e-book Referensi Pendidikan Berkualitas

Defining Management (Chapter 1 Part 1)

When I walk around in the library, I found the book from James F. Stoner. That book has a title “Management” published by Prentice-Hall, Inc., Englewood Cliffs, N.J. 07632 in years 1978.  The book has 24 chapter 683 pages including Name Index and Subject Index.

Alright now I invite you to discover the Chapter One about Managing and Managers. This chapter has 7 parts, let’s discusses one by one starting from Defining Management.

Like many areas of study that involve people, management is quit difficult to define. In fact we know that no definition of management has been universally accepted. But Stoner said that there was one popular definition is by Mary Parker Follett: Management, she says, is “the art of getting things done through people.” That is the keywords “Through the other people”. This definition calls attention to the fact that managers achieve their goals by arranging for others to perform whatever tasks may be necessary – not by performing the task by them self.

From that simply explanation we could know that Management is the process of planning, organizing, leading, and controlling the efforts of organizational members and the use of other organizational resources in order to achieve stated organizational goals.

Planning means that managers or leaders thinking their action through in advance.

Organizing means that managers or leaders do coordinate the human and material resources of the organization.

Leading means that managers or leaders direct and influence subordinates.

Controlling means that managers or leaders attempt to assure that the organization is moving toward its goals.

Finally my definition is that management involves achieving the organizations “stated goals”. This means that managers or leaders of any organization try to attain specific ends. This ends will, of course will vary and different with each organizations. Whatever the stated goals of a particular organization, management is the process by which the goals are achieved. It is exactly what done Mary Parker said about “Getting things done through people”.

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Download e-book (module) Operation/Production Management for FREE.
I hope this module will helps and guiding you well on studying object Operation/Production Management.

Download the module by clicking on these content in Bahasa Indonesia below:

1. Introduction (Pendahuluan)
2. Production Design and Development (Perancangan dan Pengembangan Produksi/Jasa)
3. Layout and Facility Decisions (Tata Letak dan Keputusan Fasilitas)
4. Facility and Layout Design (Desain Fasilitas dan Layout)
5. Design Process (Rancangan Proses)
6. Employees Design and Management (Perancangan dan Pengelolaan Tenaga Kerja)
7. Forecasting (Peramalan)
8. Planning Capacity (Perencanaan Kapasitas)
9. Management Inventory (Manajemen Persediaan)
10. Project Planning and Schedulling (Perencanaan dan Penjadwalan Proyek)
11. Quality Management (Manajemen Kualitas)

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Use the expressions to fill in the blanks

My name’s———- What’s ——————— What should I call you?

Just call me ——– I’m ————————- What do you do?

Are you ready? lets do it!

At a book fair:

boeditea : Nice-looking book

Chi-chi : It’s free. You can get it there

boeditea : Wow it’s so cool. By the way, …………….. boeditea.

Chi-chi : Nice to meet you, Boeditea. I’m Chi-chi

boeditea: Nice to meet you too, Chi-chi

Chi-chi : ………………… Echi

boeditea : So …………………Echi?

Chi-chi : ………………………….a student. How about you?

boeditea : i’m a teacher

continue reading…

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A. Pendahuluan

Salah satu langkah dalam penelitian ilmiah adalah menentukan populasi dan sample. Kesalahan dalam menentukan sampel dapat berakibat fatal, karena sampel menjadi tidak representatif, dan hasil penelitian tidak akan dapat mencerminkan keadaan yang sebenarnya. Oleh karena itu memilih tenik penentuan sampel yang tepat menjadi sangat penting untuk mendapatkan sampel yang representatif.

B. Pengertian Populasi Dan Sampel

Dalam suatu penelitian adakalanya peneliti meneliti semua sumber data yang direncanakan, agar data dan informasi yang diperoleh banyak dan bervariasi sehingga diharapkan hasilnya tidak jauh berbeda dari kenyataan. Akan tetapi dalam kenyataannya tidak semua populasi dapat diteliti karena suatu sebab yang tidak memungkinkan. Penelitian ilmiah boleh dikata hampir selalu hanya dilakukan terhadap sebagian saja dari hal-hal yang sebenarnya hendak diteliti.

Populasi adalah wilayah generalisasi yang terdiri atas obyek/subyek yang mempunyai kuantitas dan karakteristik tertentu yang ditetapkan oleh peneliti untuk dipelajari dan kemudian ditarik kesimpulannya. Jadi populasi bukan hanya orang, tetapi juga benda-benda alam lain. Populasi juga bukan sekedar jumlah yang ada pada obyek/subyek yang dipelajari, tetapi meliputi seluruh karakteristik/sifat yang dimiliki oleh subyek atau obyek itu.

