The flow behavior arises because the classical approach, production efficiency and
working harmony can not be achieved. The managers still face difficulties and are frustrated because employees do not always follow the patterns of rational behavior. Therefore sought an effort to help managers cope with organizational problems through the behavior of employees. The flow behavior is essentially the organization looked kind of person. It looked at the classic stream flow is less complete because it does not make perfect production efficiency and harmony of the workplace. Man in the organization are not always easily predictable behavior lakukanya, because it is often not rational. Therefore, managers need to be assisted in his human face, among others with sociology and psychology. Pioneer flow behavior there are 2 (two) persons namely Hugo Munsterberg and Elton Mayo.
1) Hugo Munsterberg (1863-1916)
Munsterberg who gave birth to Industrial Psychology, often called the "Father of Industrial Psychology.
Important contribution is in the form of utilization of psychology to realize to realize the objectives as well as pro-productivity
other management theories. Application of psychological factors in the intensification of production.
Through his book with the title "Psychology and Industrial Efficien-sy", Munsterberg suggest 3 (three) ways to enhance productivity, namely:
(1) Getting people / employees of the best (best possible person), the most appropriate / suitable with the work to be done.
(2) Creating the best working conditions (best possible work), who meet the psychological requirements to maximize his productivity.
(3) Using psychological influence in order to obtain the most appropriate impact on employee memotiovasi (best possible effect).
2) Elton Mayo (1880-1949)
He is famous for its experiments on human behavior in work situations. This experiment concluded that special attention can cause a person to improve his business. This phenomenon is called Hawrthorne effect that employees will work harder if they believe that management
not think their welfare. The experimental results with Roethlisberger and Dickson Mayo is my stimulus money does not cause improvement in productivity. That actually increase productivity mempu it is an attitude that employees who feel managers and atasanya give adequate attention to their welfare.
It also found the influence of social environment in the group life
more informal greater its effect on productivity. Therefore, Mayo convinced against his conception of the famous with the "social man" who was motivated by social needs in relationships are more effective than supervision and control of ma-najemen within the meaning of the concept of "social man" (human or social / human being can be motivated by fulfillment of social needs through a working relationship), to replace the concept of "rational man" (human
rational / human being can only be motivated by economic needs.) The concept of rational man is driven solely by the need for personal economic well-known by the nickname "rational economic man".
Famous term that was expressed by Robert Owen is "vital machines" discover new forms and opportunities with the emergence of the concept of "social man" from Mayo. In education and training for managers was the growing importance of "people management skills" rather than "engineering or technical skills." The concept of group dynamics is increasingly important in the management of the management practices on the basis of the ability of individual workers.
The weakness of the Mayo findings shown by the people who think employee satisfaction is complex, because in addition determined by the social environment, also by other factors such as level of salary, attractive or not work, structure and organizational culture, employee relationship management, etc. . Facing the limitations of these human relations movement, appeared other thinkers who also belong to flow behavior is more advanced.
Donations Flow Inhuman Relations (Human Behavior).
The flow of human relationships to realize the importance of social needs. With
Thus this flow to balance the old concept that stresses economic / human rationality. Working atmosphere to be better than ever before. Training which many are focusing on efforts to improve working relationships between managers with employees. This stream is pioneering new study in the field of group dynamics, where attention is shown not only on individuals, but also on process and group dynamics.
Limitations of Flow Behavior / Human Behavior / Behavior School
Nevertheless there are some limitations to this theory. Design, methods and analysis
research conducted by Mayo is still a kontaversi. The concept of social man who developed it was not fully explain human behavior. Business improvements in working conditions was not able to increase performance. For example, the plantation sector in improving working conditions, not increasing work performance, even tended to decrease performance because workers tend to be more relaxed in the workplace. There is no pressure to work hard as before. Surely there are other factors, in addition to social factors, which encourage employee performance. Economic factors (salary), employee skills, culture and organizational structure, and many other factors affect employee performance. The flow of human relationships have not been able to accurately predict human behavior. One thing that can be understood as the social factor is the result of human emotions are more difficult to measure. Another example, job satisfaction is often described as the driving performance. But that relationship seems to doubt even more strongly the opposite logic: job performance will lead to job satisfaction.
D. MANAGEMENT SCIENCE SCHOOL (FLOW MANAGEMENT SCIENCE).
The period of modern management developed through two different paths. The first path is the development of flow behavior (organizational behavior) and others built on the basis of scientific management (quantitative flow) or operation reserch and management science.
FLOW ORGANIZATION BEHAVIOR
Human approach pioneered the growth of a new approach which is more commonly known as the approach / flow behavior.
By using the social sciences such as Sociology, Psychology, and Anthropology and with more robust research methods, researchers are better known as "behavioral scientists" from the "human relations theorists." Among them is the famous Argyris, Maslow and Mc. Gregor is more preferred to "self-actualizing man" than just "social man" in giving encouragement to the employees. Theory Mayo then increased again by the flow of more advanced again, the man is not only driven by a variety of needs that are often quite strange, known as the concept of "complex-man". Because no two people are exactly the same, then an effective manager will try to learn the needs of each individual to affect the individual.
In addition to some of the names above, the characters flow adalahs organizational behavior is as follows:
Abraham Maslow
Maslow (1908-1970) a humanistic psychologist, from USA
introduce self-actualization theory to assert
that the main goal of psychotherapy is to build one's integrity. She studied psychology at the University of Wisconsin and deepen Gestait Psychology in School for Social Research, New York in 1951, headed the Department of Psychology Brandeis University, Waltham, Massachusetts.
