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MGT501 - Human Resource Management Short questions Answers Solved for mid and final term papers
Yousaf has beaten his fellow employee for which
his manager has dismissed him. Evaluate
manager’s response in terms of ethical application
of power.
Answer:
No employee is supposed to get physical with any of
the colleagues. Manager’s decision was the extreme
as he could have brought both employees together
and tried to know the problem between them. I see
this move as an unethical act by the manager.
What measures should be taken to limitize the
union membership by employees? Explain each in
detail.
Answer:
When do organizational people indulged
themselves in organizational politics? Discuss any
five factors in detail.
Answer:
Organizational politics are actions that allow people in
organizations to attain goals without going through
ceremonial channels. Whether political activities help
or hurt the organization depends on whether the
person's goals are steady with the organization's goals.
In the impartial model of organizations, people are
assumed to manage sensibly, based on clear
information and well-defined goals.
There are few factors that result in political activities
in an organization and are explained as under.
vu.ysapak.com
1. Changes in Leadership which changes
conventional associations and processes can
create an opportunity for increased political
behavior.
2. Changes in Coordination and integration of
organizational activities used to achieve
common goals can also lead to an increase in
political behavior.
3. Changes in any of the five contextual forces,
i.e. environment, technology, strategy, culture,
and structure, can generate uncertainty over
resource allocation, leading to an increase in
political behavior.
4. Blame & Integration. Blaming and attacking
others to deflect attention from one's mistakes
and using ingratiating behavior to gain favor
are unethical and negative types of political
actions.
5. Building Relationship. People develop
relationships through coalitions, grouping,
networks, and accommodating managerial
linkages. Coalitions are relationships formed
over specific issues. Alliances are general
agreements of support among different
individuals and groups; and networks are
broad, loose support systems. Relationship
building can either help or harm the
organization.
In order to get advantage of each method, will it be
a sensible decision to simultaneously apply all the
four methods of job evaluation?
Answer:
Four methods of Job evaluation
1. Ranking Method: Raters
examine the description of each
job being evaluated and assemble
the jobs according to their value
to the corporation. This technique
requires a team characteristically
composed of both management
and employee delegate to arrange
job in a simple rank order from
uppermost to lowest. The most
noticeable restraint to the ranking
method is its utter lack of ability
to be managed when there are a
large number of jobs.
2. Classification Method: A job
evaluation method by which a
number of classes or ratings are
defined to explain a group of jobs
is known as categorization
method. The classifications are
created by identifying some
common denominator skills,
knowledge, and responsibilities
with the desired goal being the
criterion of a number of
distinctive classes or grades of
jobs.
3. Factor Comparison Method
Raters need not keep the entire
job in mind as they evaluate
instead, they make decisions on
separate phases, or issues, of the
job. A basic fundamental
hypothesis is that there are five
universal job factors: (1) Mental
Requirements (2) Skills (3)
Physical Requirements (4)
Responsibilities 5) Working
Conditions.
4. Point Method: Raters assign
numerical values to specific job
components, and the sum of these
values provides a quantitative
appraisal of a job’s relative
significance. The point method
requires selection of job factors
according to the nature of the
specific group of jobs being
evaluated. After determining the
group of jobs to be studied,
analysts conduct job analysis and
write job descriptions. Next, the
analysts select and define the
factors to be used in measuring
job value and which become the
standards used for the evaluation
of jobs. Education, experience,
job knowledge, mental effort,
physical effort, responsibility, and
working conditions are examples
of factors typically used.
http://ping.fm/tJcmT
Yousaf has beaten his fellow employee for which
his manager has dismissed him. Evaluate
manager’s response in terms of ethical application
of power.
Answer:
No employee is supposed to get physical with any of
the colleagues. Manager’s decision was the extreme
as he could have brought both employees together
and tried to know the problem between them. I see
this move as an unethical act by the manager.
What measures should be taken to limitize the
union membership by employees? Explain each in
detail.
Answer:
When do organizational people indulged
themselves in organizational politics? Discuss any
five factors in detail.
Answer:
Organizational politics are actions that allow people in
organizations to attain goals without going through
ceremonial channels. Whether political activities help
or hurt the organization depends on whether the
person's goals are steady with the organization's goals.
In the impartial model of organizations, people are
assumed to manage sensibly, based on clear
information and well-defined goals.
There are few factors that result in political activities
in an organization and are explained as under.
vu.ysapak.com
1. Changes in Leadership which changes
conventional associations and processes can
create an opportunity for increased political
behavior.
2. Changes in Coordination and integration of
organizational activities used to achieve
common goals can also lead to an increase in
political behavior.
3. Changes in any of the five contextual forces,
i.e. environment, technology, strategy, culture,
and structure, can generate uncertainty over
resource allocation, leading to an increase in
political behavior.
4. Blame & Integration. Blaming and attacking
others to deflect attention from one's mistakes
and using ingratiating behavior to gain favor
are unethical and negative types of political
actions.
5. Building Relationship. People develop
relationships through coalitions, grouping,
networks, and accommodating managerial
linkages. Coalitions are relationships formed
over specific issues. Alliances are general
agreements of support among different
individuals and groups; and networks are
broad, loose support systems. Relationship
building can either help or harm the
organization.
In order to get advantage of each method, will it be
a sensible decision to simultaneously apply all the
four methods of job evaluation?
Answer:
Four methods of Job evaluation
1. Ranking Method: Raters
examine the description of each
job being evaluated and assemble
the jobs according to their value
to the corporation. This technique
requires a team characteristically
composed of both management
and employee delegate to arrange
job in a simple rank order from
uppermost to lowest. The most
noticeable restraint to the ranking
method is its utter lack of ability
to be managed when there are a
large number of jobs.
2. Classification Method: A job
evaluation method by which a
number of classes or ratings are
defined to explain a group of jobs
is known as categorization
method. The classifications are
created by identifying some
common denominator skills,
knowledge, and responsibilities
with the desired goal being the
criterion of a number of
distinctive classes or grades of
jobs.
3. Factor Comparison Method
Raters need not keep the entire
job in mind as they evaluate
instead, they make decisions on
separate phases, or issues, of the
job. A basic fundamental
hypothesis is that there are five
universal job factors: (1) Mental
Requirements (2) Skills (3)
Physical Requirements (4)
Responsibilities 5) Working
Conditions.
4. Point Method: Raters assign
numerical values to specific job
components, and the sum of these
values provides a quantitative
appraisal of a job’s relative
significance. The point method
requires selection of job factors
according to the nature of the
specific group of jobs being
evaluated. After determining the
group of jobs to be studied,
analysts conduct job analysis and
write job descriptions. Next, the
analysts select and define the
factors to be used in measuring
job value and which become the
standards used for the evaluation
of jobs. Education, experience,
job knowledge, mental effort,
physical effort, responsibility, and
working conditions are examples
of factors typically used.
http://ping.fm/tJcmT