Misalnya akan dilakukan penelitian di lembaga X, maka lembaga X ini merupakan populasi. Lembaga X mempunyai sejumlah orang/subyek dan obyek yang lain. Hal ini berarti populasi dalam arti jumlah/kuantitas. Tetapi lermbaga X juga mempunyai karakteristik orang-orangnya, misalnya motivasi kerjanya, disiplin kerjanya, kepemimpinannya, iklim organisasinya dan lain-lain. Juga mempunyai karakteristik obyek yang lain, misalnya kebijakan, prosedur kerja, tata ruang produk yang dihasilkan dan lain-lain. Yang terakhir berarti populasi dalam arti karakteristik. Satu orangpun dapat digunakan sebagai populasi, karena satu orang mempunyai berbagai karakteristik, misalnya gaya bicaranya, disiplin pribadi, hobi, cara bergaul, kepemimpinannya dan lain-lain. Misalnya akan melakukan penelitian tentang kepemimpinan presiden Y, maka kepemimpinan itu merupakan sample dari semua karakteristik yang dimiliki presiden Y. Jadi sample adalah bagian dari jumlah dan karakteristik yang dimiliki oleh populasi ( Sugiyono, 2002:57 ).

C. Penggunaan Populasi dan Sampel

continue reading…

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18 Tips to answering the hardest questions on job interview

This article i had already posted on my old blog http://boeditea.blogspot.com, but i think it’s quit enough necessary to refresh it and write it down in English.

That 18 hardest questionnaire that could be happening while you are on the job interview  are showed below, hope could be useful to all of us:

1. Tell me about your self ?
2. What do you know about us ?
3. What can you give to us, that others can’t do ?
4. What do you think about the most interesting and the most not interesting about this job ?
5. Why we should receive you as our employee ?
6. What are the most you looking for on the job ?
7. can you define the most position that you would to reach ?
8. How long you need to give the best contribution to us ?
9. How long you will cooperate with us ?
10. From your resume, we think that you are have a too qualified to full fill this job. What do you think ?
11. Why you leave your early job ?
12. What do you feel when you leave your early job ?
13. On your early job, can you tell us the like and dislike about it ?
14. What do you think about your early boss ?
15. Why you couldn’t get a better job in your age now ?
16. How about salary, what do you expect about it ?

continue reading…

Job analysis traditionally was done for purposes connected with recruitment, pay, administration, and supervision. But the increasing complexity of work has made job analysis an important instrument for developing people in organizations. Job analysis requires a systematic collection, evaluation, and organization of information about the job. This information is collected through interviews, mailed questionnaires, observation, study of records, and similar methods. The collected information becomes a basis for preparing job descriptions and specifications. The job description, or job profile, is a written statement which includes detailed specifications of duties to be performed, responsibilities, and working conditions and indicates what is expected of a job holder. A job specification is a profile of the human characteristics needed for the job, such as education, training, skills, experience, and physical and mental abilities (Werther & Davis, 1982).

Extension organizations in developing countries do not have clearly defined job descriptions or job specifications for extension personnel. The training and visit system of extension considerably improved the preparation of job charts, work plans, and time-bound work for different categories of extension personnel. However, the actual utility of job descriptions in extension organizations is complicated by factors such as work overload, seasonality of extension, the range of cropping systems, and distribution of extension service over a large area (Hayward, 1990). Studies analysing the role of extension agents reveal that they face work-related problems such as role ambiguity and lack of job authority, expertise, and accountability (Vijayaragavan & Singh, 1989). This shows that job analysis is needed to improve the performance and effectiveness of extension employees. Job analysis can more effectively contribute towards the development of extension personnel by adopting the following procedures which involve identifying key performance areas (KPAs) and critical attributes.

Managing people effectively in extension programmes is a skill that requires constant planning and development. An extension programme manager can be defined as the person who is vested with formal authority over an organization or one of its sub units. He or she has status that leads to various interpersonal relations, and from this comes access to information. Information, in turn, enables the manager to devise strategies, make decisions, and implement action (Mintzberg, 1988). Management is concerned with the optimum attainment of organizational goals and objectives with and through other people. Extension management organizations are characterized by many strategies, wide spans of control, democracy, and autonomy. Their management practices cannot be reduced to one standard set of operating guidelines that will work for all organizations continually. However, all managers of professional organizations face the same challenge: to manage one’s time, objectives, and resources in order to accomplish tasks and implement ideas (Waldron, 1994).

