“Quality is not an art, it is a habit” –Aristotle
Quality management is a method for ensuring that all the
activities necessary to design, develop and implement a product
or service are effective and efficient with respect to the system
and its performance.
CONCEPTS OF QUALITY
Q-Quest for excellence ,U-Understanding customers’ needs
A-Action to achieve customer’s appreciation , L-Leadership-
determination to be a leader , I-Involving all people
T-Team spirit to work for a common goal
Y-Yardstick to measure progress
Importance of Quality management
1. COMPETITION: - We are entering a new regime, where
competition among educational institutions for students and
funds will be highly significant. In order to survive in such a
situation, educational institutions need to worry about their
quality.2. CUSTOMER SATISFACTION: - Students, parents or
sponsoring agencies as customers of the educational institutions
are now highly conscious of their rights or getting value for their
money and time spent. 3. MAINTAINING STANDARDS: - In order
to maintain the standard continuously year after year, we should
consciously make efforts to improve quality of the educational
transactions as well as the educational provisions and facilities.
4. ACCOUNTABILITY: Every institution is accountable to its
stakeholders in terms of the funds (public or private) used on it.
5. IMPROVE EMPLOYEE MORALE AND MOTIVATION: Your
concern for quality as an institution will improve the morale and
motivation of the staff in performing their duties and
responsibilities 6. CREDIBILITY, PRESTIGE AND STATUS: If you
are concerned about quality, continuously and not once in a
while, it will bring in credibility to individuals and your
institution because of consistency leading to prestige, status and
brand value.7. IMAGE AND VISIBILITY: Quality institutions have
the capacity to attract better stakeholder support, like getting
merited students from far and near, increased donations/ grants
from philanthropists/ funding agencies and higher employer
interest for easy placement of graduates.
VISION AND MISSON (NAAC)
VISION: - To make quality the quality defining element of higher
education in India through a combination of self and external
quality evaluation, promotion and sustenance initiatives.
MISSION
 To arrange for periodic assessment and accreditation of
institutions of higher education or units thereof, or specific
academic programmes or projects;
 To encourage self-evaluation, accountability, autonomy and
innovations in higher education;
 To undertake quality-related research studies, consultancy
and training programmes, and
 To collaborate with other stakeholders of higher education
for quality evaluation, promotion and sustenance.
Role of NAAC
To assess and accredit institutions of higher education in India
128 Universities and 2879 colleges were assessed and accredited
(as on May 21, 2006)
To promote Quality Assurance in Higher Education
 More than 100 publications on quality assurance
 Number of awareness programmes
 Series of post-accreditation activities
 Promotion of Internal Quality Assurance mechanism i.e.
Internal Quality Assurance Cell (IQAC) in every accredited
higher education institution
 National and International collaboration activities
Impact of NAAC  Generated more interest and concerns about
Quality Assurance among the stake holders of Higher Education
 Created better understanding of Quality Assurance among
Higher Education Institutions (HEI’s)  Triggered Quality
Assurance activities in many of the Higher Education Institutions
 Helped in creation of institutional database of the accredited
institutions of Higher Education  Helped other funding and
regulatory agencies to take some of their decisions based on the
assessment outcomes
Value Framework
To promote the following core values among the HEIs of
the country:
 Contributing to National Development
 Fostering Global Competencies among Students
 Inculcating a Value System in Students
 Promoting the Use of Technology
 Quest for Excellence
FUNCTIONS OF NAAC
To assess and accredit higher education institutions
To organize promotional activities related to quality in higher
education, and Assessment & Accreditation,
CRITERIA AND PROCESSES FOR ACCREDITATION
NAAC is an autonomous instituting established by the
UGC in 1994. The prime agenda of NAAC is to assess and accredit
institutions of higher learning with all objective of helping them
to work continuously to improve the quality of education. NAAC
is a member of the International Network for Quality Assurance
Agencies in Higher Education comprising of over 120 different
national agencies engaged in Assessment, Accreditation and
Academic Audit.
