Course :

Administration and
Supervision

Submitted by:Rowena D.Balingway

Date:July 26,2015

Question and discussions:

1.What is the basic difference between the administrative practices of the pharaohs
of Egypt and those of Moses? What probably explain this difference?
The basic difference when it comes to the administrative practices of
Pharaohs of Egypt and those with Moses are their leadership styles. When it comes
to the administrative practices of pharaohs in Egypt is autocratic which means the
pharaohs has total authority over his subordinate officials. In which if under him
failed to comply or follow his demands being a pharaoh ,they would be severely
punished .Most especially to the slaves, which is the lowest status would be lashed
with leather whips as their punishment. Compared with Moses it is democratic since
open interaction and consultative present in which Moses taught people regarding
statutes, laws and work they must accomplish and be able to decide by
themselves .
The differences probably explains their system of status.Pharoah who is at the top in
which he which he is the greatest being considered as a god and the slaves which is
at the bottom of the status which they only follows the order of the pharaohs.As for
Moses there is open communication and coordination with the people because of
their common belief being a Christian.

2.Why is it often necessary to adopt a bureaucratic system of organization and

administration when an organization becomes very big?
Bureaucratic is applied in the administrative system which governs large institutions
or organizations.it is necessary to adopt since top-level managers in bureaucratic
organizational structures exercise a great deal of control over organizational
strategy decisions, which is ideal for business owners with a command and control
style. Strategic decision-making time can be shorter in a tall organizational
structure, since less individuals are involved in the process. Standardization and
best-practices are often highlights in companies with tall organizational structures,
ensuring that work is consistently completed efficiently and effectively.

3.Discuss the effects of industrial Revolution in the United States and in England in
management Practices. (Factory System)
The Industrial Revolution sparked a great many changes in America. The
development of machinery led to a need for workers to operate the machinery.
Work went from being rural and agrarian to include a greater need for urban
workers in factories. The need for more workers led to urbanization as people
moved from farms and outside communities in order to live near the factories.
Cities developed with large populations.

Immigration laws increased quotas of immigrants allowed into America as people

were needed to work in the factories. The face of the labor force included men,
women, and children. Incidents of juvenile delinquency rose as more and more
people moved into the cities. This occurred because the children whose parents
worked in factories had no supervision, were often poor, and were in the streets.
Increased incidents of child mortality became attributed to deaths caused by car
accidents.The modes of transportation increased. This enabled products and people
to be moved from one area to another. Electricity had become more usable and
was now found in homes. New educational fields developed as engineers were
needed to create, build, repair, and maintain machinery.tices.

4.Give some examples of different types of organizations as described by Weber

.Use Philippines Examples.
One would be leader oriented organization (Charismatic leader).An example here
would be our President Ninoy Benigno Aquino has charismatic leadership. It is more
apparent "when peoplefeel a strong need for change, often in the context of a
personal, organizational or social crisis." Benigno Aquino is in many ways the
Philippines' 'accidental president'. After all, he is said to have not only shunned
running for the Philippine Senate in the past, preferring to stay as the district
representative of his idyllic hometown in Tarlac and taking care of the extended
Aquino clan so dear to him, but also hardly harbored any concrete ambitions for the
top political office in the country and he had also loyal followers supporting him.
Second would be Right to rule by succession.Example would be political dynasties
present in Mindanao like in Lanao del Sur - Alonto, Lucman, Adiong, Dimaporo,
Macarambon, Dimakuta,Lanao del Norte - Badelles, Lluch, Cabili,Sultan Kudarat
Mangudadato,Cagayan de Oro City Emano,General Santos City Antonino and
others .They have the right to rule by succession abd managerial positions are
handed down from one generation to the next which is usually within the same
family circle.
5.What do you understand by a centralized system of administration ? can you give
other reasons why a centralized system of administration in the Philippines was
adopted during the early years of American occupation?
A centralized system is rely on one individual to make decisions and provide
direction for the organization .During the American occupation ,Centralized system
of administration was established in which the present Manuel L. Quezon decides
who is the superior since we had a hard time gaining independence against the
Americans.

