Hubungan sosial dan interpersonal

Manusia adalah makhluk sosial yang bermakna ia akan sentiasa memerlukan kehadiran manusia lain dapat berinteraksi untuk memenuhi keperluan sosial mereka. Keperluan sosial ini berlaku dalam semua aspek kehidupan, termasuk apabila ia berada dalam skop kerja. Setiap orang mahu bekerjasama dengan orang lain, seperti yang kita tahu bahawa manusia tidak akan dapat menyelesaikan semua kerja-kerja yang ada tanpa kehadiran dan bantuan orang lain.

Dalam dunia kerja, masing-masing akan membuat hubungan atau hubungan, kedua-dua lisan dan bukan lisan dengan manusia yang lain. Dalam syarikat atau organisasi, sebagai seorang lelaki, anda akan cuba untuk menyelinap ke dalam tingkah laku - tingkah laku organisasi yang wujud dalam syarikat di mana anda bekerja. Anda akan bekerja sekeras mungkin untuk menyesuaikan tingkah laku - tingkah laku dan budaya yang wujud di syarikat di mana anda bekerja. Tingkah laku dan budaya organisasi adalah apa yang kita sering panggil dan dinamik kumpulan.

Pada hari ini dan umur, kebanyakan orang tidak lagi mahu memberi perhatian atau enggan untuk memahami dinamik kumpulan yang berlaku di tempat kerja mereka. Sistem sosial cenderung untuk menjadi lebih individualistik perbuatan mereka dalam membuat hubungan dengan rakan sekerja. Elton Mayo, telah menjalankan penyelidikan dalam 1920 - 1930 di Hawthorne dan mendapatkan hasil yang pada suatu syarikat, pekerja cenderung untuk membentuk kumpulan tidak rasmi yang boleh memberikan kepuasan kerja dan keberkesanan. Berdasarkan kajian ini, ia benar-benar dapat difahami bahawa dinamik kumpulan yang berlaku dalam sesebuah organisasi boleh memberi pengaruh yang besar bagi pekerjanya. Anda hanya cuba bayangkan apa yang boleh dibentuk kerja berpasukan yang kukuh di kalangan ahli-ahli mereka jika mereka tidak menjaga hubungan baik dalam bekerja bersama-sama?

Perlu memahami bahawa dalam dinamik kumpulan, setiap pekerja akan bekerja keras untuk menyesuaikan diri dengan tingkah laku yang sedia ada yang pelbagai, kedua-dua di kalangan rakan sekerja dan organisasi itu sendiri. Anda boleh melakukan permulaan ini adapatsi perkara - perkara-perkara kecil, seperti sentiasa tersenyum dengan rakan sekerja, menunjukkan sikap yang mesra, cuba untuk berinteraksi sebanyak mungkin dengan rakan sepasukan anda. Dengan cara itu akan ada persefahaman dan memahami - setiap peribadi daripada rakan sepasukan anda dan ia akan menjadikan ia lebih mudah bagi anda untuk dapat membentuk kerja berpasukan yang kukuh.

Social and Interpersonal Relationships

Humans are social creatures which means it will always require the presence of another human being to be able to interact in order to meet social needs. Social needs of this happens in all aspects of life, including when it is within the scope of work. Every man wants to work with others, as we know that humans would be unable to complete all the jobs that exist without the presence and help of others.

In the working world, every human being will make contact or relationship, both verbal and non-verbal with other human beings. In a company or organization, as a human being, you will try to merge into the behavior - the behavior of the organization that is in the company where you work. You will seek wherever possible to perform adaptation of behavior - behavior and the prevailing culture in the company where you work. Behavior and organizational culture is what we often call with group dynamics.

In this day and age, most people are no longer willing to pay attention or refuses to understand group dynamics prevailing in which they work. Individualist social systems tend to be more influential for them to do the same working relationship with co-workers. Elton Mayo, had conducted research in 1920 - 1930 in Hawthorne and get the result that in a company, the employees tend to form informal groups that can provide job satisfaction and effectiveness. Based on this research, in fact can be understood that the group dynamics prevailing in an organization can provide a huge influence for its employees. Just try to imagine what it might be able to form a solid teamwork among fellow members if not mutually maintain good relations in working together?

It needs to be understood that in group dynamics, each employee will strive to adapt to a variety of behaviors that exist, both among fellow employees and the organization itself. You can do this adapatsi start of things - little things, like always smiling with fellow employees, showed a friendly attitude, try to interact as much as possible with your coworkers. That way there will be mutual understanding and understand each - each person of your colleagues and of course it will make it easy for you to be able to form a solid teamwork.

