Pengantar Manajemen Pertemuan 3 (Behavioral Perspective & Komitmen & Kepuasan)

Summary

This video script explores two key perspectives in management: Operational and Behavioral. The Behavioral Perspective, driven by Mary Parker Follett, emphasizes the importance of employee motivation, psychological well-being, and human relations. It argues that productivity goes beyond financial incentives, focusing on recognition, autonomy, and leadership styles. The lecturer highlights the significance of treating employees based on their individual needs to improve work satisfaction and performance. The session also introduces Maslow's Hierarchy of Needs and previews upcoming topics on effective planning in management.

Takeaways

• 😀 Behavioral perspective focuses on the humanistic side of management, emphasizing motivation and job satisfaction over mere operational tasks.
• 😀 Mary Parker Follett is known as the mother of scientific management for introducing ideas such as negotiation, conflict resolution, and power-sharing in the workplace.
• 😀 Employee participation, autonomy, and a non-authoritarian management style are key to improving productivity and job satisfaction.
• 😀 Psychosocial conditions and a supportive work environment are crucial to increasing employee performance and job satisfaction.
• 😀 Job satisfaction isn't solely about salary increases; motivation can also stem from meaningful work and a sense of belonging.
• 😀 A caring and empathetic managerial approach increases employee motivation and productivity more than just financial rewards.
• 😀 Human Relations Management (HRM) highlights that efficiency alone cannot guarantee organizational success; treating employees well is also essential.
• 😀 The relationship between employees and their supervisors is a critical aspect of management and significantly influences workplace dynamics.
• 😀 Group norms and team behavior are essential in shaping employee motivation and workplace engagement, not just individual rewards.
• 😀 Maslow’s Hierarchy of Needs remains relevant today, with self-actualization being a key motivator once basic physiological and safety needs are met.
• 😀 Leaders need to understand the individual motivations and needs of each employee to apply effective management strategies, balancing operational and behavioral approaches.

Q & A

What is the main difference between the operational perspective and the behavioral perspective in management?

The operational perspective focuses on efficiency, such as time management, training, and task movements. It is more mechanical and system-driven. In contrast, the behavioral perspective emphasizes humanistic factors, such as motivation, employee satisfaction, and the recognition of individual contributions, aiming for a more psychologically supportive workplace.

Who is Mary Parker Follett, and why is she important in the context of scientific management?

Mary Parker Follett is known as the 'mother of scientific management.' She contributed significantly to modern management by focusing on **negotiation, conflict resolution, and power-sharing**. Her work emphasized the importance of social and psychological factors in organizational success, suggesting that leadership should be more inclusive and empowering for employees.

What are the key contributions of the Hawthorne Studies to management theory?

The Hawthorne Studies showed that employee motivation and productivity increase when managers show genuine concern for their employees. These studies highlighted that factors beyond financial incentives, such as employee recognition and feeling valued, play a significant role in improving performance.

How does the behavioral perspective address the psychological needs of employees?

The behavioral perspective emphasizes that employees' psychological and social conditions affect their work behavior. By fostering a supportive and motivating work environment, managers can enhance employee satisfaction, which leads to increased productivity and a positive workplace atmosphere.

What role does motivation play in the behavioral perspective of management?

Motivation is central to the behavioral perspective. It argues that employees need more than just financial incentives; they need recognition, autonomy, and a sense of personal fulfillment in their work. Motivated employees are more likely to perform better and contribute to a company’s success.

Why is the relationship between employees and supervisors vital in management?

The relationship between employees and supervisors is crucial because it directly impacts motivation and productivity. When employees feel cared for and valued by their supervisors, they are more likely to be engaged, motivated, and productive in their roles.

How does the behavioral approach to management differ from scientific management?

Scientific management, as proposed by Frederick Taylor, focuses on maximizing efficiency through systematic control of workers' tasks and time. The behavioral approach, on the other hand, values the human element, emphasizing factors such as employee well-being, motivation, and job satisfaction as key drivers of productivity.

How does Maslow's Hierarchy of Needs relate to job satisfaction and motivation in the workplace?

Maslow’s Hierarchy of Needs suggests that employees are motivated by a series of needs, starting with basic physiological needs and progressing to self-actualization. In the workplace, understanding these needs can help managers create environments where employees are more likely to feel satisfied and motivated, ultimately improving their performance.

What does 'power-sharing' mean in the context of behavioral management, and why is it important?

Power-sharing refers to the distribution of authority and decision-making power within an organization. In the behavioral perspective, it is essential because it allows employees to take ownership of their tasks and feel more invested in their work, leading to higher motivation and productivity.

Why is it important for managers to treat employees differently according to their needs?

Different employees have different motivations and needs, and one-size-fits-all management strategies do not always work. A good manager understands these differences and adapts their leadership style to suit individual needs, ensuring that employees feel valued and engaged, which leads to better overall performance.