Curricular Aspects, Teaching-Learning and Evaluation
Research, Consultancy and Extension, Infrastructure and
Learning Resources, Student Support and Progression
Governance and Leadership, Innovative Practices
BENEFITS OF ACCREDITATION
Helps the institution to know its strengths, weaknesses,
opportunities and challenges through an informed review
 Institution to know its strengths, weaknesses, and
opportunities through an informed review process.
 Identification of internal areas of planning and resource
allocation
 Collegiality on the campus.
 Funding agencies look for objective data for performance
funding.
 Institutions to initiate innovative and modern methods of
pedagogy.
 New sense of direction and identity for institutions.
 The society look for reliable information on quality
education offered.
 Employers look for reliable information on the quality of
education offered to the prospective recruits.
 Intra and inter-institutional interactions.
Structure of NAAC
NAAC’s working is governed by the General Council (GC) and
the Executive Committee (EC) on which (UGC), (AICTE),
(MHRD), (AIU), Universities, Colleges and other professional
institutions are represented. Senior academics and
educational administrators are nominated as members on these
two bodies. The lists of General Council, Executive
Committee, Academic Advisory Committee, Appeals
Committee and the Finance Committee members are given in
the following chapter.
2. Need of Accreditation
Accreditation of educational Institutions/programmes is a
global practice and its need has been felt by various developing
and developed countries for one or more of the following
purposes.
Funding decisions. State recognition of qualification/
certification of professionals Accountability of Institutions to
stakeholders Encouraging self-improvement initiatives by
Institutions Quality assurance of educational programme
3. Role of Accreditation
Encouraging quality improvement initiatives by Institutions
Verifying that an institution or program meets established
standards.
Assisting potential students in identifying acceptable
institutions
Promoting necessary changes, innovations and reforms in all
aspects of the institutions working for the above purpose
Helping to identify institutions and programs for the
investment of public and private funds
Encouraging self-evaluation and accountability in higher
education
Creating goals for self-improvement of weaker programs and
stimulating a general raising of standards among educational
institutions
Involving the faculty and staff comprehensively in
institutional evaluation and planning
Establishing criteria for professional certification and
licensure and for upgrading courses offering such preparation
Confidence and assurance on quality to various stakeholders
including students.
monitoring, assessing, and evaluating the standards and
quality of the education
Significance of Assessment and Accreditation:
Assessment and Accreditation is market-driven and has an
international focus. It assesses the characteristics of an
Institution and its programmes against a set of criteria
established
Contributes to the significant improvement of the Institutions
involved in the accreditation process.
Assessment and Accreditation is the tool in reaching this
objective.
Accreditation process quantifies the strengths, weaknesses in
the processes adopted by the institution and provides
directions and opportunities for future growth.
Accredited institutions may be preferred by funding agencies
for releasing grants for research as well as expansion etc.
It provides a quality seal or label that differentiates the
institutions from its peers at the national level. This leads to a
widespread recognition and greater appreciation of the brand
name of Institutions and motivates the Institutions to strive for
more’
It helps the accredited institutions for quality sustenance and
quality enhancement activities by setting up of Internal Quality
Assurance Cell (IQAC) in each of the Colleges and Universities.
Benefits of Assessment and Accreditation by NAAC:
Benefits to Institutions
To know its strengths, weaknesses, and opportunities
through an informed review process.
To initiate innovative and modern methods of pedagogy.
Intra and inter-institutional interactions.
To realize their academic objectives. Helps the Institution in
securing necessary funds from funding agencies for releasing
grants for research as well as expansion etc.
Improves student enrolment both in terms of quality and
quantity
Helps create sound and challenging academic environment in
the Institution
Facilitates global recognition of degrees and mobility of
graduates and professionals
Continuous Improvement
Ensure heightened level of clarity and focuses on institutional
functioning towards quality enhancement
Ensure internalization of the quality culture.
Ensure enhancement and coordination among various
activities of the institution and institutionalize all good
practices.
Provide a sound basis for decision-making to improve
institutional functioning.
Benefits to Students
Students studying in NAAC accredited Institutions can be
assured that they will receive education which is a balance
between high academic quality and professional relevance and
that the needs of the corporate world are well integrated into
programmes, activities and processes.
