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CENTRE (EDC)
UNIVERSITI UTARA MALAYSIA
PRINCIPLES OF MANAGEMENT
ASSIGNMENT
PREPARED BY:
SAYLASTHRI A/P CHANDRAN
BATCH 4
I/C NO:
720225-08-5726
PREPARED FOR:
Here at Tadika Setia Bestari, it is our belief that the foundation for a successful Early
Childhood Education is the fostering of a positive self-image. In this regard, our program is
based on the understanding that each child’s development is an individual process. We strive to
meet the individual needs of the whole child through social, emotional, cognitive and physical
development.
Tadika Setia Bestari is dedicated to providing a safe and joyful beginning for all of our
children. Each classroom provides an environment where children are free to interact, inquire
and extend their understanding through hands-on experiences. In this way, children are
developmentally appropriate.
Our philosophy regards the years of early childhood as being of crucial importance for the
development of full adult potential in the areas of personality, emotional stability and
intellectual growth. Every opportunity is provided for the individual child to flourish and grow
stimulation and also practices and teaches human values and healthy attitudes.
We, as educators, are receptive to change and are responsive to new theories in Early
Childhood Education. Our school makes a great effort to teach children to learn how to work
and play both independently and cooperatively, live effectively with other children, develop
self-identity, value the rights of others and to take turns and share.
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Our History
Tadika Setia Bestari was established in 2004, servicing 4, 5 and 6 year olds. Tadika Setia
Bestari is privately owned and operated by Mrs.Reena in her capacity as school principal
together with a team of teachers. There are 18 students to one teacher and one teacher assistant.
Children are grouped by age and teachers are chosen by their qualifications to fulfill each age
group’s specific needs. Our staff is composed of competent well- trained teachers who have
been selected for their outstanding performance in the field of education as well as their years
Our curriculum is age appropriate and each child discovers challenging educational
even when the child is part of a small group. The school offers learning experiences for
Nature Study
Daily Exercises
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Tadika Setia Bestari regards the years of early childhood as being of crucial importance for the
development of full adult potential in the areas of personality, emotional stability and
intellectual growth. We are dedicated to provide all of our children with joyful and enriching
experiences in their earliest contact with school life. Every opportunity is provided for the
individual child to flourish and grow in the healthiest possible environment. Our program
presents intellectual stimulation and also practices and teaches human values and healthy
attitudes. We are receptive to change and are responsive to new theories in early childhood
education to benefit the child. We make a great effort to teach children how to:
Vision
Mission
- Ensure that we capitalize on a child's best learning years and treasure valuable time and
resources
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- Teach living values and virtues to young children
Planning
The key to effective school management is planning. The principal is responsible for
developing plans to achieve strategic objectives through appropriate, effective and efficient
allocation of resources.
The purpose of planning is to provide an effective bridge between useful knowledge and
effective action. Through planning, schools and communities look ahead, anticipate events,and
provide an orderly sequence for achieving goals. Planning is used to gain control of the future
To provide pre – primary education in English to children who are below the age of 6 and
To provide a holistic development by nurturing the children in our care with love and care.
Our overall goal of kindergarten is to improve children’s understanding of the world and to
opportunities are planned to help students meet the standards in language, mathematics,
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To create a environment where children, parents, and teachers work together to ensure
children success.
While the principal has overall responsibility for the development and implementation of
school plans, collaborative planning which involves all stake holders - staff, students and
The strategic plan is the school's long term plan which sets down priorities for change and
outlines a program of action for achieving the school community's agreed educational goals
opportunities.
Feedback
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The Situational Analysis
A situational analysis or community profile is one way of learning about the school
community and its special strengths and needs. A survey of staff, parents, students and other
members of the community can be a good way to see priorities from different points of view.
Internal
Strength Weakness
Opportunities Treats
External
• Threats eg. falling enrolments,Larger organizations have more resources for providing
Through the implementation of our Strategic Plan,Our mission is to provide a stimulating and
creative learning environment that encourages the development of each child’s positive self-
image and social skills through both structured and unstructured play experiences in the areas
of art, music, science, physical education, dramatic play, and reading and math readiness. To
enhance these experiences, the curriculum utilizes community resources both in and outside
the classroom.
Our Vision
programmes for young children as well as education, training and professional development
OUR GOAL
Social Objectives
Emotional Objectives
Physical Objectives
- Small muscle control through finger plays, block building, playing with table toys, handling
- Healthy personal habits (such as cleanliness, hand washing, good habits of toileting, good
Intellectual Objectives
Our program:
- Increases the children's knowledge about the world and the people in it (such as concerns of
color, space, size, time, relationship of objects, facts about communities, families, animals,
nature,materials)
- Develops skills in basic problem solving (such as: This doesn't fit. I will get a bigger one.)
