HRM627 GDB No. 3 solution

Semester “Spring 2011”

“Human Resource Development (HRM 627)”

This is to inform that Graded Discussion Board (GDB-2) will be opened according to the following schedule

Opening Date and Time:
30th June , 2011 At 12:01 A.M. (Mid-Night)

Closing Date and Time: 04th July , 2011 At 11:59 P.M. (Mid-Night)

Topic/Area for Discussion
“Minority discrimination”

Note: The discussion question will be from the area/topic mentioned above. So start learning about the topic now.

Topic & Question


We are all familiar with ‘Eunuch’ (Urdu: Khawaja Sra) people. Their positions have deteriorated to be considered as ‘socially outcast’, ‘unwanted people’, subjected to mockery, ridicule and derogatory. Are they not human? Even it is impossible to completely end the discrimination against them.

In your point of view what steps government should take in reducing the humiliation against them and promoting their welfare?
Give Four Suggestions.


Word limit: should be less than 100 words

SOLUTION:
Though the presence of khawaja sara in our society is not a new idea, and they are accepted in a few designated roles like entertainers, dancers, beggars or sex workers. Law is also silent on this discrimination; although the basic human rights mechanism in national laws does protect everybody without discrimination.

1. State should start public awareness program regarding the discrimination of minority

2. Elimination of gender column from the ID card form could help them to become honorable society members

3. Quota in jobs and education can help to decrease this type of minority discrimination but surly after public awareness

4. Using media to negate the negativism about khwaja saras from society will help to elicit the discrimination

MGMT628/HRM628 GDB 2 Idea Solution

LEADING AND MANAGING CHANGE

Introduction:
“Lay-off” is one of the most intricate ways an organization deals with financial, political and/or structural changes. The management has to face resistance, low quality work, concerned employees, rumors, employee dissatisfaction and, the most serious of all, loss of skilled workers. Following are some statements of troubled employees that management generally comes across:
1. “Top management thinks they can run the company alone. We keep asking them the reason of laying-off such talented people, who were once considered the threshold of the organization. All they provide us is with diplomatic and politically correct statements. Some people are saying they want to kick us out and hire their own family and friends, others are saying the company is closing down. We don’t understand the reason and we don’t know what will happen in the future.”
2. “We should have at least been consulted. We have given a large part of our lives to this company and we deserve to be a part of every decision that involves us and our future. The company’s values have been high-level employee participation and time and again our management has also empowered us to make decisions; they should have at least kept that spirit alive.”
3. “My manager never listened to me in the first place. I came to her office one day to confront her on the decision and she gave me 100 reasons why I was wrong and she was right. We are dedicated and experienced people and we know this business more than our management. The least they can do is listen to us and respect our opinion.” Address

Question:
Consider yourself an OD Practitioner and analyze these three statements depicting resistance to change. Identify which strategy you would use to deal with each situation.

Ans:
For 1st situation strategy is Communication
For 2nd situation strategy is Participation and Involvement
For 3rd situation strategy is Empathy and Support

HRM627 (GDB # 02) Idea Solution

Discussion Question

There are different sectors in economy i.e. public, private and voluntary sectors. And in public sector, there are numerous types of organizations. Following are some commercial criteria for the public sector organizations. You are required to identify the subtype of the organization along with who takes the decisions in each subtype. Fill the empty boxes by specific answers relevant to those particular criteria.

S No.	Commercial Criteria	Sector Subtype	Decision Taken By
1	Commercial criteria depends upon the type of business and nature of task	Partial Outsourcing	Government/Management
2	Expected to operate according to commercial criteria	Publicly owned Corporations	Management/Themselves
3	No specific requirement to meet commercial success criteria	Direct Administration	Government

HRM627 Assignment No. 1 solution

Human Resource Development (HRM627)

Assignment No. 1 Marks: 15

Following are some scenarios for which you are provided with illustrations. You
are required to “NAME” what concept has been portrayed in each case; and also
brief characteristics of that particular concept.