It signifies that he has entered the portals of an Institution,
which has the essential and desirable features of quality
professional education.
Enhances employability of graduates.
Financial aid is available only to students who enroll at a
college, university, or other institution of higher learning that
has been accredited by an accreditation organization
Benefits to Employers
Accreditation assures potential employers that students come
from a programme where the content and quality have been
evaluated, satisfying established standards.
It also signifies that the students passing out have acquired
competence based on well established technical inputs.
Employers look for reliable information on the quality of
education offered to the potential recruits.
Benefits to faculty
Motivates faculty to participate actively in academic and
related Institutional / departmental activities
The production of qualified human resources.
Benefits to the Public
Accredited status represents the commitment of the
programme and the institution to quality and continuous
improvement.
Provides society with reliable information on quality of
education offered.
Benefits to Industry and Infrastructure Providers.
It signifies identification of quality of Institutional capabilities,
skills and knowledge.
Benefits to Parents It signifies that their ward goes through a
teaching-learning environment as per accepted good practices.
Benefits to Alumni It reassures alumni that they are products of
an institute with a higher standing in terms of learning.
Benefits to Country Accreditation helps in gaining confidence of
stakeholders and in giving a strong message that as a country,
our technical manpower is of international standards and can
be very useful in enhancing the global mobility for our technical
manpower. Contributes to social and economic development of
the country by producing high quality technical human
resource. Role in human resource development and capacity
building of individuals, to cater to the needs of the economy,
society and the country as a whole, thereby contributing to the
development of the Nation
Management is the coordination of all resources through the process of planning, organizing, directing and controlling in order
to attain stated objective Henry L. Sisk
Managenent is the art of knowing what you want to do and then seeing that it is done in the best and cheapest way FWTaylor
To manage is to forecast and to plan, to organize to command, to coordinate and to control Henry Fayol
Management is a multipurpose organ that manage a business and manages managers & manages workers and work Peter
MANAGEMENT = MANAGE+MEN+T (TACTFULLY)

CONCEPTS OF MANAGEMENT.
1. Functional concept Management basically is the task of planning, coordinating, motivating and controlling the efforts of other
towards the goals and objectives of the organization. According to this concept, management is what a manager does (planning,
executing, and controlling)
2. Human relation concept According to this concept, Management is the art o getting things done through and with people in
organized groups. It is the art of creating an environment in which people can perform and individuals could cooperate towards
attaining of group goals. It is an art of removing blanks to such performance a way of optimizing efficiency in reaching goals.
3. Leadership and decision making concept According to this concept, management is the art and science of preparing, organizing,
directing human efforts applied to control the forces and utilize the materials of nature for the benefits to man.
4. Productive concept According to this concept, management may be defined as the art of securing maximum prosperity with a
minimum effort so as to secure maximum prosperity and happiness for both employer n employee and provide best services thereby.
5. Integration concept According to this concept, management is the coordination of human and material resources towards the
achievement of organizational objectives as well as the organization of the productive functions essential for achieving stated or
accepted economic goal.
Importance Of Educational Management
1. It includes the study of various theories of management science which define and describe the roles and responsibilities of the
educational manager and develop managerial skills.
2. It includes the study of educational planning at macro levels, its goals, principles, approaches and procedures. At a micro level it
helps in understanding and facilitates: Institutional planning and Educational administration.
3. Helps in decision making and problem –solving, communication and managing information and building effective teams.
4. Helps in planning of co-curricular activities, academics and preparation of time-table.
5. Helps in the maintenance of school records, evaluating students’ achievements.
6. Financing and budgeting of the institution.
CHARACTERISTICS OF GOOD MANAGER
Leadership In order to be an effective manager, you need to be able to lead your employees in an efficient manner. A lot of
responsibility comes with being a manager, and being able to lead a team is required.
Experience If you don’t have experience working in a professional environment and leading a team, it will be hard to step up as a
manager. A great way to gain experience in a management role is to volunteer, either within your field or with a nonprofit. Ask to help
manage and produce events, whether it’s raising money for an organization or organizing an event.
