SYNCHRONOUS E-LEARNING TUTORIAL TASK & CONTINUES ASSESSMENT

SUBJECT CODE: BBPP1103

SUBJECT NAME: PRINCIPLES OF MANAGEMENT

SME: NORHAYATI BT SHUIB

TASK NUMBER: 2

SEQ TEST 2 / SET 2

What would be the key factors for a successful change management? State
1.
FIVE (5) factors.
Apakah kemungkinan faktor –faktor utama untuk satu pengurusan perubahan yang
berjaya? Nyatakan LIMA (5) faktor.

Jawapan:
 clarity of vision and purpose
 strong champions/leaders
 sufficient resources
 clarity of roles
 engagement and communication.

(5 points with explanation x 1 mark = 5 marks)

2. Discuss the common barriers to team effectiveness.

Bincangkan kekangan-kekangan biasa terhadap keberkesanan pasukan.

Jawapan:
 Poor communication
 Unclear goals
 Lack of managerial roles
  Ego

Markers may use discretion in awarding marks.

(Any 2 points with explanation x 2.5 marks = 5 marks)

3. Describe the nature of feedforward, concurrent and feedback controls.

Jelaskan kawalan prakawalan/kawalan awalan, serentak dan maklum balas.

Jawapan:
Feedforward controls are future directed: they are designed to detect and
anticipate deviations from standards at various points.
Such preventative controls focus on establishing conditions that will make it
difficult or impossible for deviations from norms to occur. Examples include
locks, bars on windows, safety equipment, safety procedures, job descriptions,
job specifications, inductions, and orientation.

Concurrent Controls -sometimes known as “in-process” or “steering” controls,

these controls apply to processes as they happen.
Concurrent control is carried out during the process of transformation. When this
control is carried out, restoration actions, corrective actions or modifications are done
after distortion is detected.
For a production-oriented organisation, this controlling action is taken while input is
being processed while for serviceoriented organisations, it is taken while service is
being provided.

Feedback control involves gathering information related to the weaknesses of

controlling measures after an incident takes place.
This type of control is implemented after the transformation process has been
completed with the purpose of finding out whether the whole activity ran properly with
results as expected.

Markers may use discretion in awarding marks.

(Any 2 methods with description x 2.5 mark = 5 marks)
4. Differentiate between the objective control and bureaucratic control.
Bezakan antara kawalan objektif dan kawalan birokratik.

Jawapan:
Objective control
This method uses the measurement of observation towards the behaviour of
employees or output produced to evaluate work performance.
Managers are more focused on the observation or measurement towards the
behaviour of employees or outputs rather than the policies or rules.

bureaucratic control.
This method uses hierarchy authority to influence employees.
Rewards are given to employees who obey and punishment is meted out to
employees who do not obey the policies, regulations and procedure of the
organisation.

( 2.5 marks x any 2 relevant points = 5 marks)

5. Why the internal operations need to be controlled by the management? Give

example.
Mengapakah operasi dalaman perlu dikawal oleh pengurusan? Berikan contoh.

Jawapan:
 Internal operations of organisations are usually measured through quality.
Operations control is very important for every organisation especially for
manufacturing firms.
 This is because efficiency and effectiveness of operations control will
determine the level of production and organisational performance as fixed by
the standard.
 The quality value of products and services produced based on the standard
will be able to strengthen the perception of the customers towards the quality
of goods that they had purchased. For example, the control of product quality
is able to reduce waste and product defects and this will further save cost.
 Inventory control is also effective in reducing the costs of investments related
to inventory.

(1 mark each x 4 points with description + 1 mark for example = 5 marks)

6. Explain how social loafiing effect a team.

Terangkan bagaimana lepak sosial memberi kesan terhadap sebuah pasukan.
 Jawapan:
This happens when employees fail to contribute towards job sharing.
In other words, social loafing means that a person becomes a sleeping partner in the
team.
Social loafing usually takes place in a large team where it is difficult to identify and
monitor the efforts contributed by each member of the team.
In other words, members that practice social loafing will try hard to hide their
activities and this condition causes the phenomenon of social loafing difficult to be
detected.

( 2.5 marks x any 2 relevant points with explanation = 5 marks)

How
Explain how a team can increase the levels of job satisfaction.
7.
Terangkan bagaimana sebuah pasukan boleh meningkatkan kepuasan kerja.