- Provides opportunities for children to think for themselves and express themselves verbally
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Carry Out The Strategic Plan
We have carry out the strategic plan which is broken down into a series of principal tasks. We
are clear however that our long term goal to improve of our children that our principal tasks
Principal tasks
Review the staffing structures and staffing roles and provide flexible care support and
learning.
Develop an effective leadership and management structure throughout the early years
establishments.
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To ensure that we fulfil our goal,we need to monitor and evaluate our progress and respond
positively to changing circumstances. The feedback from the parents to ensure that stay
Organizational Structures
Principal
The organizing process can be done efficiently if the managers have certain guidelines so that
they can take decisions and can act. To organize in an effective manner, the following
Specialization
According to our principle, the whole work of a concern should be divided amongst the
teachers on the basis of qualifications, abilities and skills. It is through division of work
Effective administration
The organization structure is helpful in defining the jobs positions. The roles to be performed
by the principal are clarified. Specialization is achieved through division of work. This all
Our growth is totally dependant on how efficiently and smoothly a concern works. Efficiency
can be brought about by clarifying the role positions to the principal, co-ordination between
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authority and responsibility and concentrating on specialization. In addition to this, our
Span of control
Span Of Control – the span of control or span of management refers to the number of people
In our kindergarten span of control refers to the principal who has the authority, responsibility,
organization the number of staff ,children and cleaner was supervisor and handled and
Managerial abilities- In the concerns where our principal are capable, qualified and
experienced.
Delegation of authority- When the work is delegated to lower levels in an efficient and proper
way, confusions are less and congeniality of the environment can be maintained. In
such cases, span of control is suitable and the principal can manage and control
large number of staff,children and cleaner at one time.
Principal
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children children children children
hands. All the important decision and actions at the lower level, all subjects and actions at the
Our organization structures based on The simple structure. Our principal has authority
centralized in a single person, a flat hierarchy, few rules and teachers with similar accupational
specialties in early childhood educational. Under the centralization , the important and key
decisions are taken by the top management(principal) and the other levels are into
implementations as per the directions of top level. Our principal decide about the important
matters and all the rest of functions like stationerys,books, finance, marketing, personnel, are
carried out by the department heads(principal) and have to act as per instruction and orders of
the two people. Therefore in this case, decision making power remain in the hands of principal.
by the top management for taking major decisions and framing policies concerning the whole
The degree of centralization and decentralization will depend upon the amount of authority
delegated to the lowest level. Dcentralization refers to the systematic effort to delegate to the
lowest level of authority except that which can be controlled and exercised at central points.
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Decreases the role is centralization”. Decentralization is wider in scope and the teacher’s
responsibility increase in this case. On the other hand, in delegation the principal remain
Organizational culture also called corporate culture is a system of shared beliefs and values
that develops within an organization and guides the behavior of its members. It is the
organization’s personality. The qualities, that are in the people and group, arise from a
concern for what they regard as excellent in manners and scholarly pursuits. It is a blend
Our Vision
Our Mission
• Children First: We place the interests of the children first in everything we do.
• Professional Conduct: We hold the highest standard of integrity and treat everybody
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Our human resources department is handled and controlled by the principal who is
responsible for the recruitment, motivation, and retention of an efficient and productive
workforce. Also, this department oversees the management of benefits and compensations,
Principal tasks
• Audit existing training opportunities and produce a comprehensive training program for
• Review the staffing structures and staffing roles in early years settings in order to provide
Orientation
The appropriate Human Resources department(principal) will arrange for new employees to
attend the Orientation Program during the first month of employment.Orientations are
Performance appraisal
• By helping teachers achieve their full potential, the performance appraisal process
Rewards
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• Reward power refers to the ability to give acknowledgement or rewards to an individual
who has performed the duties entrusted to them thoroughly. For example, our principal
with reward power would reward teachers who have performed well by increasing their
salaries or wages.
Motivation
The psychological processes the arouse and direct goal –directed behavior is motivation. In a
simple model of motivation, people have needs that motivate them to perform specific
behaviours for which they receive rewards that feedback and satisfy the original
needs.Rewards can be extrinsic ( the payoff a person receives from others for performing a
particular task), or intrinsic (the saticfaction a person receives from performing the particular
task itself)
Feedback
One model of motivation that has gained a lot of attention,has been put forward by Abraham
Maslow. Maslow’s theory argues that individuals are motivated to satisfy a number of different
kinds of needs, some of which are more powerful than others (or to use the psychological
jargon, are more prepotent than others). The term prepotency refers to the idea that some needs
are felt as being more pressing than others. Maslow argues that until these most pressing needs
are satisfied, other needs have little effect on an individual’s behaviour. In other words, we
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satisfy the most prepotent needs first and then progress to the less pressing ones. As one need
becomes satisfied, and therefore less important to us, other needs loom up and become
Maslow represents this prepotency of needs as a hierarchy. The most prepotent needs are
shown at the bottom of the pyramid, with prepotency decreasing as one progresses upwards.