Communication Being able to communicate with your team is required when being an effective manager. This not only means
communicating job responsibilities and expectations, it means listening to your team and working with them to produce results
within their position.
Knowledge Experience as a manager is a must but so is knowledge. There are many different degrees offered for managers, including
a bachelor’s degree in business or a master’s degree in leadership or project management. You can also get a certificate in project
management, entrepreneurship, ethics, or human resource management.
Organization If you aren’t organized in your position, there’s a good chance that the employees you manage won’t be either. There are
many resources online that can inspire you to get organized. You can also buy a personal planner or download an app on your phone
that can remind you of meetings, tasks you need to complete every day, etc.
Time Management Another key factor in being a successful manager is time management. If you’re late every day, your employees
might think it’s acceptable to also be late. Time management is also important when it comes to prioritizing your day, making sure
you have time to communicate with your employees, and accomplishing goals throughout the week.
Reliability A manager that is leading a team has to be reliable. This means being available for your employees, getting things done that
you said you would, and supporting your team however needed.
Delegation If you don’t know how to delegate projects and tasks, your role as a manager will be a lot more difficult. Don’t be afraid to
ask your employees to help complete a task. You might think it’s easier to do everything yourself, but this will add more time to your
already busy schedule, and you won’t be allowing your employees to do what they were hired to do.
Confidence To be an effective manager, you need to be confident in your abilities, experience, and decisions. This doesn’t mean you
have to be arrogant or feel that you’re better than your employees. But you’re in a management role for a reason, so be proud and be
an inspiration to your team.
Respect for Employees If you don’t respect your employees, there will definitely be tension in your workplace. Be cognizant of their
time and abilities, be able to listen and communicate with them, and be a resource of knowledge and guidance.
Leadership style
1. Autocratic leadership style: – when the authority and
decision making power are concentrated to the leader is known
as autocratic leadership style. There is no participation by
subordinates. The leader takes full authority and assumes full
responsibility. Planning, policies and other working procedures
are predetermined by the leader alone. The convey the
information about what to do and how to do. He never takes any
advice and suggestions of other people. They structure the
entire work situation in their own way and expect the workers
to follow their orders and tolerate no deviation from their
order. They are just like tyrant rulers. The leader who believes
and exercised the autocratic leadership style is known as
autocratic leader.
Features:-
 He/she makes his own decisions and he/she doesn’t not
take any advice of others because he/she thinks he/she is
only superior.
 His/her position gives him/her personal authority and right
to lead the members in any way he/she desires.
 Reward and punishment is exercised by him/her very
strictly. Autocratic leadership style believes on negative
motivational tools.
 An autocrat leader does not give full information to the
members. There is only one way communication in order to
maintain the position.
 An autocratic leader describes each job in detail and
imposes rigid work standard on his employees. It means the
subordinates are compelled to certain work assigned for
him.
Advantages:-
 It is useful in emergency or in war,
 When the workers are undisciplined and uneducated it
gives the best results.
 When the laborers are not organized, it is more effective.
 There is no need of trained labor. It may be used for
untrained workers.
 It is a prompt process of decision making as the single
person decides for the whole group.
Disadvantages:-
 Subordinates are not involved in the process of decision
making in autocratic leadership style
 It doesn’t emphasize on correct evaluation of employee’s
performance
 The moral of employees is so low.
 There is no chance of management development.
 There is no chance of two-way communication.
 Creative ideas and thinking cannot be used in autocratic
leadership style.
 The employees perform the work with negative motivation.
3. Free rein leadership style: – when all the authority and
responsibility are delegated to the subordinates is known as
Free rein leadership style. The leader who believes on this style
is known as free rein leader. The free rein leader doesn’t use the
power and leaves the power to the subordinates. He/she
doesn’t provide any contribution to make planning and policies.
This type of leadership style is very useful when group
members are intelligent and fully aware of their roles and
responsibilities.
Features
 Subordinates have complete
freedom in decision making
 The subordinates are self-
directed, self-motivated and
self-controlled
 The role of free rein leader is to provide facilities, materials
and information to the employees.