Resign or Stop-Work

The word "resign" or "stop work" seems to be a word that should be shunned by many employees anywhere in the world. Because the meaning of the word is stored as negative or relating to the future bleak. Thus, many people choose to work hard with a plea for the future and not to live hard.

In fact, today people have a lot more opportunity to decide for themselves want to be anything. For it is more and more people realize, he worked for something that he did not actually like. So, for what he actually worked furiously?

In America, people vying concerned with his career than his personality-centered life. They think, with more hard work, more money he or she would make. So that he or she can buy anything he or she likes. Without a break, without a family a lot of time together, and without have time for a vacation. Is that what you want? So, why should you choose to stop working?

This idea might just make you remain skeptical, but there are several reasons that you might consider for your next life.

1. You are not as important as you think. When you stop all work at the office, you can see that your work can be done by others. So you will realize that your work has been carried out is also not so important for you to maintain.

This may be very anxious at the beginning. But actually, once you decide to stop working, the more doors you can enter, especially for the happiness of you and family. If you are not a person who has a very important position in the workplace, it will be easier for companies to find a replacement for you. Instead, you can channel your positive energy to things that are as long as you expect it to do but have not been able to do, and most importantly, can be more closer to you with your loved ones.

2. Stop watching your work more focus on improving the quality of self. It also can make you more focused to produce what is in demand, so it would be better for the impact of your life. With the more time you have, will make it easier to be motivated to create something that could make your self-esteem and achieve future uphill.

Quality is more difficult to measure than quantity. That is why many people prefer attempted pains to show the quality rather than the quantity of self. By the stimulation, with stops working, you can convince yourself that you are already showing the best quality in the workplace. And by choosing to stop working, there is no more important thing that you need to give to the company. Furthermore, you can realize what many have aspired out about the office.

3. You really need a break. When you start thinking to stop working, it means you already are within the maximum fatigue. That is all, you need a break! When will you have to rest? By hearing what was said by the body and heart. So it's time to give more meaning to you. However, you can only stop if it already feels finished doing what you should be doing.

Many people today find it difficult just to rest. Moreover, with so many important emails to be sent and returned, SMS which must always be missed, the tasks that must be completed on time. By stopping all that work, you may actually be more productive to do much else, with more rest time anyway. Plus, if you know will be able to work up can have a maximum rest time also; you would be more concerned to have the time off that much, right?

Kisah Dua Adik Beradik Penipu....

Pada satu masa dahulu yang tidak diketahui bila adalah tinggal satu keluarga yang terdiri daripada tiga orang, bapa dan dua anak lelakinya yang selalu saja rileks kerjanya. Adapun masalah sebenar mereka adalah mereka ini suka sangat bercakap bohong, malah boleh kata macam hobi pula. Sehari kalau tidak menipu memang terasa tak lengkap hidup.

Memang tidak lalu makanlah.

Maka pada satuhari, ditakdirkan bapa mereka terbabit meninggal dunia. Mati tanpa sebab, tetiba saja. Maka beritahulah si Abang kepada adikknya.

"Don pergilah bagi tau kat Imam dan orang-orang kampong berita sedih ini, untung-untung ada orang boleh tolong uruskan jenazah ini... Yeop tak boleh pergi sebab kaki Yeop sakit... "

Si Adik yang memang tahu Abang dia menipu hanya mengangguk. Dia berlalu pergi. Setelah berita itu di sampaikan kepada orang kampong maka tiada seorang pun yang percaya akan berita yang disampaikan itu. Mana tidaknya itu bukan kali pertama berita semacam itu didengar. Maka pulanglah si Adik dengan wajah yang hiba. Berita itu disampaikan kepada si Abang.

Si Abang dengan wajah yang kesal akhirnya bersuara.

"Yeop ingat sudah sampai masanya kita berubah... tak boleh menipu lagilah. Pagi esok Don ikut Yeop, kita pergi kelubuk kat hujung kampong sana, Yeop semalam bermimpi dan diberitahu bahawa sesapa yang nak buang sikap buruk, dia kenalah buktikan dengan terjun dan campakkan sifat buruk dia jauh kedalam lubuk. Camna?"

Si Adik hanya mengangguk sahaja kerana tiadalah ia mampu menandingi “skill” menipu Abangnya yang memang luarbiasa itu.

Pagi keesokan harinya, setelah jenazah diuruskan, mereka bergerak ke lubuk misteri seperti yang dirancang. Setelah sampai berkata si Abang dalam hatinya.

