FALL-2015
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Master of
Business Administration - MBA Semester 3
MU0012-Employee
Relations Management-4 Credits
(Book ID:
B1734)
Assignment
(60 Marks)
Note: Answers
for 10 marks questions should be approximately of 400 words. Each question is
followed by evaluation scheme. Each Question carries 10 marks 6 X 10=60.
Q1. Define Strategy. Describe the
different strategy levels in an organization.
Answer. Definition of Strategy
Johnson and Scholes define strategy as “The direction and scope of an organisation over the
long-term; which achieves advantages for the organisation through its
configuration of resources within a changing environment, to meet the needs of
markets and to fulfill stakeholders’ expectations.”
The main levels of strategy of an
organisation are:
• Corporate level strategy: It frames the overall business
direction and goals.
• Business-unit level strategy:
Q2. Define Organizational Culture.
Discuss the dimensions of organizational culture. Explain Charles Handy’s
classification of organizational culture.
Answer. Definition of organizational
culture: - Organisational
culture describes the psychology, attitude, experiences, beliefs and values of
an organisation.
According to
Hill and Gareth (2001), organisational culture is defined as ‘the specific
collection of values and norms that are shared by people and groups in an
organisation and that control the way they interact with each other and with
Q3. Define Disciplinary procedure.
Explain the various factors to be considered while analyzing a disciplinary
problem.
Answer. Definition of Disciplinary
procedure: - Disciplinary
procedure is a step-by-step process which an organization follows while dealing
with indiscipline of any kind.
An action
taken by an employer to correct serious performance issues. Disciplinary
procedures are necessary in cases where the actions of the employee are
habitual, dangerous, costly, or illegal.
It is a good
practice for organisations to establish a proper disciplinary procedure in
order to ensure just decisions. A disciplinary procedure includes a formal
system of documented warnings and hearings, with
Q4. What do you mean by Human
Resource Information System (HRIS)? Describe the various modules of HRIS.
Discuss some of the HRIS.
Answer. Definition of HRIS; - Human Resource Information Systems
(HRIS) is a software application that caters to the human resource information
needs of an organisation like monitoring employee attendance, payroll and
benefits administration, career development, employee information, performance
management, and training.
HRIS is a
collection of components which work together to gather, process and store
information that the HR department can use to make decisions, to coordinate and
to plan its activities. HRIS facilitates easy access and management of
employee-related information.
Q5. As an HR of a Company, you are
asked to focus on the causes of Grievance and the Grievance handling procedure.
What according to you are the reasons of Grievance? Explain the pre-requisites
you will consider while addressing Grievance handling procedure.
Answer. Causes of Grievance; - Grievance may be defined as a
complaint or resentment against any unjust or unfair act. Grievance is any
issue associated with an organisation or its management such as employee
discrimination or harassment by managers.
Reasons for grievances
Economic: Issues related to wages like wage
calculation, overtime, and bonus. Employees often feel that they earn less than
what they deserve.
Q6. Write a brief note on the
following: -
a) Trait theory
b) ERG theory
Answer. a) Meaning and concept of
Trait theory: -
The
measurement of consistent patterns of habit in an individual's behavior,
thoughts, and emotions. The theory is based on the stability of traits over
time, how they differ from other individuals, and how they will influence human
behavior.
The traits that indicate strong
leadership are as follows:
• Intelligence: This refers to the mental ability of
a person and is only a moderate predictor of leadership. The Intelligence
Quotient (IQ) of a person can be used as a qualifier for high management jobs,
but once the high position is attained, an effective leader also displays good
levels of Emotional Intelligence (EI).
FALL-2015
Get solved assignments
at nominal price of Rs.125 each.
Any issues
mail us at: subjects4u@gmail.com or contact at
09882243490
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