kupala in July includes making bonfires and jumping over them in pairs while holding hands, believing the couples who remain holding hands will live happily together.
Este documento describe la inteligencia emocional y sus componentes. Explica que la inteligencia emocional incluye la conciencia emocional y el control emocional. Algunas de las capacidades asociadas son reconocer las propias emociones, manejar las emociones, mantener la motivación y crear relaciones sociales. También distingue entre emociones y sentimientos, y describe habilidades como la autoestima, la empatía y la escucha activa.
The Optimization of choosing Investment in the capital markets using artifici...inventionjournals
Optimization is one of crucial items in behavioural sciences. These daystheuse of Meta heuristic has grown considerably in all fields. In this study, we will look for optimization of selection in a portfolio of investment opportunities. We’ve been looking for a selection logic using a meta-heuristic algorithm Called artificial neural networks. The results showed that using artificial neural network algorithm had an optimization in decision-making and selection of investment opportunities. The research is applied one considering the purpose and is looking for developing knowledge in a particular field.
SC7 Workshop 2: Industry view of Big Data Challenges for Secure SocietiesBigData_Europe
This document summarizes Geoff Sawyer's presentation on big data challenges for secure societies from an industry perspective. It provides information about EARSC, a network of commercial remote sensing companies in Europe. EARSC envisions establishing a European Marketplace Alliance for Earth Observation Services (MAEOS) to help overcome fragmentation in the European industry and enable companies to develop business globally. MAEOS would provide services like a common identity, governance policies, and market support. An operational marketplace called EOMall could also be established under MAEOS to facilitate transactions between buyers and sellers.
El documento ofrece consejos para crear un dormitorio romántico, recomendando el uso del color rojo, diseñar un nuevo cabecero, usar telas de satén, crear la iluminación adecuada con luces tenues y velas, y contactar profesionales para darle un toque romántico a las paredes.
Maintaining Emotion Data in a Computing EnvironmentWilliam Starrett
Bill invites the reader to connect with him by subscribing to his email list to receive bonus gifts. He provides links to connect with him on LinkedIn, Facebook, Twitter, and Instagram. Bill's work is available on Amazon and his website, where he offers intellectual property licensing, book purchases, and discounts for group purchases.
El documento describe una actividad realizada con estudiantes de quinto grado sobre el cuidado del medio ambiente. Los estudiantes se dividieron en grupos para discutir cómo cuidar el agua, el suelo y el aire. Respondieron preguntas y mostraron su compromiso con la protección ambiental. Posteriormente, se aplicó una encuesta que reveló que la mayoría de los estudiantes han adoptado hábitos como apagar las luces innecesarias y separar la basura.
Feasibility of Using Backscattered Light to Recover Refractive Index Gradient...Payman Rajai
The goal is to determine if the data available in commercial optical coherence tomography (OCT) systems is sufficient to reconstruct the crystalline lens GRIN
Este documento describe los principales riesgos de la información electrónica como virus y ataques informáticos. Explica los orígenes de los virus, sus diferentes tipos según su forma de ejecución y características. También describe varios tipos de ataques informáticos como ataques lógicos, de fuerza bruta y otros. Finalmente, resume los diferentes tipos de vacunas informáticas como detección y desinfección, comparación por firmas y métodos heurísticos.
Sound is produced by vibrations that propagate through a medium as waves. It travels faster in solids than liquids and gases. The human ear detects sound waves that are converted into electrical signals in the brain. Sound waves have properties like amplitude, frequency, pitch and loudness. Ultrasound and infrasound are inaudible to humans but used by some animals for navigation and communication. Sonar uses ultrasound pulses and their echoes to determine distances underwater.
Dokumen tersebut memberikan instruksi langkah-langkah dasar untuk membuat tabel, diagram, dan grafik pada Microsoft PowerPoint 2007 seperti menentukan jumlah baris dan kolom pada tabel, memilih jenis diagram organisasi melalui SmartArt, dan mengisi data pada grafik kolom.
El documento describe la historia de las telecomunicaciones desde las primeras civilizaciones hasta la era moderna. Explica que las primeras formas de comunicación a distancia incluían mensajeros, señales de humo y tambores. Más tarde se desarrollaron sistemas como los telégrafos ópticos y eléctricos. El teléfono también fue inventado en el siglo XIX. Finalmente, las ondas electromagnéticas permitieron el desarrollo de la radiocomunicación y la telegrafía sin hilos.
