Chapter 5

Activities/Assessments:

A. ESSAY. ANSWER THE FOLLOWING QUESTIONS

1.What is organizing and explain the nature of organizations in the present business environment?

-It's about utilizing the arrangement to unite the physical, monetary and other

accessible assets and use them to accomplish the hierarchical objective. On the off chance that your
undertaking was to expand deals, you would take a gander at the arrangement and decide how to
partition the assets you must set up your arrangement. Identification of Activities in present business is
a significant part of additionally arranging the exercises of undertakings rely upon its temperament and
size. Also Grouping of Activities is essential because it involves making divisions and areas for explicit
work like creation. promoting, finance, HR and so on. In the other hand, accumulation of resources plays
a significant role because it tells the availability of required assets work with for uniform and smooth
execution of the ventures and tartly Defining Hierarchy of Positions plays a vital role in business
environment because It Is shaped in the fundamental level of obligation and responsibility and explains
jobs of everybody from top to the subordinate level.

2.What are the different types of organization structures and what is the significance of these structures
for effective business management?

-There are three organlzation structure;

FUNCTIONAL STRUCTURE-is perhaps the most widely recognized hierarchical designs. Under this
construction, the association bunches representatives as per a specific or comparative arrangement of
jobs or assignment.

DIVISIONAL STRUCTURE-is a kind of hierarchical construction that bunches each hierarchical capacity
into a division. Every division contains every one of the vital assets and capacities inside It to help that
product offering or geology (for instance, its own money. IT, and showcasing omces).

MATRIX MANAGEMENT-Is a hierarchical construction where a few people report to more than one
administrator or pioneer, connections depicted as strong line or specked line revealing.

3.What are the different elements of delegation and how it can use for the success of the organization?

-There are three elements of delegation and it can be used for the succession in your organization by
separating work Into significant undertakings and afterward designating them to trained professionals or
individuals who will profit with the experience.

Responsibility-is the commitment of a subordinate to appropriately play out the allocated duty. When a
better dole out a task than his subordinate it tums into the obligation of the subordinate to do that task.
This implies that the word obligation becomes possibly the most important factor solely after the work
has been doled out. Accordingly, to allot occupation can be called to allocate duty.

Authority-implies the ability to make decisions because it can be identified with the utilization of assets,
and to do or not to accomplish something.
·Accountability-Implies the answerability of the subordinate to his boss for his work execution. All in all,
when an unrivaled allots work/work or the obligations to his subordinates, at the same time he offers
position to them which makes laborers (subordinates) responsible to their boss for the work-execution.

4.What is the difference between formal and informal organization?

-A formal organization is detailed from a proper arrangement and proposition while Informal
organization is precipitously and suddenly shaped. The functioning component of formal organlzation is
represented by a bunch of rules and guidelines of activities while the Informal organization has no
principles.

CASE DISCUSSION QUESTIONS:

1.Why did Dow Chemical first adopt a matrix structure? What benefits did it hope to derive from this
structure?

-Dow Chemical first departmentalized matrix structure in light of the fact that there is a correspondence
stream in the middle of the multitude of divisions because of the double cooperation. Moreover, the
grid structure advances hierarchical adaptability, which permits an organization to exploit capacities,
creations, and geological components depending on the situation. In this challenge, Dow’s aim was to
work both neighborhood and worldwide (corporate)prerequisites all at once through this adaptable
practice.

2.What problems emerged with this structure? How did Dow try to deal with them? In retrospect, do
you think those solutions were effective?

·The primary issue that arose with this construction at Dow was the conflict and disarray because of
numerous detailing by the chiefs to their seniors. Every supervisor needs to report at least two
managers in each working region. Because of which, the creation reduces according to the assessment
of the organization and neighborhood clashes caused inside the association to control this conflict and
inward burden Dow initially made a little group of senior officials at the base camp to set the needs of
every business. In the wake of recognizing the needs, one of the three basics of the network capacity.
business and geographic region-was given a boss expert in dynamic. Which basics were assorted by the
kind of decision and the geographic region where the business was contending. Such adaptability that all
workers grasp what was going on in the remainder of the grid. Nonetheless, this was by one way or
another extraordinary, however the Dow was being profited by this training.