"Ini kalau aku terjun dulu ni mahu lemas dan hilang macam tu saja, ish bahaya ni... " Lalu dia bersuara,"Don (nama adik dia ler)... kau terjun dulu biar Yeop berkawal, kat sini memang keras, orang berpengalaman macam Yeop jer yang boleh mengawal keadaan dan keselamatan dengan baik".

Si Adik tanpa membuang masa terus saja terjun ke dalam lubuk sambil si Abang menunggu. Seminit... Dua minit... tiga minit... Si Abang mengeluh. "Dah mati kebudak ni?. Lama betul... "

Pada masa yang sama sebenarnya si Adik sedang bertarung dengan nyawanya di bawah permukaan air. Sebaik sahaja terjun kakinya telah tersangkut di akar pokok dan dia tidak dapat menimbulkan dirinya kembali. Sudah tentulah setelah berlaku tarik menarik akhirnya dia Berjaya lalu timbul di permukaan air.

"Apa yang kau buat lama sangat kat bawah tu?" tanyasi Abang kehairanan.

"Huh, mau nya tak lama Yoep, kat bawah tu macam-macam ada, pelbagai jenis makanan dan minuman disediakan. Semuanya “free” belaka. Ada nasi goreng, roti canai, “Kenny Rogers” dan macam-macam lagi. Kalau tak teringatkan Yeop sorang-sorang kat sini Don ingat dah tak nak naik lagi dah.."jelas Adiknya dengan penuh penghayatan.

Cerita si Adik tadi telah menyebabkan asid hidroklorikdi dalam perutsi Abang tadi mengeleggak. "Dari semalam tak makan, ini kira best giler dah ni, baik aku terjun.."nekad si Abang. Dush... si Abang tadi terjun ke dalam lubuk kepala dulu dengan kecepatan yang tak boleh dijelaskan. Kepalanya terhantuk dengan batu dan berdarah teruk. Tak sampai seminit dia timbul kembali.

Si Adik bertanya,"Yoep, apa yang telah berlaku?"

Si Abang dengan selamba menjawab"Tu la Don, lain kali kalau nak makan bayar laa..tak pasal-pasal Yeop kena belasah sebab Don makan dan minum pas tu tak bayar... "

Apakah moral cerita di atas?

LUMP SUM CONTRACT BASED ON DRAWINGS AND SPECIFICATION (WITHOUT QUANTITIES)

The lump sum contract associated with construction particularly in the one of the Project in Indonesia has created untold misery to contract administrators and quantity surveyors working in project management, supervision, contractor and employer. The problem is caused by a misunderstanding of the concept of lump sum contracts and the application of the principles associated with such forms of procurement. Initially the project were Lump Sum tendered based on Bill of Quantities and upon finalization of contract both the Employer and Contractor have agreed to convert the contract to a lump sum contract based on drawings and specification with modified method of measurement for interim payment process.

In principle, a lump sum contract is an agreement pursuant to which one party consents to pay another party a set amount of money for completing the work or providing the goods described in the agreement. Typically, lump sum contracts do not require contractors to provide a detailed breakdown of costs. Rather, the payment of the total contract price is linked to the contractor completing all of the work specified in the contract. For example, a software installation company may enter into a lump sum contract for installing multiple data processing systems in a building. Instead of receiving an individual fee for each system installed, the company will receive one fixed amount after it finishes installing all of the systems.

Lump sum contracts are regularly used for a variety of transactions, including construction work, consulting projects, and architectural assignments. A lump sum contract is easy to manage since payment is made only once. Generally, the lump sum contractor is paid a flat amount of amount of money after the party receiving the services or goods is given the output. For instance, under a lump sum arrangement, an architect firm is usually paid its total fee once it has supplied all the deliverable acceptable to the Employer.

The construction industry often engages in lump sum contracting. In most cases, the building owner signs a lump sum agreement with a general contractor. The general contractor then enters into separate agreements with subcontractors.

The explanation so far seems simple. Then what seems to be the problem?

The problem arises out of two major factors:

•  The written contract;
•  Understanding and interpretation of the written contract.

A lump sum contract is usually a written agreement, although an oral agreement may be binding in some cases. Once the contract has been signed, all parties are bound to adhere to its terms. 

A lump sum contract ordinarily details the fixed total amount to be paid to the contractor and the timeline for payment. If the contract is for services, a comprehensive description of the scope of the services to be performed by the contractor should be documented. Contracts for goods should thoroughly detail the goods to be provided, including the components, features, and characteristics that must be a part of the final deliverable.

However, all this is dictated by the terms contained in the various documents being made part of the contract. Construction contracts using standard forms like the JCT, NEC, FIDIC etc., detail a hierarchy of documents that would be referred to in the settlement of disagreements or disputes. Such documents may include the specifications and a bill of quantities amongst other things. If the bill of quantity is listed as a contract document, it is possible for the Employer to require the contractor to execute everything it has priced for in the bill.

