1. Dato' Malek Ridzuan is the founder of Bumi Maju Sdn. Bhd., which is one of the most successful business empires today. The division of labor and the hierarchy are important aspects of an organization's structure. Meanwhile, the levels of authority, control, and communication are the key factors in ensuring the proper function of an organization, which have always been a priority to Dato' Malek Ridzuan. In fact, Dato' Malek Ridzuan himself has provided all of his employees with the authority to make unsupervised decisions based on their intuition rather than following a chain of command. This means that the employees are given the ability and authority without their supervisor's approval to take action, thereby leading to high-quality work and performance. As a result, the employees have more confidence in themselves and the management. Dato' Malek Ridzuan also makes sure that an employee's work assignments should be based on his/her knowledge, skills, and abilities to ensure that he/she is able to perform the job satisfactorily. Bumi Maju Sdn. Bhd. has a flat hierarchical structure that enables quick and efficient decision-making because decisionmaking authority is delegated to levels of management at points below the top. This organizational structure also allows a wider span of control in which a single manager or supervisor oversees a large number of subordinates. Dato' Malek Ridzuan describes Bumi Maju Sdn. Bhd. as a "family," emphasizing its informal but strong belief system and values. This culture enables Bumi Maju Sdn. Bhd. to have effective employees who work together to further the group's interest. However, Dato' Malek Ridzuan has always maintained the belief that the employees are the biggest force of the organization and, as such, should be treated with respect.

(a) Describe the type of structure used by Bumi Maju Sdn. Bhd.

2. Dato' Malek Ridzuan is the founder of Bumi Maju Sdn. Bhd., which is one of the most successful business empires today. The division of labor and the hierarchy are important aspects of an organization's structure. Meanwhile, the levels of authority, control, and communication are the key factors in ensuring the proper function of an organization, which have always been a priority to Dato' Malek Ridzuan. In fact, Dato' Malek Ridzuan himself has provided all of his employees with the authority to make unsupervised decisions based on their intuition rather than following a chain of command. This means that the employees are given the ability and authority without their supervisor's approval to take action, thereby leading to high-quality work and performance. As a result, the employees have more confidence in themselves and the management. Dato' Malek Ridzuan also makes sure that an employee's work assignments should be based on his/her knowledge, skills, and abilities to ensure that he/she is able to perform the job satisfactorily. Bumi Maju Sdn. Bhd. has a flat hierarchical structure that enables quick and efficient decision-making because decisionmaking authority is delegated to levels of management at points below the top. This organizational structure also allows a wider span of control in which a single manager or supervisor oversees a large number of subordinates. Dato' Malek Ridzuan describes Bumi Maju Sdn. Bhd. as a "family," emphasizing its informal but strong belief system and values. This culture enables Bumi Maju Sdn. Bhd. to have effective employees who work together to further the group's interest. However, Dato' Malek Ridzuan has always maintained the belief that the employees are the biggest force of the organization and, as such, should be treated with respect.

(b) Cite TWO (2) examples to support your answer in (a)

3. Dato' Malek Ridzuan is the founder of Bumi Maju Sdn. Bhd., which is one of the most successful business empires today. The division of labor and the hierarchy are important aspects of an organization's structure. Meanwhile, the levels of authority, control, and communication are the key factors in ensuring the proper function of an organization, which have always been a priority to Dato' Malek Ridzuan. In fact, Dato' Malek Ridzuan himself has provided all of his employees with the authority to make unsupervised decisions based on their intuition rather than following a chain of command. This means that the employees are given the ability and authority without their supervisor's approval to take action, thereby leading to high-quality work and performance. As a result, the employees have more confidence in themselves and the management. Dato' Malek Ridzuan also makes sure that an employee's work assignments should be based on his/her knowledge, skills, and abilities to ensure that he/she is able to perform the job satisfactorily. Bumi Maju Sdn. Bhd. has a flat hierarchical structure that enables quick and efficient decision-making because decisionmaking authority is delegated to levels of management at points below the top. This organizational structure also allows a wider span of control in which a single manager or supervisor oversees a large number of subordinates. Dato' Malek Ridzuan describes Bumi Maju Sdn. Bhd. as a "family," emphasizing its informal but strong belief system and values. This culture enables Bumi Maju Sdn. Bhd. to have effective employees who work together to further the group's interest. However, Dato' Malek Ridzuan has always maintained the belief that the employees are the biggest force of the organization and, as such, should be treated with respect.