3.Why did Dow change its structure again in the mid-1990s? What was Dow trying to achieve this time?
Do you think the current structure makes sense given the industry in which Dow operates and the
strategy of the firm? Why?

-Dow changed the construction again in mid-1990s, to pull together on the lost

synthetic industry. In the year 1995, Dow chose to dispose of the grid structure and made a

globalized divisional construction by cutting the administration levels into little. The current

design bodes well over Dow activity and technique design totally. The reasons are: The current

methodology of the globalized divisional construction was group based testing and interaction,
where not faculty will be accused or adulated. The absolute group will be answerable for any

sort of achievement or disappointment. Here the target and vision will be splendid and clear.

there will be no rivalry and energy among representatives. A similar will follow up in the Interest

of the group. not for any individual advantage.

Chapter 6

Activities/Assessments:

A. ESSAY. ANSWER THE FOLLOWING QUESTIONS.

1. What is the nature of staffing and why It is important in an organization?

-Nature of staffing consists of six parts and these are important in organization because they play a vital
part in it.

1. Management function- is an administration work that chooses individuals at various situations to run
the association. While coordinating makes offices and positions, setting up guarantees that individuals
with wanted abilities and capacities involve these situations to add to hierarchical objectives.

2. Pervasive Function-People are the main resource that convert contributions to yields. Individuals are
selected at all levels (top, center, low) in every single practical region (creation, finance, advertising,
work force).Stamping guarantees that perfect people are selected at the right work with the goal that
the association can proficiently accomplish its targets.

3. Part of human resource management- Staffing is a significant piece of human asset to the board.
Human asset the board guarantees that skilled individuals perform hierarchical exercises. It manages the
arrangement of hierarchical exercises that draw in, create and keep a compelling labor force.

4. Deals with active resource - it manages the main asset (individuals) that changes over latent assets
(crude materials) into useful yields. It manages the live asset (individuals) without whom assets would
stay as assets as it were. They won't be changed over into outputs.

5.Attached with personnel department-managers seek assistance from the personnel department.
Personnel department is a service department that assists line managers in performing the staffing
function.

6. Continuous function - it is a consistent administrative capacity. Individuals continue to leave also,

Joining the associations. Offices and associations develop and, consequently, need for individuals
continue to emerge. Employing, preparing and remunerating Individuals (staffing)are, hence, constantly
performed by directors.

2.What are the different steps in the recruitment and selection process?

-Recruitment process is the initial phase in making a powerful asset base. The cycle goes through a
deliberate method beginning from sourcing the assets to masterminding and directing meetings lastly
choosing the right competitors. Recruitment and selection process proceed in these steps:
1.Recrultment Planning-is the initial step of the enlistment cycle. Where the empty positions are
investigated and portrayed. It incorporates work details and its temperament, experience, capabilities,
and abilities needed for the work, and so on an organized enlistment plan is required to draw in
expected up-and-comers from a pool of competitors. The potential competitors ought to be qualified.

experienced with a capacity to take the obligations needed to accomplish the

destinations of the association.

2. Strategy Development-Whenever it is known the number of and what kind of enlisted people are
required, genuine thought should be given to (a)make or purchase' workers (b) mechanical complexity
of enrollment and determination gadgets;(c) geographic appropriation of work markets containing
position searchers:(d) sources of recruitment; and (e) sequencing the exercises in the recruitment
measure.

3.Searching-is the cycle of enrollment where the assets are sourced relying on the prerequisite of the
work. After the enlistment methodology is done, the looking of up-and-comers will be introduced.

4. Screening-begins after finish of the way toward sourcing the competitors. Screening is the Interaction
of separating the uses of the contender for additional determination cycles. It’s anything but a
fundamental place of enrollment measure that adds in eliminating inadequate or unimportant up-and-
comers. which were obtained through sourcing.

