S2Scorp

 

Week 8 (Post By Rosilawati Mohamad)

 

Rendezvous	Description
18th February 09 Wednesday Benches in front of the One Stop Centre	Mohd Fezrul Fezri not attends the meeting. Discuss about what need to be prepare before attend the Group Meeting with lecturer on Friday 10 – 10.30 a.m. These are including: - Discuss about update the progress report and blog. - Discuss about project schedule either the project progress is really follows the development phase for week 8 or not. > Based on the project schedule, now we at the early stage of executing phase that is make a preparation and train the project team if have any new software or hardware to be used to develop the project. > Mohd Fariz is responsible to be a trainer. - Discuss about Task for Peer 2 Peer evaluation form where a CEO have remembered all of members to fill up that form until week 8.
19th February 09 Thursday Benches in front of the One Stop Centre	All members were present. Discuss about to choose the best storyboard from several storyboard that have been sketch by team members before we show it to the client. The storyboard that have been sketch by Nazatul Aisyah was been choose because her’s is more follow the criteria and requirement needed by client. Discuss about designing process progress for the prototype interface to show it to the client either our client agree and satisfied with it or not.
20th February 09 Friday Lecturer’s room at 10 a.m., FSKKP	1. Group meeting at En. Adzhar Kamaludin’s room. Some of the questions have been ask are as follows: How about the progress report until week 8. How about our project schedule (gantt chart). How many phase and what are that phase. How about the project progress. Does it really follow the phase in the gantt chart. Since we said now in the early stage of executing, so him ask to see our storyboard and prototype interface. What is the activity that will be doing in monitoring and controlling phase and why this phase is needed. When and on what phase the system will be release to the client. En. Adzhar Kamaluddin also gives some comments and opinions that we need to do and make some changes. o Need to do minutes of meeting after the meeting session. o The agreement with the client should be documented (should have black and white agreement). o Changes the time duration for Gantt Chart. Suppose to be until week 10 only instead of 11 week. o Once the project is complete, we need to pass up the project together with the report/document to the client. 3. En. Adzhar also said our Gantt Chart is good compare to others group because the activities for each phase is state clearly and easy to understand.
20th February 2009, Friday	1. Update our company’s blog. 2. Search related information about SPM. Title the information is about Leadership and Human Behavior. Resource finding at : http://www.skagitwatershed.org/~donclark/leader/leadhb.html 3. Update the progress report for week 8.

 

Storyboard

1. Mainpage

Interface for Mainpage: At this page, all information, entertainment and any place for holiday can been seen here.

2. Login Page

· Interface for Login (Verification and Validation): Staff or customer need to enter their password and username as a authorize key to access the system.

3. User Registration Page

· Interface for User Registration: If customer as a new user, they have to register to the system by filling in all the data needed in the registration form. And the systems were then verifying to authorize the validation on the customer.

4. Catalog Hotel Page

· Interface for Catalog Hotel: Staff able to update all the content of catalog with adds, edit or delete function. If the data in the system being updated, the verifying of the data in the system will pop out the message for the validation successful update or not success.

5. Catalog Package Page

· Interface for Catalog Package: Customer able to select their reservation through the item tour package and hotel which is provided by the TMS.

6. Action Manager Page

· Staff able to update all the content of catalog with add, edit or delete function. If the data in the system being updated, the verifying of the data in the system will pop out the message for the validation successful update or not success.

7. Reservation Form Page

· Interface for Reservation Form: After the item being selected, system will pop out the selected item on the reservation form. Through this form customer are able to manage the amount of people, total room booking for their own need.

8. Receipt Page

· Interface for the Production of Receipt: The production of receive have to confirm by the staff, hence after the payment made by user, the system will generate the receipt with the confirmation of staff before sending to the user.

9. Payment Form Page

· Interface for Management of Payment: this interface provided the detail payment for all the reservation made which is included the item of reservation, total amount for the payment and deadline for the payment. From this interface, customers also have to select either using the credit card or the bank transfer credit to do their payment.

Leadership & Human Behavior

As a leader, you need to interact with your followers, peers, seniors, and others, whose support you need in order to accomplish your objectives. To gain their support, you must be able to understand and motivate them. To understand and motivate people, you must know human nature. Human nature is the common qualities of all human beings. People behave according to certain principles of human nature.

Maslow's Hierarchy of Needs

Human needs are an important part of human nature. Values, beliefs, and customs differ from country to country and group to group, but all people have similar needs. As a leader you must understand these needs because they are powerful motivators.

Abraham Maslow felt that human needs were arranged in a hierarchical order (Maslow, 1954). He based his theory on healthy, creative people who used all their talents, potential, and capabilities. At the time, this methodology differed from most other psychological research in that it was based on observing disturbed people.

There are two major groups of human needs: basic needs and Meta needs.

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.