Purchased Interests to Establish of Batik Products in Manado, North Sulawesiinventionjournals
This study aims to determine any factors that shape consumers to buy batik Manado in Manado and determine the most dominant factor shaping consumer buying interest batik Manado in Manado. To achieve this the selection of respondents were academics in several universities in Manado, the set of 150 samples with sampling using purposive sampling method nonprobability with the criteria that each of the selected respondents are those who never use or wear batik clothes. Because of variable one another inter-dependent, then all variables are interdependent variables. This study using factor analysis, which confirmed consumers to buy batik Manado with the identification of the following factors as Quality Factor, Factor Brand / Brands, Packaging Factor, The Price Factor, Factor availability of goods, factors of Reference, data taken is the primary data. Making procedures and data collection was done by using questionnaires and interviews. Procedures for Factor Analysis: Problem Formulation, Preparation Correlation Matrix, Determination of the number of factors, Interpret Factors, Establishing Appropriate Model, Descriptive Analysis to strengthen Factor Analysis tersebut.Hasil obtained namely: 1. Factor Reference: Variable idol, the famous character, star movies, family and colleagues. 2. Quality factor variables are smooth texture, pattern / motif diverse, not easily tangled and brilliant color. 3. Price factors variables are price consideration, cheap, discount and gifts. Availability: a place within easy reach. 4. Factor Brand with variable consideration before buying, famous brand. 5. Quality factor by a factor does not quickly fade and fade, comfortable. 6. The availability of goods with variable always available at well-known stores. Among the six factors, the most dominant form of buying interest is a factor of Reference. Reference factors thus become the most dominant factor in shaping consumer purchase interest in this study.
El documento describe un curso sobre emprendimiento tecnológico. El objetivo principal es que los estudiantes reconozcan las habilidades y dinámicas de los emprendedores para identificar oportunidades y desarrollar productos o servicios innovadores de manera ética. El programa incluye temas como emprendimiento y desarrollo, identificación de oportunidades, introducción al emprendimiento, y desarrollo de un plan de negocios preliminar.
This document contains the schedule for 22 weeks of matches between 12 teams in the EGE MASTERLER FEDERASYONU 1 GRUP (Ege Masters Federation Group 1). Each week lists the pairings for 6 matches between the following teams: EGE ÜNV.SAGLIK GÜCÜ, BARO, NARLIDERE, SALİHLİ SARDES, TERSANE, ÇEŞME, SARUHANLI, KAF-KAF, MAK-GÖÇ, BANDIRMA, KARANTİNA. The schedule runs from the 1st week through the 22nd week, with each team playing each other
The document discusses concepts of leadership, supervision, and management. It provides definitions and principles of leadership, supervision, and their differences. Leadership is defined as influencing others towards goals, while supervision focuses on daily tasks and compliance. Management is described as the process of planning, organizing, staffing, directing, and controlling an organization's resources to achieve its objectives efficiently. The key aspects of each concept and their relationships are outlined.
This document provides an introduction to management, including definitions of management from several experts and an outline of the key topics covered. It defines management as the process of planning, organizing, leading, and controlling organizational resources to achieve goals. It describes the main functions of management as planning, organizing, staffing, directing, and controlling. It also lists and explains 14 common principles of management such as division of work, unity of command, and initiative. Finally, it discusses the need for organizational management to help create clear goals, effectively implement business plans, improve coordination, and ensure employees can meet deadlines.
This document provides an introduction to management, including definitions of management, the purposes and functions of management, and principles of management. It defines management as the process of planning, organizing, leading, and controlling organizational resources to achieve goals. The purposes of management are to plan, direct, organize and ensure business success through methods like customer satisfaction and employee training. The key functions of management are planning, organizing, staffing, directing, and controlling. Some principles of management discussed include division of work, unity of command, and centralization. The document outlines the need for organizational management to help create goals, implement business plans, and better coordinate activities.
1) The document discusses the key concepts of management including definitions, levels of management, functions of management, roles of managers, and the evolution of management thought.
2) It describes management as an art of getting work done through others and identifies three levels - top, middle, and lower management.
3) The five classic management functions are identified as planning, organizing, staffing, directing, and controlling.