It must be noted that a bill of quantity can contain one or more of the following items in addition to the lump sum items:

1.         Provisional Sums

2.         Items using Prime Cost Sums

3.         Provisionally described items

4.         Provisionally measured items

5.         Nominated Sub-Contractor items

6.         Nominated Supplier items

7.         Contingencies

Despite described as a lump sum contract all the above items are subject to adjustments and additions to and deletions from the bill of quantities is possible if the contract provides for variations, but no re-measurement of quantities stated in the bill of quantities will be allowed.

As a rule, construction contractors are not entitled to receive more money than the contract specifies. Items required to complete the works must generally be provided even if they have been omitted from the bill of quantities – (Williams v Fitzmaurice (1858) 3 H&N 844). Michael O’Reilly points out that if there is no mechanism in the contract for receiving payment for these extra items, the contractor will have to pay for them. This means that the contractor will have to provide what is indispensably required to fulfil its obligations under the contract.

If it is presumed that quantities do not form a term in lump sum contracts unless the contract states otherwise, the contractor will not be paid any additional payment if the quantities required to be executed are greater than stated in the bill of quantity, (Portman and Fotheringham v Pildritch (1904),Priestly v Stone (1888), Re Ford and Bemrose (1902) CA, Sharpe v San Paulo Railway Co (1873) LR 8 Ch App 597). It could therefore implied that the reverse is also true – being that if the quantities stated in such a bill of quantity are greater than what is required to be executed (as long as the item description is not changed) the contractor will be entitled to receive the full payment against that item.

Can the Employer or Engineer therefore, change the description of an item in the bill of quantities where the quantity has been over measured and attempt to re-measure and obtain the lesser quantity? Unless the contract provides to do so, definitely not! Any attempts to do so would mean introducing an element of re-measuring where the contract does not provide and this would be in breach.

In the same context, what about an item contained in the bill of quantities which is not required to be executed? Contractors always argue that being a lump sum contract they are entitled to be paid for every item in the bill of quantities regardless of requirement in the same manner that the Employer is entitled to insist upon the contractor to provide items required but missed out in the bill of quantities and that each balances with the other. In order to prove this point the contractor will need to establish that the price it has put in for such an item is in actual fact to compensate for some item missed out in the bill of quantity. The burden of such proof will rest with the contractor.

In a lump sum contract, the specifications and drawings are used to describe and identify the scope of works. BQ (or Schedule of Rates) does not use for this purpose and it is used to value variations and often times used for interim payment valuations.

My point is in a lump sum contracts, BQ does not use to describe or identify the scope of Works. The BQ is a tool we use in a lump sum contracts to calculate the Tender / Contract Price. The scope of Works is defined in the Specifications and Drawings. The Contractor’s obligation is to complete the Works in accordance with the Specifications and Drawings. The BQ may contain items which are not required to accomplish the Contractor’s obligations under the Contract.

However, the Contractor should execute any works defined in the Specifications (in most cases Specification takes precedence over the Drawings) even though such works are excluded from the BQ (and/or not shown on the Drawings).

It can be considered that, after the award, the BQ is used only for the purposes of valuation variations and interim payments, unless BQ contains provisional items which are subjected to re-measure. Further, in lump sum (without quantities) contracts, BQ is replaced by Schedule of Rates.

In conclusion, I am in the opinion that, in a lump sum contract, you can’t simply negate payment for any item in the BQ which are not defined in the Specifications and/or shown Drawings, as the BQ does not identify or describe the Scope of Works.

Under the doctrine of restitution no one is entitled to receive any payment for what he is not entitled for under a contract and the converse is also true that the employer cannot escape from paying a contractor his rightful dues under a contract.

Credit to Dr Haris Deen for the above-mentioned article.

ISU-ISU PENGURUSAN DAN PENTADBIRAN – SATU PERKONGISIAN PENGALAMAN

Sekadar ingin berkongsi dengan anda semua, atas pengalaman saya yang sedikit ini yang telah berkhidmat lebih 20 tahun di dalam isu-isu pengurusan organisasi dan pembangunan spiritual yang melibatkan organisasi kerajaan dan swasta. Selalunya masalah-masalah yang dikongsikan kepada saya adalah masalah antara golongan pengurusan tertinggi, pihak pentadbiran, pengurusan dan juga kakitangan sokongan adalah seperti berikut:

Sistem pengurusan yang sering berubah

Sistem pengurusan perlu dikuasai oleh setiap pekerja bagi mendapatkan pengurusan yang efisien dan produktif. Andai sistem pengurusan bagi organisasi tersebut sering mengalami perubahan, kakitangan akan mengalami tekanan kerja kerana tidak memahami konsep dan bidang kuasa kerja dengan tepat dan jelas. Sudah pasti kerja akan dilakukan dalam keadaan bercelaru dan tidak tahu kepada siapa untuk dirujuk.