1.Nations political philosophy affects administrative practices

The nations political philosophy affects administrative practices can affect
an individual .For instance an administrator has a philosophy of being a visionary
an administrators first responsibility is to develop a vision for the unit for which
one is responsible, a vision that is consistent with the missions of the larger
organization and context within which the unit resides. A second responsibility is to
share that vision with others, working to achieve the kind of wide acceptance that
will allow the unit to function efficiently and consistently .When it comes to other
countries who are advanced ,If an administrator is a Researcher ,administering an
academic unit requires the constant assessment and re-assessment of both longstanding practices and new initiatives. Posing questions, designing methodologies,
writing research protocols, interpreting data, and reporting findings has to be
standard administrative practice.
On-going assessment provides more than
reassurance; it also provides exigency and allows for intentionality in relation to
growth and development .
2.A.The average human being has an inherent dislike for work ,therefore ,he must
be coerced to work ,controlled ,threatened with punishment to get him put forth
adequate effort.
I dont believe in these saying but these can be applied depending on the
situation. This is the X theory (boss oriented) of Douglas Mc Gregor.An average
human here prefers to be directed,dislikes responsibility and desires security
above everything .An average human here since they dislike work, most people
must be controlled and threatened before they will work hard enough. An example
would be a managers job is to exercise authority and there are cases in which this
is the only method of achieving the desired results because subordinates do not
agree that the ends are desirable. We can see that Managements role is to coerce
and control employees by being directed, or threatens them with punishment in
order to get them to achieve the organizational objectives. Thus,it is to be directed
to himself only .
B. The average human being does not inherently dislike work. He will exert selfdirection and self-control in working for the implementation of organizational goals if
he is committed to these goals.
I believe in these saying , it is present but not to all people. Looking at the
positive side these applies the Y theory (people oriented) of Douglas Mc Gregor in
which this theory believed that average human being does not inherently dislike

work. This expounds a participative style of management that is de-centralized. It

assumes that employees are happy to work, are self-motivated and creative, and
enjoy working with greater responsibility. Workers are being responsible and are
motivated to fulfill the goals they are given. They seek and accept responsibility and
do not need much direction. They also consider work as a natural part of life and
solve work problems imaginatively. This more participative management style tends
to be more widely applicable. In Y-Type organizations, people at lower levels of the
organization are involved in decision making and have more responsibility. Thus I
believe that these is one way of a good managerial style since management trusts
employees, and delegates important decisions to lower levels. It fosters an
environment conducive to the growth of both organization and subordinate. This
makes work inherently satisfying and invokes participation.
C. Employer and employee relationship? The kind of administrative behavior In
letter A, the X theory is Boss oriented ,bureaucratic management on the other hand
letter B ,the y theory is people oriented ,democratic management. As for me the
most appropriate and which applies in Filipino administration will be people oriented
or democratic management since workers behavior is influenced by interaction
between workers personality ,structure of primary work of group and socio-ethical
climate of the workplace. People at lower levels of the organization are involved in
decision making and have more responsibility. Thus I believe that these is one way
of a good managerial style since management trusts employees, and delegates
important decisions to lower levels. It fosters an environment conducive to the
growth of both organization and subordinate. This makes work inherently satisfying
and invokes participation.
X theory , bureaucratic management will only be applied in cases in which this is
the only method of achieving the desired results because subordinates do not agree
that the ends are desirable. that Managements role is to coerce and control
employees by being directed, or threatens them with punishment in order to get
them to achieve the organizational objectives.To avoid biases this was apply under
employment based entirely on technical competencies which is competence vs.
favoritism,Impersonal relationship which means you are not exempted to rules even
if you are the son of a high position.For Formal rules and regulations to provide
continuity and stability of work environment and to have clear division of work
which means there are specific expected functions performed in areas of
specialization.
3.Regaring Machiavelles dictum: Nevermind the means as long as you get the end
for me its not a workable administrative philosophy. We should mind the means
because the end will truly determine it.If you start with good then surely the
outcome will be positive but if in the first place if the means is bad whatever you do
the end will always be negative.
4.If I would be a midwife supervisor I can help my subordinates shape their
thinking attitude and ideals of my subordinates through communication and mutual
trust .I will monitor my subordinates one is observation and if there are flaws
present in the area ,I will call her /his attention and correct her in a quiet place
.Corrective measures are taken if the need is felt ,in this manner mistakes will be