The document defines management and nursing management. It discusses several concepts of management including the functional concept, getting things done through others concept, leadership and decision-making concept, and productivity concept. It then covers several management theories including scientific management theory, bureaucratic management theory, the human relations movement, and behavioral sciences theory. Finally, it outlines the functions of management/management process including planning, organizing, staffing, directing, and controlling, and discusses Fayol's 14 principles of management.
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Supervision
1. International Journal of Business and Management Invention
ISSN (Online): 2319 – 8028, ISSN (Print): 2319 – 801X
www.ijbmi.org || Volume 5 Issue 7 || July. 2016 || PP—13-17
www.ijbmi.org 13 | Page
Supervision
Dr. S. B. M. Marume1
, Dr. Chikasha2
, E. Jaricha3
,
1
BA, Hons BA, MA, MAdmin, MSoc Sc, PhD
2
BEd, DPHE, MEd, DEd
3
BA, MBA, DPhil (Candidate)
Zimbabwe Open University
ABSTRACT: To all those social scientists whose main focus of study is organisational theory and practice,
the concept of supervision is seem to mean overseeing the work of subordinates by their superiors and involves
various activities, namely, superintendence, direction, guidance, control, inspection, and coordination. All these
aspects constitute the main focus of this article.
Keywords: supervision, overseeing, superior, subordinates, direction and control
I. INTRODUCTION
Supervision as an organisational concept is a compound concept consisting of two terms, namely, upper and
vision [Latin: video, visi, visum = I see, seeing] which means overseeing the work of various subordinates
by their superiors.
II. PURPOSE OF THE ARTICLE
The purpose of this article is to analyze the complex term of supervision and to identify its various components
and activities.
III. SUPERVISION AS AN IMPORTANT ASPECT OF ORGANIZATION
1.1 Meanings
Etymologically speaking, supervision is a compound of two terms upper and vision which means overseeing.
Thus, supervision means overseeing the work of subordinates by their superiors.
Supervision involves various activities namely superintendence, direction, control, guidance, inspection and
coordination. Educative and consultative aspects are also a part of it. Thus, a supervisor’s role is similar to that
of a leader’s role.
The principle of supervision is inherent in the hierarchical structure or scalar chain) of the organization, under
which each employee, at all levels is subject to the supervision of his immediate superiors. In this context, J. M.
Pfiffner observes, from one point of view supervision runs up the hierarchy to its highest levels – bureau chiefs
supervise division heads, who in turn supervise section heads, who supervise the rank and file. Thus, all persons
in authority, who control the work of others, are supervisors irrespective of their position in the official
hierarchy of the organisation.
1.2 Definitions
The following definitions of supervision are offered as follows;
Henry Reining : supervision is the direction accompanied by authority, of the work of others
Terry and Franklin: supervision means guiding and directing efforts of employees and other resources to
accomplish stated work outputs
M. Williamson: supervision is a process by which workers are helped by a designated staff member to
learn according to their needs to make the best use of their knowledge and skills and to
improve their abilities, so that they do their jobs more effectively and with increasing
satisfaction to themselves and the agency
Yes, it appears sufficiently accommodate to define the concept of supervision as the process of guiding and
directing of efforts by a designated senior person of employees and other resources to accomplish organizational
stated work outputs [S.B.M. Marume: 1988].
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1.3 Phases
According to F. W. Marx, the supervisor’s job involves three phases or aspects.
i. Substantive or technical – this relates to the work to be done, that is, a supervisor should know the
techniques and the know – how of his work.