Ini gagal atau sering berlaku kerana kita gagal merancang dan melaksanakan satu perubahan itu tanpa memikir hanya kerana megikut arahan pihak atasan. Segala moral dan akhlak ditolak ketepi, demi mengipas atau “yes boss” atau “betulah boss”. Pentadbiran urus korporat tidak digunapakai.

Komunikasi ‘break down’

Ini adalah antara ranking tertinggi masalah yang sering berlaku di organisasi. Ada beberapa sebab berlaku masalah ini. Antaranya pihak atasan terlalu ‘bossy’ dengan kakitangan mereka. Mereka tidak mengendahkan masalah yang berlaku di peringkat bawahan, tidak ‘briefing tugasan’ dengan baik, dan banyak memberikan arahan. Peratus tertinggi ialah pihak atasan hanya memberikan arahan kepada pekerja bawahan. Bayangkan apabila komunikasi tidak berkesan bagaimana pengurusan di organisasi tersebut? Anda sendiri tentu dapat bayangkan.

Cuba keluar dari bilik yang selesa dan turun ke bahagian operasi untuk mengetahui rungutan serta luahan rasa kakitangan. Adakalanya rungutan itu adalah satu cadangan yang boleh diterima pakai. Hanya mereka yang terlibat dalam sesuatu bidang itu mengetahui isu yang sebenarnya.

Posisi kerja dan kelayakan jauh berbeza

Antara rungutan yang sering diajukan kepada saya ramai staf yang tidak dapat menguasai bidang kerja mereka dengan baik. Cuba bayangkan anda berpotensi dalam bidang IT tetapi diletakkan dalam pengurusan kewangan. Bagaimana anda ingin menjalankan kerja anda? Saya tidak mengatakan itu adalah mustahil untuk dilakukan. Cuma jika tidak ada penerangan bidang kerja dengan jelas pasti akan memberikan tekanan pada staf tersebut.

Contoh yang lain, kapasiti kakaitangan itu hanya mampu melaksanakan kerja sebagai seorang kerani tetapi dipertanggungjawabkan untuk melaksanakan kerja-kerja seorang eksekutif. Bagi individu tidak yang mengerti tentang tanggungjwab jawatan tersebut diterima sebagai tanda megah tetapi outputnya masih sama seperti yang diberikan oleh seorang kerani. Apabila kakitangfan tersebut gagal melaksanakan tugasnya sebagai seorang eksekutif, kita begitu mudah menyalahkannya.Kita sebenarnya telah menganayaikan individu tersebut.

Kurang mendapat pendedahan dan kursus

Kerja adalah satu cara menuntut output dari anda. Tetapi jika bertahun-tahun output dituntut dari seorang pekerja sedangkan dia kurang mendapat input, bagaimana situasi kerjanya? Pasti anda akan stres, kurang mahir dan juga hilang motivasi untuk melakukan kerja setiap hari. Ramai yang mengadukan hal ini kepada saya. Ada organisasi yang tidak dapat menguruskan latihan untuk staf mereka dengan baik sehinggakan ada yang bekerja 10 tahun belum pernah menghadiri kursus-kursus kemahiran kerja dan motivasi pembangunan diri.

Pengurusan secara “little napolean”

Dalam konsep lain ialah “little napolean” ialah “gila kuasa”, dimana beberapa indivisu mengadakan undang-undang kecil tersendiri didalam melaksanakan tugas dan menindaskan kakitangan bahagian yang lain atau bawahan. Situasi “syok sendiri” ini perlulah dihakiskan dan tentukan hanya arahan-arahan rasmi sahaja dikuatkuasakan.

Ataupun jika ingin mengeluarkan arahan atau teguran buatlah secara “formal” iaitu bertulis agar keputusan atau arahan tersebut boleh dirujuk dengan rasmi kepada pihak yang lebih tinggi atau bertanggungjawab.

Pengurusan secara ugutan atau ketakutan (management by fear)

Kakitangan ditakutkan dengan ugutan atau amaran yang bersifat menindas dan tidak amanah. Ini juga akan menimbulkan rasa tidak puas hati dan seterusnya mempengaruhi produktiviti syarikat.

PMI - Community Post

PMI - Community Post