The higher needs are called meta needs or being needs (growth needs). These include justice, goodness, beauty, order, unity, etc. Basic needs normally take priority over growth needs. For example, a person who lacks food or water will not normally attend to justice or beauty needs.

These needs are listed below in hierarchical order. The basic needs on the bottom of the list (1 to 4) must normally be met before the meta or being needs above them can be met. The four meta needs (5 to 8) can be pursued in any order, depending upon a person's wants or circumstances, as long as the basic needs have all been met.

Maslow's Hierarchy of Needs

o 8. Self-transcendence - a transegoic (see Note below) level that emphasizes visionary intuition, altruism, and unity consciousness.

o 7. Self-actualization - know exactly who you are, where you are going, and what you want to accomplish. A state of well-being.

o 6. Aesthetic - at peace, more curious about the inner workings of all things.

o 5. Cognitive - learning for learning alone, contribute knowledge.

o 4. Esteem - feeling of moving up in world, recognition, few doubts about self.

o 3. Belongingness and love - belong to a group, close friends to confide with.

o 2. Safety - feel free from immediate danger.

o 1. Physiological - food, water, shelter, sex.

Maslow posited that people want and are forever striving to meet various goals. Because the lower level needs are more immediate and urgent, then they come into play as the source and direction of a person's goal if they are not satisfied.

A need higher in the hierarchy will become a motive of behavior as long as the needs below it have been satisfied. Unsatisfied lower needs will dominate unsatisfied higher needs and must be satisfied before the person can climb up the hierarchy.

Knowing where a person is located on this scale aids in determining an effective motivator. For example, motivating a middle-class person (who is in range 4 of the hierarchy) with a certificate will have a far greater impact than using the same motivator to effect a minimum wage person from the ghetto who is desperately struggling to meet the first couple of needs.

It should be noted that almost no one stays in one particular hierarchy for an extended period. We constantly strive to move up, while at the same time various forces outside our control try to push us down. Those on top get pushed down for short time periods, i.e., death of a loved-one or an idea that does not work, while those on the bottom get pushed up, i.e., come across a small prize. Our goal as leaders therefore is to help people obtain the skills and knowledge that will push them up the hierarchy on a more permanent basis. People who have their basic needs met become much better workers as they are able to concentrate on fulfilling the visions put forth to them, rather than consistently struggling to make ends meet.

Characteristics of self-actualizing people:

o Have better perceptions of reality and are comfortable with it.

o Accept themselves and their own natures.

o Lack of artificiality.

o They focus on problems outside themselves and are concerned with basic issues and eternal questions.

o They like privacy and tend to be detached.

o Rely on their own development and continued growth.

o Appreciate the basic pleasures of life (e.g. do not take blessings for granted).

o Have a deep feeling of kinship with others.

o Are deeply democratic and are not really aware of differences.

o Have strong ethical and moral standards.

o Are original, inventive, less constricted and fresher than others

Transegoic

Transegoic means a higher, psychic, or spiritual state of development. The trans is related to transcendence, while the ego is based on Freud's work. We go from preEGOic levels to EGOic levels to transEGOic. The EGO in all three terms are used in the Jungian sense of consciousness as opposed to the unconscious. Ego equates with the personality.

In Maslow's model, the ultimate goal of life is self-actualization, which is almost never fully attained but rather is something to always strive towards. Peak experiences are temporary self-actualizations.

Maslow later theorized that this level does not stop, it goes on to self-transcendence, which carries us to the spiritual level, e.g. Gandhi, Mother Theresa, Dalai Lama, or even poets, such as Robert Frost. Maslow's self-transcendence level recognizes the human need for ethics, creativity, compassion and spirituality. Without this spiritual or transegoic sense, we are simply animals or machines.

In addition, just as there are peak experiences for temporary self-actualizations; there are also peak experiences for self-transcendence. These are our spiritual creative moments.

While the research of Maslow's theory has undergone limited empirical scrutiny, it still remains quite popular due to its simplicity and being the start of the movement away from a totally behaviorist/reductionistic/mechanistic approach to a more humanistic one. In addition, a lot of concerns are directed at his methodology: Pick a small number of people that he declares self-actualizing; read and talk about them; and come to the conclusion about self-actualization. However, he understood this, and thought of his work as simply a method of pointing the way, rather than being the final say. In addition, he hoped that others would take up the cause and complete what he had begun.
Herzberg's Hygiene and Motivational Factors

Herzberg (1966) developed a list of factors that are based on Maslow's Hierarchy of Needs, except his version is more closely related to the working environment:

Hygiene or Dissatisfier s:

o Working conditions

o Policies and administrative practices

o Salary and Benefits

o Supervision

o Status

o Job security

o Co-workers

o Personal life

Motivators or Satisfiers:

o Recognition

o Achievement

o Advancement

o Growth

o Responsibility

o Job challenge

 

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