Note: Only in the case of Assignment, 24 Hrs extra / grace period after the due date is usually available to overcome uploading difficulties which may be faced by the students on last date. This extra time should only be used to meet the emergencies and above mentioned due dates should always be treated as final to avoid any inconvenience.

Important Instructions:
Please read the following instructions carefully before attempting the assignment solution.

S. No. Scenario Illustration Concept
Characteristics of
identified
concept
1.
Ali arrives late at office and is threatened by his manager for this. Although his
manager himself does not care about time and always reaches late in meetings etc. In most organizations the boss can interrupt progress to hold an unplanned meeting in the middle of the work day; some bosses schedule a meeting for a specific time and expect all involved parties to be punctual.

2.
Mr. Sajid (the boss) thinks that most employees in his organization are only out for themselves, and their sole interest in the job is to earn money. Employees are assumed to put their individual concerns above that of the organization for which they work.

3.
Sara desires to work on a math equation, because a challenge of finding a solution provides sense of pleasure to her. Writing short stories because you really enjoy writing them, reading a nonfiction book because you are inquisitive about the topic.

Deadline:
• Make sure that you upload the solution file before the due date. No
assignment will be accepted through e-mail once the solution has
been uploaded by the instructor.

Formatting guidelines:
• Use the font style “Times New Roman” and font size “12”.
• It is advised to compose your document in MS-Word 2003.
• Use black and blue font colors only.

Solution guidelines:
• Use APA style for referencing and citation. For guidance search
“APA reference style” in Google and read various website
containing information for better understanding or visit
http://linguistics.byu.edu/faculty/henrichsenl/apa/APA01.html
• Every student will work individually and has to write in the form of an analytical assignment.
• Give the answer according to question, there will be negative marking for irrelevant material.
• For acquiring the relevant knowledge don’t rely only on handouts
but watch the video lectures and use other reference books also.

Rules for Marking
Please note that your assignment will not be graded or graded as Zero (0) if:
• It has been submitted after due date
• The file you uploaded does not open or is corrupt
• It is in any format other than .doc (MS. Word)
• It is cheated or copied from other students, internet, books, journals etc.
BEST of LUCK!

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Solution:

1. Critical parent ego
2. Adapted child ego
3. Natural child ego

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1. Critical Parent Ego State
When you behave and respond with evaluative responses that are critical, judgmental, opinionated, demanding, disapproving, disciplining, and so on, you are in critical parent ego state. People in the critical parent ego use a lot of do’s and don’ts. Managers using the autocratic style tend to be in critical parent ego state because they use high task/directive behaviour

2. Adopted Child Ego State
When you behave with confronting responses that express rebelliousness, pouting, anger, fear, anxiety, inadequacy, procrastination, blaming others, and so on, you are in adapted child ego state. Managers should avoid behaving from the adapted child ego state because this type of behavior often leads to the employee becoming emotional and behaving in a similar manner. When managers are transacting with an employee in this ego state, they should not react with similar behavior, but should be in the adult ego state.

3. Natural Child Ego State
When you behave and respond with probing responses that shows curiosity, intimacy, fun, joyfulness, fantasy, impulsiveness, and so on, you are in natural child ego state. Successful managers do not tend to continuously operate from the natural child ego state

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HRM624 Assignment No. 1 Solution

Conflict Management (HRM624)

Assignment No. 1 Marks: 10

Knowledge Sharing

(Case Study)

Knowledge sharing is the blessing for any organization but specifically for research and academic institutions, where concepts, theories and knowledge generation are the best sources of Human Resource Development. Here is a case of an organization in which a very constructive and productive activity is converted into a useless and downbeat activity. All employees of this organization have started an activity of daily presentations and magazine.

The main objective of this activity is to improve the communication and presentation skill of an individual. But they have observed that the By-Product (Knowledge Sharing) of this activity becomes more fruitful and more dominating as compared to the main objective of this activity.