ii. Institutional or objective – this relates to the policies and procedures (set down by the management),
according to which the work must be done
iii. Personal or human – this relates to the handling of workers, that is, motivating the work group to perform
its tasks within the framework of policies and procedures
J. D. Millet says supervision has two primary purposes
i. achieve coordination among the component parts of an agency
ii. ensure that each unit of an agency accomplishes the task each has been assigned
1.4 Functions
According to G. D. Halsey supervision comprises six ingredients
i. Selecting the right person for each job
ii. Arousing in each person interest in his work and teaching him how to do it
iii. Measuring and rating performance, to be sure that teaching has been fully effective
iv. Administering correction where necessary and transferring employees to a more suitable work, or
dismissing those for whom this proves ineffective
v. Commending whenever praise is merited and rewarding for good work
vi. Fitting each person harmoniously into the working group
H. Nissen lays down eleven duties of a supervisor’s job
i. Understanding the duties and responsibility of his own position
ii. Planning the execution of the work
iii. Dividing work among the subordinates and directing and assisting them in doing it
iv. Improving work methods and procedures
v. Improving his own knowledge as a technical expert and leader
vi. Training the subordinates in their work
vii. Evaluating the performance of the employees
viii. Correcting mistakes and solving problems of the employees and developing discipline among them
ix. Keeping subordinates informed about policies and procedures of the organisation
x. Cooperating with colleagues and seeking their advice and assistance when needed
xi. Dealing with the suggestions and complaints of the subordinates
1.5 Typologies of Supervision
1.5.1 Single and plural
When a member of an organisation is supervised by only one supervisor, it is known as single supervision. On
the other hand, when a member of an organisation is supervised by various supervisors, it is known as plural
supervision or multiple supervisions. The former is based on the principle of unity of command advocated by
Henry Fayol, while the latter is based on the principle of functional foremanship advocated by F. W. Taylor.
1.5.2 Line and functional
The line supervision means the control exercised by the people in the line of command. It is direct and
commanding in nature and involves authoritative direction. The functional supervision, on the other hand,
means the control exercise by the subject-matter specialists like O & M commands. Thus, it is advisory in
nature.
1.5.3 Substantive and technical
J.D. Millet classified supervision into substantive supervision and technical supervision. The former deals with
the actual work done by an agency, while the latter concerns with the methods by which the work is done.
1.6 Techniques
J. D. Millet suggests six techniques of supervision
3.6.1 Prior approval of individual projects.
The subordinate units (field level agencies) should take prior approval of supervisor authority (headquarters)
before taking any initiative outside the framework of policy. In India, the developmental projects not only
require the previous permission of departmental heads but also that of Finance Ministry. This system of prior
approval enables the superior authority to obtain details information about the intentions of the operating unit
and to exercise detailed control over its operations.
3. Supervision
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3.6.2 Promulgation of service standards
The superior authority prescribes certain standards or targets for the subordinate agencies to accomplish. Such
service standards are necessary in order to ensure that work is done promptly and properly by the operating
agencies
3.6.3 Budgetary limitation upon the operations
The budgetary provisions (allotments) fix the magnitude of operations to be handled by the operating units in a
specified time period. These units functions within such budgetary limits which are fixed by the higher
authorities and thus, are not free to spend money as and when they desire. The work budget allotment is a
method of delegating authority and encouraging local initiative while still retaining a central control over the
magnitude of operations of the operating units.
3.6.4 Approval of subordinate personnel
The higher authority can exercise control over the subordinate units by providing previous approval of certain
key appointments made by them. This system facilitates the superior authority to supervise the recruitment
process at the operating level and to enforce its own standards of competence among the operating agencies.
3.6.5 Reporting system on work progress
The superior authority supervises those activities of operating units by asking them to submit periodic or special
reports about their activities. He can evaluate the performance of operating units based on the information
provided by such reports and thus control their operations
3.6.6 Inspection of results
Inspection is one of the oldest techniques of supervision and thus has been an integral part of public
administration. It serves the following purposes.
i. To acquire information
ii. To know whether the existing rules, regulations and procedures are observed
iii. To clarify management purpose and intention
iv. To facilitate performance audit
v. To acquaint the top management with the operating problems faced by subordinate levels of management
vi. To instruct and guide the people working in the organisation
vii. To build personal relationships of mutual acquaintance and confidence
viii. To improve efficiency of the operating units
Thus, inspection facilitates the management to have firsthand knowledge of the operations of the subordinate
units. However, it is usually used for the purpose of fact – finding rather than fault – finding.
Inspection work greatly differs from the investigation work. Millet says, the purpose of investigations is to
inquire into some alleged or suspected incident of an abuse of management authority. It is concerned with the
personal wrong – doing, often of a criminal nature. He adds, inspection is only a part of the process of
supervision. The former has a negative role and is post facto review while the latter is more positive and is
concerned with both the stages, that is, before an action and after it.
Thus, inspection and investigation are parts of the process of supervision which is certainly a more
comprehensive term.