 The leader doesn’t interfere in making planning and
policies
Advantages: –
 The employees are satisfied in their job because they are
free in decision making
 The morale of employees is developed.
 The employees are highly developed because there is
maximum possibility for the development of workers.
 The creativity and potentiality of subordinate are fully
utilized.
Disadvantages:-
 Leader contribution is ignored.
 Sometime the subordinates are not self-directed.
 Subordinates should not get the guidelines of the leader.
2. Democratic leadership style: – When the authority and
decision making power are decentralized to the subordinates is
known as democratic leadership style. There is participation by
subordinates. The leader delegates authority and provides
responsibility even to the followers. Planning, policies and other
working procedures are determined by the leader along with
suggestions of the followers. He conveys the information about
what to do and how to do just as a consultant. He takes advice
and suggestions of other people. They structure the entire work
situation in democratic way. They are just like democratic
rulers. The leader who believes and exercised the democratic
leadership style is known as democratic leader.
Features:-
 A democratic leader delegates the responsibility as per the
capability of the employee
 There is participation of all subordinates in decision making
 Human values are also given preference. The leader gives
concerns for the followers
 Democratic leader imposes flexible work standard, designs
goals with freedom for the performance of work.
 A democratic leader emphasizes in results than on action
Advantages: –
 Good cooperation among employees is made in democratic
leadership style.
 Employees are highly satisfied and their morale is increased
 Human efforts are highly recognized
 It helps in increasing in productivity.
 Policies, planning and other working procedures become
better because different kinds of logic ideas and creativity
are mixed.
 Subordinates have grown considerable freedom of action
that helps to increase the personal growth and gets
opportunity to utilize their capabilities
Disadvantages: –
 It takes long time in
decision making.
 It is not suitable for
untrained subordinates’
 A leader may to be responsible in his style
 It is not suitable when the followers are undisciplined and
untrained
Qualities of leadership The process of influencing the behavior of others to work
a. Personal qualities willingly and enthusiastically for achieving predetermined goals.
1. Self-confidence: – a good leader must have self-confidence,
must have sufficient enthusiasm and must be cheerful enough Arieu, A. defines a leader as "a person capable of inspiring and
to enjoy the trust of his subordinates. associate others with a dream."
2. Dynamic personality: – a leader should be dynamic, cheerful LEADER
and charming, must have sound health, cool temperament,  L – LEAD, LOVE, LEARN
conversational ability and decent behavior with tremendous  E – ENTHUSIASTIC, ENERGETIC
stamina and vigor for hard work  A – ASSERTIVE, ACHIEVER
3. Intellectual capacity: – a leader should have the ability to
 D – DEDICATED, DESIROUS
think logically, analyze accurately and interpret the problems
clearly.  E – EFFICIENT AND EFFECTIVE
4. Take lead and initiative: – a leader should have the ability to  R – RESPONSIBLE, RESPECTFUL
take lead and initiative in times of risk, uncertainties and Leadership is defined as the process of influencing others
complexities for prompt decision towards a goal.
5. Emotional stability: – a leader should have balanced Leadership is lifting a person’s vision to higher sight, the raising
temperament to overcome moodiness, disappointment and of a person’s performance to a higher standard, the building of a
inconsistency. personality beyond its limitations.
6. Flexibility: – a leader should be flexible enough to Peter F Druckes
accommodate other’s viewpoint and alter his decisions. Rigidity Leadership is getting people to work for you when they are
is only required in autocracy, change in decisions must be made obligated Fred Smith.
with change in macro and micro environment.
7. Responsibility feeling: – a leader must feel or should bear
responsibilities of all his decisions himself.
8. Communication skill: – the leader must be able to
communicate with subordinates. The leader must communicate
the information from his level to the down level.
Communication must be two way. Sop that both leader and
subordinates will exchange Ideas freely
9. Far sightedness: – a leader should develop organizational
planning and policies. When the leader is not far sighted all
efforts may be worthless.
b. Managerial qualities
1. Technical knowledge: – a leader must have technical
knowledge to provide the guidelines about the work of the
subordinates which helps the leader to take right decisions at
right time.