Jawapan:
It gives employees the opportunity to enhance their skills. This is done by cross
training. Cross training is an exercise that trains team members to perform all or
most of the work done by other workers.
This exercise allows teams to function under normal conditions with no interruptions
even with the absence or resignation of a team member. The advantage for the
employees is that they are able to broaden their skills and become more competent
and confident in performing their jobs.
Team members always enjoy job satisfaction due to leadership responsibility which
cannot be gained from traditional organisations.
Teams are allowed to determine their working manner, scheduling, maintenance,
equipment, leave schedule, quality control and others.
This freedom is very meaningful to the workers. Besides that, due to the rotation of
leadership responsibility among team members, each member has the opportunity to
develop their leadership skills.

(1 mark each x any relevant 5 points with explanation = 5 marks)

8. Differentiate between a work group and a team.

Bezakan antara satu kumpulan kerja dan satu pasukan.

Jawapan:
 A work group is generally a group that shares information and makes
decisions in order to assist the members to perform their jobs well in the
relevant field.
 Work groups do not need to or do not have the opportunity to be involved in
task collection which involves merging and integrating efforts.
  Performance will be assessed based on individual contribution to the group.
 In other words, the performance of the group is the total contribution of each
member of the group.
 A team is an interdependent and complementary entity in all aspects among
the members, with a partnership commitment towards achieving the same
goals. Moreover, teamwork generates positive synergy through co-ordination
efforts.
 Thus, a team is an entity that exceeds a group. Performance is not based on
individual contribution but instead it depends on the performance of the team.
(1 mark x any relevant 5 points = 5 marks)

9. Explain any TWO (2) characteristics of team.

Terangkan mana-mana DUA (2) ciri-ciri pasukan.

Jawapan:
Team norms are informal rules or standards which are agreed upon in order to
control the behaviour of team members. Team norms have a strong influence on
work behaviour. An effective work team develops norms that are related to work
quality and accuracy, presence, safety and sincerity in giving opinions or ideas.
Besides that, it is able to develop commitment towards team work, trust in
management and job satisfaction

Team unity refers to how far team members are attracted to becoming members of
the team and motivated to stay permanently in the team. Team unity is able to
sustain and reduce the turnover rate of team membership. When teams possess
high unity levels, each member is more motivated to contribute to the team and
expect guarantees from other team members. This will accelerate the achievement
of high performance
Team Conflict
Conflicts and misunderstandings do exist in any teams. What causes conflicts to
arise? Conflicts can be caused by fighting over limited resources, arguments
regarding certain issues, discrepancy in opinions, and others. Usually, conflict is
viewed as a negative matter. The key here is that, rather than trying to avoid conflicts
in a team, try to ensure that a team faces a suitable conflict instead.

Phases of Team Development

Markers may use discretion in awarding marks.

( 2.5 mark x any relevant 2 points with examples = 5 marks)

10. Identify FIVE (5) types of team in a particular organisation.

 Kenal pasti LIMA (5) jenis pasukan di dalam sesebuah organisasi.

Jawapan:

( 2.5 mark x any relevant 2 points with examples = 5 marks)

11. Explain how a change in organisation can effect the morals and attitude of
staff in the areas of employment. Provide relevan example.
Terangkan bagaimana satu perubahan di dalam organisasi boleh memberi kesan
terhadap moral dan sikap pekerja di dalam bidang pekerjaan. Sediakan contoh yang
relevan.

Jawapan:
The condition of workforce nowadays requires the organisation to be suited to the
various cultures in the environment.
This is because the current environment provides a diversity of workforce, either
diversity from an obvious angle up to something that can hardly be detected.
Therefore, the policies of human resource and its practices must be changed in order
to attract interest and retain a diverse workforce besides trying to avoid any court
action.

(2.5 mark x any relevant 2 points with examples = 5 marks)

12. Describe any TWO (2) ways on how to manage change.

Jelaskan mana-mana DUA (2) cara bagaimana untuk mengurus perubahan.

Jawapan:
 Liquidation: Refers to getting individuals who are affected by the changes to believe
the need for these changes.
Change intervention: Refers to the processes used towards employees and
managers in order to change their behaviour and work practices.
Freezing: Refers to supporting and strengthening the changes that were
successfully carried out in order for it to continue.