1.7 Qualities of a Supervisor
According to J. M. Pfiffner, a good supervisor should have the following eight qualities:
1. Command of job content – expert knowledge of the work to be supervised
2. Personal qualifications – integrity, cooperative spirit, evenness of temper, honestly, and ability to attract,
motivate, enthuse and unite others
3. Teaching ability – ability to communicate his ideas to the workers and make them understand the
management’s point of view
4. General outlook – he should like his job and be absorbed in it and inspire and lead those under him
5. Courage and fortitude – ability to take decisions, assume responsibility and act decisively.
6. Ethical and moral considerations – freedom from vices having social disapprobation like gambling,
brawls, financial embarrassments and so on.
7. Administrative technology – ability to manage, organise, coordinate and direct
8. Curiosity and intellectual ability – mental alertness and flexibility and receptivity to new ideas and
practices.
4. Supervision
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G. D. Halsay has also identified the following six qualities of a good supervisor
1. Thoroughness – ability to collect all the information relevant to the issue
2. Fairness – a sense of justice, consideration and truthfulness towards workers
3. Initiatives – courage, self – confidence and decisiveness
4. Tact – ability to win the loyalty and support of others
5. Enthusiasm – interest, knowledge and achievement
6. Emotional control – ability to channel emotions in the right direction
Thus both J.D. Millet and G.D. Halsay are in agreement as to what the qualities of a supervisor in an
organizational setting are and should be.
1.8 Likert’s supervisory styles
Rensis Likert’s Michigan studies proved that the more general the degree of supervision exercised by a
supervisor, the higher the level of production by a work group. Conversely, the closer the degree of supervision
exercised by a supervisor, the lower the level of output by a work group. He also found that wherever
supervisors are employee – centred (have a genuine concern for their people), the output of the employees is
more than where the supervisors are production – centred (have a primary concern for the work to be performed
within the prescribed standards).
Based on these findings, Likert classified supervisors into two types, namely, job – centred and employee-
centred. The characteristics of these two types are summarized in Table 2.1
Table 1 Likert supervisory styles
Job – centred supervisors Employee – centred supervisors
1. Exert heavy pressure to get work done
2. Have little confidence in the subordinates
3. Exercise close and detailed supervision
4. Allow little freed to subordinates
5. Do not permit the participation of subordinates
in decision – making process
6. Are punitive and critical when mistakes occur
7. Devote more attention to work job
Exert little pressure on subordinates
Earn and get the confidence and trust of their
subordinates
Exercise general supervision
Allow the subordinates to schedule their own pace
of work
Permit maximum participation of subordinates in
decision – making process.
Help subordinates when mistakes and problems
occur
Devote more attention to responsibility job
A general observation is made that the more the responsibility the supervisor delegates to his subordinates, the
greater the production and sense of ownership of production by employees. So democratic supervision is an
important element in fostering loyalty, job security, good relationships and pleasant work environment [S.B.M.
Marume, 1988]
IV. SUMMARY
Supervision, a critical element of organization theory and practice, which is also very closely linked to
leadership, involves various activities, namely, superintendence, direction, control, guidance, inspection and
coordination. In this context, a supervisor’s role is very much similar to that of a leader’s role.]
BIBLIOGRAPHY
[1]. C. I. Barnard; The functions of the Executive: Harvard University Press, Cambridge Massachusetts: 1964.
[2]. J. J. N. Cloete: Introduction to Public Administration: Pretoria; J. L. van Schaik, 1967: translation
[3]. M. E. Dimock and G. O. Dimock Public Administration (ed0: Holt, Rinehart and Winston Inc., New York, 1964.
[4]. L. Gulick and L. F. Urwick (eds): Papers on the Science of Administration: Institute of Public Administration; New York, 1937
[5]. F. M. Marx (ed): Elements of Public Administration: 2nd edition: Prentice – Hall, Inc., Englewood Cliffs, New Jersey, 1959.
[6]. T. R. Dye, Understanding public policy administration: Pretoria; J. L. van Schaik, 1978
[7]. W. Fox and Ivan H. Meyer: Public Administration Dictionary: Juta and Company, 1993
[8]. E. N. Gladden: An introduction to public administration; 2nd
edition: Staples Press, Limited, London, 1966.
[9]. E. N. Gladden: The essentials of Public Administration: London Staple Press, 1972.
[10]. R. A. Goldwin (ed) Bureaucrats, public analysis, statesmen; who leads? Washington, D. C. 1980.
[11]. Nicholas Henry, Public administration and public affairs, New Jersey, Prentice Hall Inc, 1975.
