EDU 5813 Hubungan Manusia Dalam Pendidikan Topik 1: Pengenalan Hubungan Manusia Interaksi antara manusia Perniagaan Kerajaan Dirumah Kelab sosial Rumah Pejabat

Bagi menentukan situasi yang dapat menghasilkan ‘hasil kerja’ yang lebih baik. Hubungan manusia antara pekerja = tingkahlaku organisasi / gelagat organisasi (melihat kepada faktor manusia yang kompleks untuk mengenalpasti sebab dan akibat sesuatu tingkahlaku)

Walaubagaimanapun kedua - dua ‘OB’ dan ‘HR’ are completementary,covering the same subject - to improve behavior. ‘To produce or develop more productive and humanly rewarding results’

Management emphasis Setiap orang bertanggung jawab untuk membentuk perhubungan manusia yang berjaya di tempat kerja atau di mana jua. “interaksi” – adakah membawa peningkatan kualiti dalam hubungan manusia atau sebaliknya? Seorang pengurus bertanggungjawab untuk “HR” nya - develop better relationship with everybody he manages. Cuba fikirkan sebentar apakah sebenarnya definisi hubungan manusia mengikut kefahaman anda sekarang ini. Tuliskan!!!

Definisi HR is the integration of people into a work situation that motivates them to work together productively, cooperatively, with economic, social and psychological satisfaction. Dalam cara ringkasnya: ‘HR’ adalah memotivasikan manusia dalam organisasi untuk membentuk ‘teamwork’ yang dapat memenuhi kehendak mereka dan mencapai objektif organisasi ‘HR’ is motivating people to develop productive and fulfilling teamwork.

Focus on people not economic Must be in organised social environment Keypoints: Focus on people not economic Must be in organised social environment Key activity is motivating persons Direction of motivation is towards teamwork Involve cooperation and coordination ‘cooperation’ - willingess to work together ‘coordination’ - effective time and sequence in performance activities.

‘HR’ seeks need fulfilment and organizational objectives Both individual and organization seek results effectively with minimum inputs in relation to outputs. Productivity increase (decrease costly form of behavior, increae desirable form of action)

Sekarang sekiranya anda telah dapat memahami ‘HR’ - tuliskan bagaimana caranya anda menjadikan diri efektif? Jawapan Cuba melihat apa yang diperlukan oleh semua ahli kumpulan (this requires emphaty and social sensitivity) As you communicate try to learn what the employee needs are (not to tell them what to do)

Because motivated person need little instruction but he tells the boss what to do (what kinds of support he needs to do a better job)... AKTIVITI 1 Pilih tajuk dari sinopsis kursus untuk di bincang dalam kelas. Kumpulan ahli 3 orang - perlu bentang dan sediakan

Topik 2: dinamika kumpulan - interaksi dan hubungan antara ahli kumpulan dalam situasi sosial Dalam gelagat organisasi - fokus diberi keatas ‘dynamics of members’ of formal or informal groups in the organization

Second view of group dynamics consist of a set of techniques such as: Kurt lewin (1930) - melihat group dynamic sebagai ‘how a group should be organized and conducted’ (democratic leadership, member participation, overall cooperation). Second view of group dynamics consist of a set of techniques such as: Role playing Brainstorming Buzz groups Group therapy Sensitivity training Team building Johari window

Third view of group dynamics similar to Lewin’s concept - internal nature of the groups, how they form their structure and processes, how they function and affect members, others groups and the organization. Modern definition of group - is a collection of individuals in which there is” Interaction among members Perception of group membership Shared values and norms Fate interdependence (what happen to one group members affects the others)

Macam mana group di bentuk? Propinquity theory, proximity is the reason contoh, duduk dekat dalam kelas, masjid atau staff room. Srt, pj, vocational dll. Formation based on activities, interaction and sentiments, not becouse of proximity only but cooperation and problem solving. Balance theory - attracted to those who has similar attitudes toward relevant goals (ugama, politics, life style, marriage, work, authority). If there is ‘no balance’ tak seimbang lagi - dissolve the relationship.

Exchange theory - if rewards greater than cost than it is positive level - affiliation and attraction exists. If cost is greater than – anxiety, frustration, embarrassment and fatigue will occur. Practical reason - economic, social and security reason.

Jenis kumpulan (type of groups) Primary groups - small size, interaction face to face eg; family and peer group Coalition; ciri - cirinya: Berinteraksi antara individu Ada matlamat kumpulan Bebas dari struktur organisasi formal Mutual perception of membership Act as a group

Apa bezanya ‘membership’ dengan reference group? Membership – keahlian, kumpulan rujukan - would like to belong to the group, he or she identifies herself with the group. Apa beza ‘in group’ dan ‘out group’? In group – already in and share the values of the groups Out group – orang luar

Kesan group dinamiks keatas organisasi: Menyempurnakan tugas yang tak boleh dilaksanakan secara individu. Memperlihatkan kemahiran dan potensi diri’ Banyak idea untuk buat keputusan Mengawal tingkahlaku pekerja Menyempurnakan perubahan Kestabilan - transmit nilai kepada orang lain

Kesan GD keatas individu Membantu mempelajari tentang organisasi Mempelajari tentang diri sendiri Membantu mendapat kemahiran baru Ganjaran Puas hati - personal needs especially for social acceptance and affiliation. Cohesiveness: high cohesive group akan menjadi lebih powerful Low cohesive group - less powerful

Effectiveness = keberkesanan; bagaimana mengukur? Argyris (1964) - successful blending of individual needs and organizational goals as indicators of effectiveness (achieving top management goals at the expense of personal goals achievement leads to ineffectiveness) Mcgregor (1960), Blake and Mouton (1960), and Hill (1969), OE is the intergration of personal and organizational goals.

Ada tawar menawar antara pekerja dengan majikan? Fikirkan Satisfaction of personal psychological needs.