Suggests the existence of hierarchy of needs in his explanation of human behavior and dynamics of the process of motivation.
Levels of human needs by Maslow as follows:
(1) The need Fisologis, almost all basic human needs will need
pemelioharaan biological, eating, drinking and physical wellbeing.
(2) Security requirements, the need for protection and certainty in
everyday life.
(3) Social Needs, the need for love, a sense of belonging in the relationship
with others.
(4) Needs Self-Esteem in full, the need for self-esteem in the eyes of others,
honor, prestige, self-esteem, self-ability and is considered an expert.
(5) Needs Self-actualization, the highest level of need, the need for
"Self fulfilment" developing and using its capabilities.
DOUGLAS MC. Gregor
Known as theory X and theory Y it.
Theory X assumes that employees Theory Y assumes that employees
Do not like to work
Not making ambitions
Not responsible
Reluctant to change
Prefer to lead from the lead
Like work
Able to control myself
Likes responsibility
Full of imagination and creation
Able to direct himself
Fredrick HEZBERG
Disentangling motivation hygiene theory or the theory of two factors.
Robert Blake & Jane Mouton
Discuss five leadership style with the managerial grid (managerial grid).
Rensis LINKERT
Identify and conduct intensive research on four systems: 1. exploatif-authoritative up to, 4. participatory group.
FRED Fiedler
Recommend contingency approach to leadership studies
CHRIS Argyris
Looking at organizations as social systems or systems inter-cultural relations.
EDGAR SCHIEN
Many examine group dynamics within the organization and its other.
Basic Principles of Organizational Behavior:
(1) Management can not be viewed as strictly a technical process (roles, procedures and principles).
(2) Management should be systematic and approaches used should be with
careful consideration.
(3) organization as a whole and the individual manager approach to supervision should be appropriate to the situation.
(4) motivational approach that produces worker commitment to organizational goals is needed.
Some more specific ideas from a variety of behavioral research:
(1) human element is a key factor determining success or failure of achievement of organizational goals.
(2) Managers of today must be given training in understanding the principles and concepts of management.
(3) The organization must provide a climate that brings the opportunity for employees to satisfy all of their needs.
(4) The commitment can be developed through participation and involvement of its employees.
(5) The work of each employee must be prepared to enable them achieve self-satisfaction from the job.
(6) The patterns of supervision and management oversight should be built on a thorough understanding of the positive employees and their reaction to the job.
Donations Flow Organizational Behavior
Donations behavioral scientists is seen in an increased understanding of individual motivation, group behavior, the relationship between work and personal in the importance of work for humans. All this has made managers more sensitive and skilled in handling and dealing with subordinates. Even then arise of more advanced concepts such as leadership again, completion perselisih's, how to get and use power, organizational change and communication concepts.
Flow Limitation Organisational Behaviour
However, many experts believe the potential for this theory has not developed further. It is also much criticism of this genre, as well as too general, too abstract and complicated / complex.
The theory is also quite complex for the managers. Their recommendations often differ from one expert to another expert, so that managers have difficulty determining the opinion of the best.
QUANTITATIVE FLOW (OPERATIONS RESEARCH AND SCIENCE MANAJEMENN).
Quantitative flow for management has developed since World War II. In
that time the British wanted to solve some very complex issues in
war. England then formed Operations Research Team (Operation Reserch), headed by PMS Blackett. This team consists of mathematicians, physicists, and other scientists. England
managed to find the important breakthroughs of the team. United States and then replicate, forming a research team that established operations such as Britain. Computers are used to calculate the mathematical model developed-modek. When the war finished, the models of operations research is then applied to the industry. Industry also experienced a rapid development with the problems of an increasingly complex. These issues can no longer be solved by conventional methods. Operations research models required in this regard. Some operations research models: CPM (Critical Path Method) are used for project planning, queuing theory to solve the queuing problem. Operations management is another variation of the quantitative approach. This approach is simpler and can be applied directly to the management situation. Some examples of operations management models are: inventory control, such as the EOQ (Economic Order Quantity), simulation, analysis of break-even, lenier programming (linear programming). Operations management is often regarded as an application of operations research.
Donations Quantitative Flow (Operations Research / Management Science)
The quantitative approach provides an important contribution, especially in
planning and control. The models developed are suitable for these functions. For example, the CPM model is useful for project planning and want to Dalian. This approach also helps to understand the complex management issues. Using mathematical models, complex problems can not be simplified mathematical model. Despite the seemingly mathematical model with the formulas that are difficult to understand very complex, but the model is intended to simplify a very complex real world. With mathematical models, are important factors can be seen and given extra attention.
Limitations of Quantitative Flow (Operations Research / Management Science)
Unfortunately, many quantitative models using models or symbols that are difficult
understood by most people, including managers. The quantitative approach is also not seeing the issue of human behavior and psychology in organizations. Despite this potential has not been fully developed quantitative models. If can be further developed quantitative approach would provide a more meaningful contribution.
E. APPROACH TO MANAGEMENT (MANAGEMENT OF CONTEMPORARY)
Some flow management has been discussed upfront, in-which-approach
approach in each of flow was said to have experienced growth.
The existence of several developments that tend to integrate per-approach
previous approaches, making the limits of approaches that have been discussed
the point is clear. However there is an approach that remains rooted in
approaches was of course. The following section will discuss new approaches in management.
1. SYSTEM Approach (APPROACH SYSTEM)
The system can be interpreted as a joint sub-sub-systems related.
Organization as a system as a whole will be in view, consists of parts that were crocheted (sub-systems), and the system / organization will interact with the environment. Such comprehensive views will be more beneficial than isolated views.
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