5.Evaluation and Control-are the last stage during the time spent enlistment.in this cycle, the adequacy
and the legitimacy of the cycle and techniques are surveyed. Enrollment is an exorbitant measure; thus,
it is significant that the presentation of the enlistment cycle is altogether assessed.

3.What are the different ways or methods of training?

·The most known method is the On-the-Job training (OJT) where it is a reasonable way to deal with
obtaining new capabilities and abilities required for a task in a genuine, or near genuine, working
environment They leam working environment assumptions, gear activity, and some other expertise they
need to finish their task effectively. Next, is off the Job training where It happens when representatives
are detracted from their work environment to be prepared. Normal techniques for off-the-work
preparing include: Day discharge (representative goes on vacation work to go to a nearby school or
preparing focus) Distance learning/evening classes occurs when workers are detracted from their work
environment to be prepared. Normal techniques for off-the-work preparation Include: Day discharge
(representative goes on vacation work to go to a nearby school or preparing focus) Distance learning
/evening classes.

4.What is employee remuneration and discuss its Importance in an organization?

-Remuneration is the reward that comes from a business to a worker for administrations delivered or
work done by the representative. Remuneration is one of the motivators that are fit for setting off an
increment in the worker.

CASE DISCUSSION QUESTIONS

1.Discuss McDonald’s current situation from a human resource planning perspective.

-The human asset of the executives of McDonald’s covers an assortment of exercises. The term human
asset the executives has generally supplanted the older style word faculty which was utilized before.HR
the board inside McDonald’s the way to HR the executives is that it is viewed as an essential worry for
McDonald’s. Maybe than being essentially a specific capacity (as a faculty the board used to be), it’s
anything but a worry for all administrators. Chiefs across McDonald’s are being given obligations
regarding choosing, spurring, creating and assessing workers. All supervisors are subsequently taking on
human asset duties. Representatives are the main assets in McDonald’s, especially in making an upper
hand. The kinds of work covered by human assets the executives in McDonald’s are as per the following:
A strategy making job? building up significant approaches that cover the spot and significance of
individuals in McDonald’s. A movement assistance job, worried about taking care of individuals at
McDonald’s and their requirements. A supporting Job, concerned with assisting different chefs with
fostering their work. A haggling and arranging job, worried about going about as a middle person
between various gatherings and interests. A managerial job, worried about the installment of wages, the
oversight execution of wellbeing and security laws, and soon HR arranging like all organizations,
McDonald’s need the help of staff to complete the every day exercises identified with the idea of the
association.

2.Is McDonald’s taking the best approach to improve its employer brand? Why or why not? If you were
in charge of developing the McDonald’s employer brand, what would you do differently?

·Since the 1980s, passage level positions at McDonald’s had come to be related with low-paying Impasse
occupations. The expression” McJobs’ had become inseparable from low-glory, low-advantage, no-
future positions in the help or retail area especially at drive-thru eateries and retail locations. In spite of
the fact that the term was begun to portray occupations at McDonald’s, It was subsequently used to
allude to any low-status work where little preparation was required and laborers’ exercises were strictly
regulated. McDonald’s has attempted to support its business picture lately by further developing wages
and adding some worker benefits. A couple of years prior to made the ‘T’m cherishing it’ crusade, which
targeted a positive picture of the brilliant curves for representatives just as clients. The mission had
some impact, yet McDonald’s chiefs understood that an engaged exertion was expected to fight the
McJob picture.

3.Would the different recruiting tactics help McDonald’s attract more applicants? Why or why not, If so,
what tactics might be effective?

-Perhaps, they needn’t bother with it. All McDonald’s needs to do is run an Ad or land TV inclusion of
positions and thousands lineup. Then again, McDonald’s Isn’t wagering on its new mission to draw in
enough new representatives. For a long time, it's anything but a trailblazer in enrolling retired people
and Individuals with incapacities. The latest advancement at McDonald's UK, called the Famlly Contract,
permits spouses, husbands, grandparents, and kids beyond 16 years old to trade shifts without advising
the board. The game plan stretches out to living together accomplices and same-sex accomplices.