Self- Actualisation
Personal growth and fulfiment
Esteem Needs
Achievement,status,responsibility,reputation
Safety Needs
Protection,security,order,law,limits,stability
Achievement,status,responsibility,reputa
Physiological Needs
Basic life needs-Food,drink,shelter,warmth,sex and sleep
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THE ROLE OF THE PRINCIPAL TODAY: MANAGER OR INSTRUCTIONAL
LEADER?
An experienced principal once told me that the principal is responsible for three "p's" in the
school: the people, the program, and the plant. It sounded too simple; yet, in retrospect, she
may have been right. However, experience has also taught me the complexity of each one of
those categories. There are managerial and instructional issues to be dealt with in all
categories. For example, when ordering new desks, one will be concerned about their
maintenance and repair (managerial) and, as well, about their functionality in grouping
arrangements for instructional purposes (instructional). Effective principals are managers and
Managerial functions separates into areas of planning, organizing, motivating and controlling .
Instructional leadership functions involve all the beliefs, decisions, strategies, and tactics that
"running a smooth ship"; instructional leaders focus on learning and instruction. Although the
principals can not be effective instructional leaders if they are not good managers. These are
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James Kouzes and Barry Posner proposed that the personal traits that were looked for and
Larry Bossidy, CEO of AlliedSignal, suggests that the four qualities that are most important
when he is interviewing and evaluating job candidates are the ability to execute, a career
The Ohio State model identified two major dimensions of leader behavior:
1. Initiating structure is leadership behavior that organizes and defines what group members
should be doing
2. Consideration is leadership behavior that expresses concern for employees by creating a
warm, friendly, supportive climate.
1. The contingency leadership model, developed by Fred Fiedler, determines if a leader’s style
is task oriented, or relationship oriented, and if that style is effective for the situation at hand
(how much control and leadership a leader has in the immediate work environment)
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leader-member relations - the extent to which a leader has support, loyalty, and
task structure - the extent to which tasks are routine, unambiguous, and easily
understood
The task oriented approach works well in high control or low control situations
2. The path-goal leadership model, developed by Robert House, holds that the effective leader
House revised his theory to say that employee characteristics and environmental factors cause
some leadership behaviors to be more effective than others.
where:
o employee characteristics include locus of control, task ability, need for achievement,
experience, and need for path-goal clarity,
o environmental factors include task structure and work group dynamics, and
o leader behaviors include path-goal clarifying, achievement oriented, work facilitation,
supportive, interaction facilitation, group oriented decision making, representation &
networking, value-based
Control is making something happen the way is was planned to happen, while controlling is
monitoring performance, comparing it with goals, and taking corrective action as needed.
Recall that :
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Organizing is arranging tasks,people,and other resources to accomplish the work
Types of Control.
Organizations establish controls in a number of different areas and at different levels. The
Areas of control:
The four basic organizational resources usually define the areas of control.
Physical resources:
Human resources:
Control includes selection and placement, training and development, performance appraisal
and compensation.
Financial resources:
Control involves managing the organizations debt, cash flow and receivables/payables. Control
Ultimate responsibility for control rests with all managers throughout an organization.
Establishing standards:
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A control standard is a target against which subsequent performance will be compared. Such
standards need to be measurable and consistent with the organization's goals and should
Measuring performance:
After performance has been compared to standards, one of three actions is appropriate: do
nothing (maintain status quo), correct the deviation, or change the standard.
1. Strategic & results oriented - they support strategic plans and focus on activities that
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3. Realistic, positive & understandable & encourage self – control
Conculision
The school seeks to ensure that all students, regardless of ability have the opportunity to reach
their personal best. It has a mission to ensure all students understand that they are "creating and
being responsible for their futures". It seeks to instil three main values - honesty, courtesy and
courage. In determining its curriculum aims to provide relevant, up to date courses with an
emphasis on technology.
We know that we are on the right track in achieving our goal and also with par ministry of
• If you have an active desire to learn new things, you;ll be ready for the
next step
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• Think ahead, understand what your obstacles are, and develop a strategy
to win
Reference:
Angelo Kinicki & Brian K. Williams (2008) Management – a practical introduction, 3rd ed.,
McGraw-Hill
A good mission statement should be concise, precise, useable, positive and sensitive. (Owen,
1990)
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