2. Organizing abilities: – all the resources, employees, people,
business environment, methods, capital, manpower should be
arranged properly by a leader to achieve organizational goals in
a proper way.
3. Power of judgment: – a leader should have the power of
judgment which comes from self-confidence and self-control.
Even if there are several followers and several decisions the
leader must judge and decide the case.
4. Enthusiasm: – the leader must be devoted towards the
organization. A devoted leader can conduct the activities
successfully.
5. Ability to guide and teach: – it is the task of leader to get
the best from others. A leader must know how to guide and
teach the followers to make them convinced.
6. Human relations: – leadership is related to inspire and
encourage the people when there is good relation between
leader and follower. The followers are easily influenced. So, a
leader must be able to win the confidence and loyalty of people.
Leadership is an act of influencing people so that the followers
follow the path of leader. The successful leader must lead to
stimulate and inspire the followers to achieve organizational
goals. In an organization the manager is a leader and other
subordinates are followers. A manager cannot manage
effectively unless he can lead his subordinates effectively. Hence
a leader may or may not be a manager but a successful manager
must be a leader.
Barriers to effective communication
A. Physical barriers
Internal structure of the organization and layout of office machines and equipments creates physical barriers in communication
a. Distance: – communication is found obstructed in long distance. Like communication between America and Nepal.
b. Noise: – it is from external sources and affects the communication process. Noise negatively affects the accuracy
c. Physical arrangement: – the physical arrangement of organizational sources like men, money, material and machine obstruct the
communication process.
B. Semantic barriers
The use of difficult and multiple use of languages, words, figures, symbols create semantic barriers.
a. Language: – we can find some words having different meaning. As meaning sent by the sender can be quite different from the
meaning understood by the receiver. Long and complex sentences creates problem in communication process.
b. Jargons: – technical or unfamiliar language creates barriers to communication that may be drawn from the literature. So message
should be simple and condensed as far as possible so that no confusion creation will be there to the receiver.
C. Organizational barriers
It is raised from the organizational goals, regulations, structure and culture.
a. Poor planning: – it refers to the designing, encoding, channel selection and conflicting signals in the organization.
b. Structure complexities:- difficult organizational structure barrier for free flow of information. Appropriate communication
process must be used.
c. Status differences: – it creates barrier for communication. Superior provides information to the subordinate about plans and
policies. Different information is provided by different subordinates who create barrier in communication.
d. Organizational distance:- distance between sender and receiver also creates barriers to effective communication.
e. Information overload: – if superior provides too much information to the subordinate in short period receiver suffers from
information overload which creates barriers to effective communication.
f. Timing: – communication can be obstructed if not done on time. If the information is not provided in time it creates barriers to
effective communication.
D. Psychological barriers
It is the barriers to effective communication created from the lack of interest of the people from whom the communication is meant.
People do not pay attention to the communication which are not interesting to them and which do not fulfill their want.
a. Perception: – it is the process of accepting and interpreting the information by the receiver. People receive things differently for a
various number of reasons.
b. Filtering: – communication some time filters the negative information to make it more favorable to the receiver. In this process,
knowingly or unknowingly some valuable information may be disposed.
c. Distrust: – superior provides information or message to the subordinates to their own view, ideas and opinion which create
obstruction in communication.
d. Emotions: – emotion also creates barriers to effective communication like anger, het, mistrust, jealousy etc.
e. Viewpoint: – it also creates barriers to effective communication. It the receiver doesn’t clear the message and ignore without
hearing, the message may create obstructions.
f. Defensiveness: – if the receiver receives the message as threat and interprets that message in the same way, it creates barriers to
effective communication.
Henry Fayol was born in 1841 as French. He is the industrialist who developed the administrative theory. He is also known as father
of general management. He got his engineering degree and joined a French company as an junior executive in 1860 and senior
executive in 1888. He published his classic book on general and industrial administration in 1928, which explained the first complete
theory of management. He emphasized on 14 principles of general management and attempted to provide guidance and direction to
other management.