Chapter 7

Activities/Assessments:
A. ESSAY. ANSWER THE FOLLOWING QUESTIONS.

1.What is the nature of directing or leading and why is It Important in an organization?

-It is supposed to be an interaction wherein the supervisors train, direct and manage

the presentation of the laborers to accomplish foreordained objectives. Directing is supposed to

be the core of the executive’s cycle. Arranging, sorting out, staffing have no significance if

course work doesn't occur.

2.What is the difference between leading and managing? Explain

-Leading is tied in with motivating individuals to understand and have faith in the vision

you set for the organization and to work with you on accomplishing your objectives. While

managing is more about administering the work and guaranteeing the everyday exercises are

completing as they ought to.

3.What are the different theories of motivation?

-There are two types of motivational theories and they are Content theories and process theories. Under
content theories there are four categories it discusses.

1.MASLOWS HIERARCHY OF NEEDS-Talks about five categories that human needs and they are the
physiological needs, safely needs, love and belonging needs, esteem needs, and self-actualization needs.

2.HERZBERG MOTIVATION HYGIENE THEORY-is hypothesis is that removing factors causing

dissatisfaction in the workplace does not automatically cause satisfaction. He believes that employers
need to seek out factors which positively increase satisfaction.

3.MCCLENAD"S NEEDS THEORY-McClelland has identified three basic motivating needs: Need for Power,
Need for Affiliation and Need for Achievement and, along with his associates performed considerable
research work on these basic needs.

4.ALDERFER"SERG THEORY-Alderter"s ERG Theory is the extension of Maslow's Needs Hierarchy,

wherein the Maslow's five needs are categorized into three categories: Existence Needs, Relatedness
Needs, and Growth Needs.

While in process theories have three categories which are

1.VROOM"S EXPECTANCY THEORY-he believed that people are motivated to perform activities to
achieve some goal to the extent they expect that certain actions on their part would help them to
achieve the goal.

2.ADAM"S EQUITY THEORY-Employee gets de-motivated by the job and his employer in case his inputs
are more than the outputs. There are three types of exchange relationships that arise when individual
input/outcomes are compared with that of the other persons.
3.REINFORCEMENT THEORY-It is observed that people tend to repeat those activities which gives them
pleasure and avoid the activities with negative consequences.

4.What are the different styles of leadership and how it can affect the organization?

-Leadership style impacts the organization by affecting employee morale, productivity. decision-making
speed, and metrics. Successful leaders carefully analyze problems, assess the skill level of subordinates,
consider alternatives, and make an informed choice. The different styles of leadership are the ff:

Democratic Leadership

·Autocratic Leadership

Laissez-Falre Leadership

·Strategic Leadership

Transformational Leadership

Transactional Leadership

Coach-Style Leadership

Bureaucratic Leadership

5.What do you think will happen if communication in directing people within the organization is not
property utilized?

-Poor communication in the work environment can bring about disappointment, disarray and an
incredibly tense climate wherein individuals are not roused to be useful and are not enlivened to team
up. This absence of Inspiration would then be able to gush out over to how staff Individuals identify with
customers and expected clients.

CASE DISCUSSION QUESTIONS

1.How would you characterize the leadership style of A.G. Lafley-people-oriented or task-oriented?

-Lafley's administration style is not too far off at the top; he is a pioneer who trusts in listening as
opposed to giving talks. Lafley's is a position of safety. insightful business visionary Who accepted that
his representatives are fit for accomplishing grand objectives. Alley’s is a persistently quiet individual
with an aware way that forms trust inside workers.

2.What leadership competencies does A.G.Lafley have? What competencies often associated with
strong leaders does he seem to lack?