corrected as soon as possible not to be repeated and they would excel more. I will
listen to complaints ,problems and suggestion .This would mean receiving feedback
helps to take better managerial decisions and in this manner a friendly atmosphere
is created which would strengthens free communication. Every subordinates aspire
to see themselves as an important role in the area ,in this way I will divide their
work in a manner that each one of them would feel their own responsibility in the
area. By getting this kind of importance they would feel motivated and takes their
responsibility with diligence .Lastly, A positive reinforcement like appreciating them
for their good performance even in a small way would push them more to do their
best .
5.The decision of the Judge equals the law ,plus the gravity of crime ,plus the
personality of the Judge
Every person is influenced internally and externally when it comes to their
behavior.When applied to administrative, On the positive side if a manager has a
good personality like being open ,follows the right thing with conscience ,if one of
her subordinates did an simple error what she will do will talk to that person in a
calm manner and the subordinate will learn from her mistake and improve more.On
the negative side if a manager is a perfectionist ,she only focus on the result and
want things to be done immediately and when one of her subordinates commits a
mistake she will punish her and making sure that all work is carried out properly. In
the influence of Sociological, an individual will be influenced by his family, his
friends, his cultural environment or society that will teach her values, preferences
as well as common behaviors to their own culture,if a manager was influenced to be
understanding and kind then she will probably have a good communication with her
subordinates but if the manager was influenced to be strict and self directed then
probably subordinates will fear her and would implement punishments.In the
influence of Political if a manager is being exposed or lived in a bureaucratic place
then most likely that manager would be strict if he lives in a democratic place then
he will probably be open for communication to her subordinates.
6.Maslows Theory on the lower needs, that one need of the higher order tends to
create another?How does this influence administrative behavior?
In the Maslows theory :Basic Needs are physiological, such as food,
water, and sleep; and psychological, such as affection, security, and self-esteem.
These basic needs are also called deficiency needs because if they are not met by
an individual, then that person will strive to make up the deficiency.if they met
these lower needs(basic needs) which is the priority then they can also fulfill the
Metaneeds or being needs (growth needs). These include justice, goodness, beauty,
order, unity, etc. For example, a person who lacks food or water will normally not
attend much to justice or beauty needs.In administrative behavior , Physiological
needs may be satisfied by the person's paycheck, but it is important to remember
that pay may satisfy other needs such as safety and esteem as well. Providing
generous benefits that include health insurance and company-sponsored retirement
plans, as well as offering a measure of job security, will help satisfy safety needs.

Social needs may be satisfied by having a friendly environment and providing a

workplace conducive to collaboration and communication with others. Company
picnics and other social get-togethers may also be helpful if the majority of
employees are motivated primarily by social needs .Providing promotion
opportunities at work, recognizing a person's accomplishments verbally or through
more formal reward systems, and conferring job titles that communicate to the
employee that one has achieved high status within the organization are among the
ways of satisfying esteem needs. Finally, self-actualization needs may be satisfied
by the provision of development and growth opportunities on or off the job, as well
as by work that is interesting and challenging. By making the effort to satisfy the
different needs of each employee, organizations may ensure a highly motivated
workforce.
7.The need which has the greatest potency at the moment is the one that has
attended at the moment
This statement means that the need of power to create something in the mind of a
person either negative or positive create a big impact .Example would be if a
manager is someone who inspire people to be loyal ,obedient and committed to a
vision .She has strong personal convictions with self confidence as a result followers
tend to idolize and worship her.
8.Explain how cultural values in our society might influence administrative
behavior?Our cultures in our society might be influence administrative behavior:
When it comes to our positive cultural values such as :optimism in the
future, concern and care for other people, Utang na loob, friendship and
friendliness(pakikisama), habit of being hospitable, religious nature, respectfulness
to self and others.If a manager has these good traits she can be democratic ,having
an attitude of pakikisama is a good concept of good public relations and would
avoid conflict between the manager and the majority of her subordinates On the
other hand our negative cultural values like : Pessimistic in present situation and
events, Bahala na attitude ,Authoritarianism and Individualism. if a manager has
these traits like authoritarianism she would be bureaucratic along withindividualism
she will only do the decision making ,being self centered and she has a desire to
make a name for himself becomes the primary motivation for success.