Fayol’s management principles
1) Division of work: – This principle implies on dividing the total task into compact jobs and thus allocating them to different
individuals which promotes specialization and efficiency in both technical and managerial level. It helps to acquire speed and
accuracy in performance.
2) Authority and responsibility: – Authority means to give order and power to exert obedience whereas responsibility means
obligations to perform work in the manner directed and desired. Authority and responsibility are co existed and leads to responsive
behavior and efficiency.
3) Discipline :- Discipline implies obedience, respect and establishment and regulations which are essential for smooth running of
all organizations for good supervision and built in system of reward an punishment
4) Unity of command: – Subordinates should receive orders from single superior at a time and all subordinates should be
accountable to that superior. More superior leads to confusion, delay and so on.
5) Unity of direction: – One plan must be formulated for a group of activity and all the related activities should be put under one
group show that efforts of managers of a single group can be directed towards achievement of common goal.
6) eSpirit de corps : – This term comprises of two principles namely union is strength and team spirit is most essential. There
should be cooperation and team work among members of the organization. The managers should always make effort to ensure
harmony among the subordinates.
7) Equity: – Subordinates should be treated with justice, equity and kindness so that there can not be nepotism and favoritism
while selection of workers, treating the workers which helps to promote friendly environment between superior between superior
and subordinates.
8) Centralization: – It implies concentration of authority at the top level. No hard fast rules can be laid down regarding the
extension of authority to be retained at the top level. Centralization and decentralization should be proportionately decided.
9) Scalar chain: – It refers to chain of superior ranging from top to low ranks in a management. It determines the clear line of
authority from top to bottom linking managers at all levels. All communication should flow the established chain of command.
10) Order: – It refers to arrangement of resources in the organization. It implies right place for everything. It stresses upon proper
utilization of physical, natural, capital and organizational resources.
11) Stability of tenure: – It takes time to learn and get a job therefore a reasonable time should be provided to all employees for
securing better results and guarantee of service. Stability of employees promotes team work, loyalty to the organization
12) Initiative: – It means eagerness to initiate action in work related matters without being asked to do so .it is a powerful motivator
of human behavior and is a source of strength for the organization.
13) Remuneration of personnel:- The remuneration payable to employees should be fair and reasonable .management must ensure a
fair reward for the work and decide the equitable method of calculating wages
14) Superiority of organizational interest: – Personal interest must be discarded and general interest must be maintained.
Organization is bigger than an individual .therefore the interest of the organization must prevail upon the interest of an individual.
Need of educational management:
Policy at the national level focuses on social, economic and cultural development. The best means to achieve the development in these
spheres is through human resource development and Education. There have been tremendous advance in the field of technology this
is made available to society only through education. The field of education is expected to provide society with human resources
which have specialized knowledge, attitudes, work ethics, social, moral & political values and skills so as to sustain and enhance the
expected development of the nation. Thus,
1. Education has to make its curriculum more relevant to life and needs of a changing society in an effective and efficient manner.
2. Education therefore has to be dynamic, so that it can contribute towards accomplishment of national development goals.
3. Education must also enable students to bring about desirable social change and at the same time preserve desirable and positive
aspects of existing culture.
In order to fulfil the above stated role of education, keeping in mind effectively and efficiently, there is a need to manage education
professionally and move beyond the traditional role of academics and values only.
Thus the knowledge of;
1. Educational management theories, principles, concepts, techniques, skills and strategies, when applied to education will bring
about effective and efficient functioning of educational institutions.
2. Scientific and systematic management of educational institutions is necessary to bring about qualitative changes in the educational
system.
3. Educational management is required to manage and create institutions of excellence like IIT, IIM etc , so that the vast majority of
students can benefit from such specialized training.
4. Knowledge of educational management is also required so that we can use our scarce and dwindling resources for education in the
most effective and efficient manner.
5. Knowledge of educational management is also necessary to train the present teachers to learn and run educational institutions
professionally, as basic courses like B.Ed / M.Ed do not prepare teachers to become managers