-Lafley Is too diplomatic to name his problematic predecessors, but I’ll tell you who they were because I
knew them all: CEOs Ed Artzt and Durk Jager were as hard-driving as leaders come and intimidating too.
They knew how to line up followers. But inspire the troops to become leaders? They struggled to do
that. And another CEO In between the Artzt and Jager regimes, John Pepper, was well-liked but not
tough enough. So, P&G had lurched through leaders who just weren't right-until Lafley surprised
everyone. He understood the power of a consistent
message. His mantra for nine years: ‘The consumer is boss."

3.How did Lafley go about shifting the strategy and culture of P&G? Would you characterize Lafley as a
transformational leader or a transactional leader?

-The most recent innovation at McDonald's UK, called the Family Contract, allows wives, husbands,
grandparents, and children over the age of 16 to swap shifts without notifying management The
arrangement extends to cohabiting partners and same-sex partners. The Family Contract is potentially a
recruiting tool because family members can now share the same job and take responsibility for
scheduling which family member takes each shift. He is transformational leader.

4.What does the story of A.G. Lafley tell you about the attributes and style of effective leaders?

-He also told managers to focus on telling customers what the brand could do for them rather than the
attributes of the product; so. the mission for Pampers changed from-making the driest diapers]to-
helping moms with babies' development. The result Pampers gained market share against longtime rival
Kimberty-Clark.

Chapter 8

Activities/Assessments: A. ESSAY. Answer the following questions.

1.What is the nature of controlling and how do managers exercise control?

-Nature of Control is a Function of Management dependent on Planning. Extent of control is an essential

objective arranged errand of the executives in an organization. Control is a Dynamic Process. Control Is
an essential objective arranged capacity of the executives in an organization. It's anything but an
Interaction of directing and estimating current execution. In controlling. We contrast genuine execution
with standard execution. In the wake of preparation. putting together, staffing and coordinating. the last
administrative assignment of deciding if arranged exercises are being completed.

2.What is the relationship between planning and controlling?

-Planning and controlling are identified with one another. Planning lays out the objectives for the
association and controlling guarantees their achievement Planning chooses the control interaction and
controlling gives a sound premise to Planning. In all actuality arranging and controlling are both ward on
one another.

3.What is the difference between controlling methods and techniques?

-Feedforward, Input and simultaneous controls are likewise sorts of the management control methods.
Controlling aides the administrators in wiping out the hole between associations' genuine execution and
objectives. Controlling is the cycle where genuine management is contrasted and the organization
guidelines while controlling techniques guarantees that there is viable and proficient use of
authoritative assets in order to accomplish the arranged objectives. Controlling measures, the deviation
of real execution from the standard presentation, finds the reasons for such deviations and helps in
making restorative moves.

CASE DISCUSSION QUESTIONS

1.What kind of control systems does Lincoln Electric rely on to generate high employee productivity?

-Lincoln's success has been based on extremely high levels of employee productivity. The company
attributes its productivity to a strong organizational culture and an incentive scheme based on
piecework.

2.Can you think of any possible unintended consequences of an incentive pay system based on piece
work? How does Lincoln guard against these unintended consequences?

-An obvious disadvantage to Incentive-based pay and one that resonates through other disadvantages is
that there's too much focus on financial reward and not enough focus on other aspects of work. Too
much focusing on financial reward can overshadow the developmental needs of an employee. He made
sure that all who worked for the company were treated equally.

for example, everyone ate in the same cafeteria, there were no reserved parking places for

managers, and so on. Lincoln also believed that any productivity gains should be shared with

consumers in the form of lower prices, with employees in the form of higher pay, and with

shareholders in the form of higher dividends.

3.Do Lincoln's control systems match the strategy of the enterprise? How?

-Indeed, Lincoin's control frameworks coordinate with the technique of the endeavor.

The representatives have a motivation to try sincerely and to create developments that support

item yield, which impacts their degree of pay. Workers at Lincoln's production lines procure in

excess of 50% more than tantamount positions nearby alongside rewards. Indeed, even with a

more significant salary to representatives Lincoln actually has cheaper construction than

contenders.