Principles of Management Term Paper

In handling the class I used the cooperative social system approach because it is concerned two different approaches which are interpersonal behaviour approach and group behaviour approach. Interpersonal Behaviour approach is focused on interpersonal behaviour, when we say interpersonal it is within an individual like leadership, human relations and motivation. That examples are present in each individual we trigger each of them for the members of the group.

Each have their own leadership that can help, each has different human relations in our group it’s what we call unity, and motivation not only the leader can motivate but also the member because when a good leader sets a good example and one member has being motivated it will continue and pass it on to other.

Group behaviour approach is where we do things as a group meaning even you have individual task that you will do you can still ask any member of our committee to help you out, we work not only depending on your task but help each other if there are some mistakes that have been made by any individual.

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Cooperative Social system approach works in a system of cooperation where all members are working and helping each other to pursue the goal they need to attain. As we implement the project we’ve faced problems with the cooperation of others, we find hard to encourage them to work as early as possible because we are avoiding rushed works because it can block your thinking because all that you are aiming is to finish this before submission so your thinking process may be affected due to rushing.

In rushing you set your mind that whatever you do as long as you have finished it you will think that it is already correct another one is you can’t able to check it with your own and to present it to your group to make it even more better. Misunderstandings are also part of the issues we encounter. Some of the subordinates may misunderstood a command or order coming from the leader.

In our part it is common that you have situations that you cannot understand what the leader is telling to you if that happens it may result to wrong information that will make your work a disaster. The committee contains different personality of individual, for leaders it will be hard to manage different personality and behaviour to act on what they are not but leaders do that to control and maintain the balance among the members. Some of the members are more likely to be active and behave during meetings and only a few is not concentrating on what the leader wants us to do.

It is easy for us to solve because majority of the group is active listeners and through that the one that deviates from the group can go to the flow because he/she saw or she figured out that his/her actions were not to be present during those kind of conversations. II. THE ESSENCE OF PLANNING In planning it is important that you have different plans so that when change comes you can easily adopt to a new plan that you already know. It helps your subordinates to be more flexible.

The first step among the six steps of planning is [1] be aware of opportunities this comes first because awareness is the start of planning. If there is an opportunity grab it. Before giving them their tasks you should ask them on which they excel in just like in our group we are assigned based on our skills, we choose the one who fits better on the tasks that they are going to do. Being aware of your skills may help you on that opportunity to participate in. We are assigned as what we think that we can do our best in different task and make our goal achieved easily. 2] Establish objectives, goals, and targets. The main goal for the seminar is for it to be successful and for us to deepen our knowledge about our course. Our committees goal is to keep the flow fixed and without any distractions. We establish goals for us to have direction on what we are doing and a plan is nonsense if you don’t have a goal your organization will function endlessly but if you have and achieved it you can go for another goal for you to achieve. [3] Develop Premises. In achieving the goal, we, as one committee work as one so that if we work as one then we can achieve our goals.

We continue on doing our tasks that will lead us to our goal. [4] Determine alternatives or Make other plans. We must admit that we skip this step, we don’t have any other plans so when change comes into us our planned will be ruin or if our first plan doesn’t work we don’t have any substitute. In that sense we will go back to step 1 that’s why step no. 4 is for me the most important of all because change is the only constant thing here in the world. Luckily we achieved our goal without any alternative plans. [5] Evaluate alternative force of action or to make a choice.

Since we don’t have any plan B we have no choice to continue our plan that we started. [6] Implementation of the Plan. We did our bext in planning and we rely on each skills and believe that without Plan B we can manage to stay on track reaching our goal. As a manager I decide to continue what we have planned and followed it up until we reach our goal. We trust everybody that we can do it and decide to set our minds to the goal we want to achieve. Me as manager decide on being an example for them to not to get lost on track we must strive to go back.

Some errors that we encounter is having no alternative plan and some of the subordinates were just relaxed doesn’t even bother to check on our project. For the Planning tools and techniques we used forecasting we view the future that we can able to succeed. We used forecasting because we don’t have enough much time to make an alternative plan so we believe in the plan that we made and expect the best of it to appear in the future. III. LOOKING AT ORGANIZATIONAL STRUCTURE AND DESIGN I used decision theory approach because in the structure we have different committees.

Those committees have different decisions and their own but their decisions will be somehow similar to what is the decision of the whole class because if that decision deviates from what the whole had been decided it can be a source of errors in handling the whole organization. Our decisions makes our implementation successful. IV. COMMUNICATION METHODS We used Oral or Verbal Communication and Electronics communication but mostly we used Electronics communication. When we are in school we use Oral/Verbal Communication during our vacant or free time. We had a mini meeting on who will do this and who will do that.

When we are free sometimes our committee leader approaches us, and tell that if you can do this or that and then we also approach our leaders to ask some questions about what we are going to do the misunderstanding of explaining the work you need to done, we approach our leader just to clear out what we are really going to do so that there will be no misunderstanding in our conversations. We know that our leader assigned us in different works, but we are well aware that she knows what we are doing and who she can trust in terms of giving each one of us the tasks we have to do.