[12]. R. Levitt, Implementing Public Policy, London, Croom Helm 1980.
[13]. R. T. Nakamura and F. Smallwood, the politics of policy implementation, New York: Saint Martin’s Press, 1980.
[14]. S. B. M. Marume; SADCC administration of economic programmes with reference to food and agricultural programmes;
unpublished PhD [Public Administration] thesis: California University for Advanced Studies, State of California, United States of
America; October 31, 1988.
[15]. C. Pollitt, L. Lewis, J. Nigro and J. Pattern, Public policy theory and practice, Kent, Hodder and Stoughton in association with Open
University Press, 1979.
5. Supervision
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Profiles of contributors and photographs
Samson Brown Muchineripi Marume: a former senior civil servant for over 37 years serving in various
capacities of seniority and thirteen years as deputy permanent secretary; thirteen years as a
large commercial farmer; well travelled domestically within Zimbabwe; regionally [SADC
countries: Angola, Botswana, Lesotho, Malawi, Mozambique, Mauritius, Swaziland, South
Africa, Namibia, Tanzania, Zambia and DRC]; and Africa [Kenya, Ethiopia, Sudan, Egypt,
Nigeria, Ghana, Libya, and Uganda]; and internationally [Washington, New York and
California in USA; Dublin and Cork in Ireland; London in England in United Kingdom;
Netherlands, Frankfurt in Germany; Lisbon in Portugal; Spain (Nice), Paris in France,
Geneva in Switzerland, Belgrade in former Yugoslavia-; Rome and Turin in Italy; Nicosia –
Cyprus; Athens – Greece; Beijing and Great Walls of China; Singapore; Hong Kong; Tokyo, Kyoto,
Yokohama, and Osaka, in Japan]; fifteen years as management consultant and part – time lecturer for
BA/BSc and MA/MBA degree levels with Christ College- affiliate of Great Zimbabwe University and National
University of Science and Technology; six years as PhD/DPhil research thesis supervisor, internal and external
examiner with Christ University, Bangalore, India [2010 – 2016], and Zimbabwe Open University; external
examiner of management and administrative sciences at Great Zimbabwe University (2016 – 2019); currently
senior lecturer and acting chairperson of Department of Public Administration in Faculty of Commerce and
Law of Zimbabwe Open University; a negotiator; a prolific writer as he has published five books, prepared
thirty modules in public administration and political science for undergraduate and postgraduate students, and
over seventy referred articles in international journals [IOSR, IJSR, ISCA – IRJSS, IJESR, MJESR, IJESI,
IJBMI, IJHSS and Quest Journals] on constitutional and administrative law, public administration, political
science, philosophy, Africa in international politics, local government and administration, sociology and
community development; vastly experienced public administrator; and an eminent scholar with specialist
qualifications from University of South Africa, and from California University for Advanced Studies, State of
California, United States of America: BA with majors in public administration and political science and
subsidiaries in sociology, constitutional law and English; postgraduate special Hons BA [Public
Administration]; MA [Public Administration]; MAdmin magna cum laude in transport economics as
major, and minors in public management and communications; MSoc Sc cum laude in international
politics as a major and minors in comparative government and law, war and strategic studies, sociology,
and social science research methodologies; and PhD summa cum laude in Public Administration.
Dr. A. S. Chikasha: DEd (Unisa South Africa), MEd (UZ Zimbabwe), DPHE (Surrey
England), BEd (Exeter England), STCE (Nairobi, Kenya); Director of the Higher Degrees
Directorate of Zimbabwe Open University; researcher and author of several books and a
number of articles in various international journals; a teacher of high schools for many years
in both Zimbabwe and Kenya; and a distinguished scholar in the educational field.
Ernest Jaricha: currently a promising DPhil (candidate) with Zimbabwe Open University;
holds Master of Business Administration [ZOU]; Bachelor of English and Communication
Studies from University of Zimbabwe; higher diploma in human resource management
from the institute of personnel management of Zimbabwe [IPMZ], diploma in adult
education from University of Zimbabwe; certificate in personnel management; many years
as civil servant as provincial officer (personnel) in Ministry of Local Government;
personnel officer with Save Children (UK); joined Zimbabwe Open University as
personnel officer, rising to position of manager and to director of human resources; and is
developing to become a writer of a number of refereed articles in international
journals in his own right.