( 2.5 mark x any 2 points = 5 marks)

13. Differentiate between negotiation, co-optation and force.

Bezakan antara perundingan, ko-optasi dan kuasa.

Jawapan:
Negotiation
Change agents can also deal with change barriers by making valuable exchange in
order to reduce barriers.
For example, if the barriers come from some individuals having power, reward
packages can be used as negotiation substance. Besides that, this reward packages
and offers will be able to fulfil the needs of the individuals

Co-optation is the combination of manipulation and involvement.

The act of co-optation will try to “ buy” group leaders who cause barriers by
providing these leaders important roles in making change decisions.
Advices from these leaders are required, not to find the best solution but as
confirmation.
By “buying” these leaders and successfully changing their standpoint, indirectly it will
also change the perception and standpoint of their followers.

Force
This is the final tactic that can be implemented by change agents. This is an
application that uses threat towards the person who is a barrier. For example, threat
to be moved to another department, losing the chance of a promotion, and a bad
performance evaluation are threats imposed if the person does not want to abide by
the changes that will be made.

( 1 mark x 5 points = 5 marks)

14. Identify FIVE (5) tactics that can be implemented by change agents to
overcome change barriers.
Kenal pasti LIMA (5) taktik yang boleh dilaksanakan oleh agen perubahan untuk
mengatasi halangan-halangan perubahan.
 Jawapan:
 Communication and Learning
 Involvement
 Facilities and Support
 Negotiation
 Manipulation and Co-optation
 Force

( 1 mark each x 5 relevant points = 5 marks)

15. State FIVE (5) reasons why an individual resists to change.

Nyatakan LIMA (5) sebab mengapa seseorang individu menolak perubahan.

Jawapan:
 Human habits
 Economics
 Anxiety towards something that is unknown
 Selective nature in processing information.
 Anxious towards change due to their feeling of fear towards the guarantee
and Security of their employment.

(1 marks x 5 points = 5 marks)

16. Explain TWO (2) types of change in an organisation. Give examples.

Terangkan DUA (2) jenis perubahan di dalam sesebuah organisasi. Berikan contoh-
contoh.

Jawapan:
(a) Change of first order; and
(b) Change of second order.
First order change is a linear change, slow in nature and implemented in stages. This
change is made without any apparent change in the basic structure of the
organisation. It is also conducted that way if there is no strong pressure from the
environment. Besides that, if the particular organisation has a strong culture,
changes must be implemented slowly and in stages.

The second order change is a change that is radical in nature, multidimensional and
multilevel. This type of change needs high levels of leadership in order to realise the
changes. It takes place when there is intense pressure from the environment that
disrupts the survival of the organisation. This demands the organisation to make
 drastic changes.
(2.5 marks x 2 points with explanation = 5 marks)

17. Explain how technology and economy effect the changes in an organisation.
Terangkan bagaimana teknologi dan ekonomi memberi kesan terhadap perubahan
di dalam sesebuah organisasi.

Jawapan:
 Use of computer and automation
 TQM Programmes
 Increase in interest rates
 Crisis in currency value

( 2.5 marks for each force x 2 points = 5 marks)

18. What is meant by organisational change? Explain. Give example.

Apakah yang dimaksudkan dengan perubahan organisasi? Terangkan. Berikan
contoh.

Jawapan:
Organisational change is the need for an organisation to change from one condition
to another to take the opportunity or avoid a threat caused by environmental changes
in order to retain the survival of the organisation.
Any related/relevant example can be accepted.
(1.5 marks x 2 points on the meaning and explanation + 2 marks for example
=5 marks)

19. List FIVE (5) factors that encourage creativity in the workplace.
Senaraikan (5) faktor yang menggalakkan kreativiti di tempat kerja.

Jawapan:
challenging work;
encouragement from the organisation;
encouragement from supervisors
encouragement from the work groups;
freedom
(1 mark each for any 5 points = 5 marks)
20. What are the goals for changes? Explain TWO (2) goals.
Apakah matlamat-matlamat perubahan? Terangkan DUA (2) matlamat.

Jawapan:
According to Robbin (1998), there are two goals for changes, which are as follows:
(a) To increase the capability of the organisation in order to be able to accept
challenges and changes in the environment; and
(b) To change the behaviour of individuals within the organisation.

(2.5 marks x 2 points with explanation = 5 marks)