Managers of extension programmes are painfully aware of the need for revision and development of the new skill sets held by today’s high performers. If change is not handled correctly, it can be more devastating then ever before. High performers reflect, discover, assess, and act. They know that a new focus on connecting the heads, hearts, and hands of people in their organization is necessary. Astute managers know what needs to be done but struggle with how to do it. Quite often they prefer to consider themselves as teachers or communicators rather than managers. This results in under-utilization of the increasing amount of literature on management theory and practice. The root of the problem is implementation. They must learn how to motivate others and build an efficient team.

More formally defined, management is the process by which people, technology, job tasks, and other resources are combined and coordinated so as to effectively achieve organizational objectives. A process or function is a group of related activities contributing to a larger action. Management functions are based on a common philosophy and approach. They centre around the following:

1. Developing and clarifying mission, policies, and objectives of the agency or organization2. Establishing formal and informal organizational structures as a means of delegating authority and sharing responsibilities

3. Setting priorities and reviewing and revising objectives in terms of changing demands

4. Maintaining effective communications within the working group, with other groups, and with the larger community

5. Selecting, motivating, training, and appraising staff

6. Securing funds and managing budgets; evaluating accomplishments and

7. Being accountable to staff, the larger enterprise, and to the community at large (Waldron, 1994b).

The management functions listed above can be categorized by using the acronym POSDCORB (Bonoma & Slevin, 1978, from Gulick & Urwick, 1959):

· Planning: outlining philosophy, policy, objectives, and resultant things to be accomplished, and the techniques for accomplishment· Organizing: establishing structures and systems through which activities are arranged, defined, and coordinated in terms of some specific objectives

· Staffing: fulfilling the personnel function, which includes selecting and training staff and maintaining favourable work conditions

· Directing: making decisions, embodying decisions in instructions, and serving as the leader of the enterprise

· Coordinating: interrelating the various parts of the work

· Reporting: keeping those to whom you are responsible, including both staff and public, informed

· Budgeting: making financial plans, maintaining accounting and management control of revenue, and keeping costs in line with objectives

continue reading…

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Di siang hari nan terik pada hari ke-3 Ramadhan ini, salam sapa dari seorang sobat blogger (lafalofe) menginformasikan tentang 2 buah software yang sangat bagus, yaitu:

• Arabic Pad : software pengolah (translation) dari huruf/teks latin ke huruf/teks Arab. Misalnya saya mengetikan “budi setiawan”, maka akan muncul tulisan seperti gambar di bawah ini:

Catatan: dalam hal ini saya mengetikan “budiy setiyawan”

• Setup Qur’an in Word: sebuah software Al-Qur’an Digital Plus Terjemahannya. Aplikasi ini terinstall pada microsoft word,setelah meng-install jangan lupa re-start komputer anda.
• Ready to download ???
• Click here to download Arabic Pad
• Click here to download Setup Qur’an In Word

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Do you wan to know how to create your own icon ? .. Then.. replace your old icon on your computer, or change default icon in your website or blog…
These are a few steps to create your own icon:

1. Change your picture file type (JPG or BMP) to ico file. I use “Qtam Bitmap to Icon 3.5″ software. If you not yet have this software you can easily download here.
2. If  you wan to change your old icon on your computer,  just simply click the folder that you wan to change it… right click.. then select “Properties”,.. select “Customize”  than click “Change Icon” and “Browse” the file ico, on the directory that you already put your icon.
3. If you wan to change your default icon on your website… these are a few steps:

• Rename your icon to favicon.ico
• Upload to your Cpanel
• Replace the existing old favicon.ico in the public_html with your new favicon.ico
• Refresh than preview your web

How to change your default icon on your blog, especially if you use WordPress ???

continue reading…

Hmm

Why planning so important? This is my question when i had college for the first time. I gave my lecture that question, because its really interesting for me… to know the answer.
That times, I am not to familiar with internet, because a few reasons, like: 1) there was no internet network on my campus (so sad); 2) I had limited money; 3) less knowledge about internet.
Nowadays, I have change !. Now I can improve my knowledge with internet. So… i just typing on Google “why is planning important ?” Wow…. incredibly, i have found a lot of results.
The best result about Why is planning important, I took from Jeff Willis .
Why is Planning Important ?
The answer is : continue reading…

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