(c)Identify and explain THREE (3) organizational principles implemented by Bumi Maju Sdn. Bhd.

4. Mr. Badrul Muhayat supervises the Customer Service Department for the Megah Makmur chain of department stores. When two positions in the department opened in March 2022, Mr. Badrul Muhayat hired two new employees: Dazrin and Kamelia. Dazrin, 22 years old, had some prior experience in this work, while Kamelia who is 20, has just completed a Bachelor's degree from a university, majoring in Business Management. Dazrin is very outgoing and hardworking, and he soon fits in well with the other young men in the department. Meanwhile, Kamelia is reserved and a bit shy perhaps because she is the only woman in the group. Even though Kamelia has no previous experience, her work is very strong and Mr. Badrul Muhayat feels that she has the potential to be a good employee. Mr. Badrul Muhayat also believes that it is important for him to obtain as much information as possible on his subordinates' backgrounds since he might experience difficulty in inspiring each subordinate to perform to his or her best ability. During their first two weeks on the job, Mr. Badrul Muhayat spent a lot of time training and working with both Dazrin and Kamelia. He repeatedly showed them how to check references and carry out investigations. He always answered their questions and he often tells them to ask more questions if they are not sure what to do. When they had finished their second week on the job, Mr. Badrul Muhayat told them to start answering phone calls and handle customers' questions. However, at the same time, he would still be available if they needed help. This is because Mr. Badrul Muhayat always invites the subordinates to participate in the decision-making process, but he ensures that he would be responsible for the decision made. Shortly thereafter, he noticed that Dazrin seemed to be doing more phone work than Kamelia and that Dazrin and Kamelia seemed to argue a lot. Finally, Mr. Badrul Muhayat became concerned when Kamelia started to complain that she was not being trained as well as Dazrin because she is a woman. Mr. Badrul Muhayat felt that he had trained them equally well and, hence, was surprised by Kamelia's remark.

(a) Describe the leadership style practiced by Mr. Badrul Muhayat.

5. Mr. Badrul Muhayat supervises the Customer Service Department for the Megah Makmur chain of department stores. When two positions in the department opened in March 2022, Mr. Badrul Muhayat hired two new employees: Dazrin and Kamelia. Dazrin, 22 years old, had some prior experience in this work, while Kamelia who is 20, has just completed a Bachelor's degree from a university, majoring in Business Management. Dazrin is very outgoing and hardworking, and he soon fits in well with the other young men in the department. Meanwhile, Kamelia is reserved and a bit shy perhaps because she is the only woman in the group. Even though Kamelia has no previous experience, her work is very strong and Mr. Badrul Muhayat feels that she has the potential to be a good employee. Mr. Badrul Muhayat also believes that it is important for him to obtain as much information as possible on his subordinates' backgrounds since he might experience difficulty in inspiring each subordinate to perform to his or her best ability. During their first two weeks on the job, Mr. Badrul Muhayat spent a lot of time training and working with both Dazrin and Kamelia. He repeatedly showed them how to check references and carry out investigations. He always answered their questions and he often tells them to ask more questions if they are not sure what to do. When they had finished their second week on the job, Mr. Badrul Muhayat told them to start answering phone calls and handle customers' questions. However, at the same time, he would still be available if they needed help. This is because Mr. Badrul Muhayat always invites the subordinates to participate in the decision-making process, but he ensures that he would be responsible for the decision made. Shortly thereafter, he noticed that Dazrin seemed to be doing more phone work than Kamelia and that Dazrin and Kamelia seemed to argue a lot. Finally, Mr. Badrul Muhayat became concerned when Kamelia started to complain that she was not being trained as well as Dazrin because she is a woman. Mr. Badrul Muhayat felt that he had trained them equally well and, hence, was surprised by Kamelia's remark.

(b) Provide an example to support your answer in (a).