She knows that the tasks she’d given to us are the most appropriate based on our skills. We used electronics communication because not all the time we meet in school, we used electronics communication just to inform us if you’re doing your assigned tasks and for it just to check if you’re doing the right thing. We can also tell that if there is any revision of what your tasks is using email, Facebook and other social networking sites where we can send file to our leader for her to check if it’s all right or does it need revision.

There have been misunderstandings but we manage to get along with it. For example is when we are having a conversation as a group it is possible for someone will get distracted because you are not the only one sharing with the room their maybe noises that may interfere in your discussions and there are some busy reviewing for other subjects quizzes that will make them not to pay attention on what the leader have been told. But as the day goes by some members approaches our leader for some questions because they are not paying attention when we are having our conference.

We manage those just to keep on reminding our members on what they are going to do through that we enable to fully understand what the leader is trying to convey and wants us to do. Her reminders for us keeps us on the goal that we shall do our best for our seminar to be successful. V. LEADING I think that our leadership style is more of a Relationship Oriented / Employee centered style. Because we aim on motivating each subordinate by bring friendly to them and having respectful relationships to gain each other’s trust. We emphasize our subordinates to delegate authority and responsibility.

Not only has the leader had the power on decision making but also the subordinates. We get different opinions from the subordinates and ask them if they have a better suggestion then we come up to having our decision and make everyone do what is expected by the leader but also as a whole because without any approval of the whole committee there will be no unity among the members or what we call harmonious relationship because there will be misunderstandings if you don’t come up with only one decision, what will happen is there will be confusion among the members, confusion on who’s decision which they will follow or not.

The leader wants to be a good example for his/her committee in able to be a motivation to the subordinates. Being a motivation to them you should keep their eyes on what we’ve want to become and know the purpose of your committee. Through your motivation you will gain trust and you can able to help them and trust them even more on their tasks that they are assigned to. Some challenges are the members who don’t care. Those members who just pretend to be there but actually do nothing like in a meeting they just sit there and not focus on what is being talked about.

It is a challenge to the leader to get their attention and to make them follow as their subordinate. We solved it by telling them that there will be no credit will be given to them when it comes to giving grades through that they function as what we would like for them to do. Although challenges occur our committee had been a successful committee because through our unity or being one we let each other have their own opinions and do what they think is also right. Being one as a group is better than working as a group, we are able to achieve our goal and make effective results.

VI. UNDERSTANDING CONTROL Being a leader, controlling is important because you need to make sure that your subordinates remain under control to attain the accomplishments you’ve set. It is important because it corrects the performance to make sure that the committee objectives, goals and targets were being achieved. Controlling makes your committee focus on the goal because if you don’t control them they will be lost and can’t go back but with control you can able to help them on bot being lost in achieving everyone’s duty and responsibility.

If one of your subordinates got lost the whole committee will be affected it is like when you put a decayed fruit on a bunch of ripe fruits all of them are decayed. We should be aware anytime if the groups functions effectively and efficiently because we don’t know when will the problems or errors will occur. I used the type of steering control to guide them on achieving what the purpose of this committee is. In establishing standards I compare our committee to different committee in the class to feel that my subordinates are being left out of the other two committees.

Measuring Performance is to know their abilities in performing their specific tasks, if you know them it’s easy for the committee to function. Comparing Results is to see whether the result of the plan was successful than the others. Taking Corrective Standards, we should take time in fixing those problems that hinder us on achieving the goal correct or guide your employees to the right path. Controlling problem is our main problem we can’t control them without any means of punishment. Examples are those who don’t care and sit to have graded it is hard for leaders to force them to do what they are going to do.

VII. RATING I gave our Team Leader Dyan Nagano a rating of 2 because she did her role as what is said to her; she assigned different leaders for different committee and distributed their works to be done. For the Assistant leader Dianne Gagarino, I gave her a rating of 1 because she was outsdaning and fulfil her job not only an assisstant but also a leader to all she is the one reminding all the committees on their works. For the group of Chua or the Materials committee who handles the Printing of the certificates, tarpaulin, and gift packs for the Speakers.

They did do what assigned to them but they all seem to be in a rush so I gave them a rating of 2. For the group of Systems committee, Manalang is responsible for the reservation of the venue, the invitation to the speakers and other devices that we would use in the seminar. I gave them a rating of 2 because their selected task was a bit easier than of the others. For our leader of Personnel committee who is Tugadi I gave her the score of 1 because she makes sure that no one is doing nothing she gave us different task which she thinks that we might handle easily.

For the members of our committee, the hosts Vito and Angala, I will give them a rating of 1 because they show confidence and they don’t let nervousness goes through them as they open the seminar and introduce our speakers. For the rating of the scriptwriters which is Gonzales, Palma and Aguila, I gave them 2 because they are so many who will write the script but its only for the introduction of speakers and opening remarks. For Remo who fixed with the sounds of the seminar I gave him 2 because it’s easy. For Tandi and Tinsay I gave them a rating of 1 because they did their job on taking photos of the actual seminar excellently.