Now people are more concerned in attending the presentation and this builds a responsibility on presenter to make presentation more fruitful and better than before. This situation is ideal for presenter, people who are attending the presentation as well for the organization During this time, some of the culprits among employees try to deceive the management by writing their names on presentation attendance sheet but actually they left office for the entire period of session. This creates trouble and management takes a decision that nobody is allowed to get entrance in the presentation without prior intimation. For that purpose, different groups are made by the management and this division is random, without any logic and irrational. Also people are not allowed to attend any presentation of other group. Complicated procedure of intimation, emails, perplexity among supervisor, creates a chaotic situation. As a result, in the presentation of very able and senior most people, only five people were there.

All know the fact that, before the implementation of this new policy, presentation room used to jam-pack. It is very sad situation for so many people who are supporting this new idea of presentation. But some of the advisors of higher management do not want this activity to run smoothly because they don’t have the capability to participate. Now at this stage two pools are formed, one is supporting the old practice of knowledge sharing with “open doors” (comprises of more than 96% of the total work force) and second group, which is very small group of people (4% of the total work force) is in the favor of this new practice. Note that there are some people who are in favor of old practice of “open doors” but they have no courage to express their feelings. But after informal interviews and group discussions, they show their consent of being a part of larger group.

With the passage of time, majority get frustrated and they start feeling so many related which are not highlighted ever before. Like one of the employee highlighted the discrimination while selecting the best presenter. Also people start criticizing the criteria and its transparency. Some of the employees have reservation on the participation and topic selection. Some are saying that few people are manipulating whole situation in their favor and get benefited. Some are raising the issue of EEO (Equal Employee Opportunity). So there are lots of other issues raised (which did not exist ever before) after this new policy. One can say that this is the retaliation and in the response of this “Close Door” phenomena.

When people were asked about the solution of this issue, majority suggest that those culprits should be highlighted and punished rather to make new policy which is not acceptable for the majority of the people. They said that punishing whole organization due to malicious activity of few people is not fair. This creates a mind set that all employees are deceptive and they are being punished. But that’s not the intention of the higher management.

Question:

Consider yourself as the higher management of the organization, what will you do to resolve this conflict? Either to continue this practice of “Close Door” policy or go with the majority who is in the favor of “Open Door” policy. Give solid reasons to support your answer.

Note: Try to write your choice clearly (in bold) at the top and then write reasons in the bulleted form. Please note that your choice and supporting points should be rational and brief. Unnecessary details will result in marks deduction.

Schedule

Opening Date and Time January, 24, 2011 At 12:01 A.M. (Mid-Night)

Due Date and Time January, 28, 2011 At 11:59 P.M. (Mid-Night)

.............

Solution:

Consider yourself as the higher management of the organization, what will you do to resolve this conflict? Either to continue this practice of “Close Door” policy or go with the majority who is in the favor of “Open Door” policy. Give solid reasons to support your answer.

I am in the favor of open door policy.

Reasons are as follow
· In open door policy, employees have direct access to the senior executives
without going through several gatekeepers.

· In open door policy, presentation room used to jam-pack. But in close door, few peoples are attending the presentation, and employees have so many complain after that.

· Because of the close door policy, a very constructive and productive activity is
converted into a useless and downbeat activity.

· In open door policy every manager's door is open to every employee. Open door policy encourages open communication, feedback, and discussion about any matter of importance to an employee.

· This productive activity should not be restricted with close door activity because of few culprits, who deceive managers by not attending presentations.

· When a company has an open door policy, employees are free to talk with any manager at any time.

· Open door policy helps to develop employee’s trust.

· Open door policy is the best method to immediately solve the problems of the employees.

· As in the higher management of the organization, I have to think about my employee’s suggestion as most of them supported open door policy.

....................

One more Idea solution

Open-door policy
An open-door policy (as related to the business and corporate world) is a policy in which a manager, CEO, president or supervisor leaves their office door "open" in order to encourage communication with the lower employees of that company. As the term implies, employees are encouraged to stop by whenever they feel the need to speak. Such a practice is viewed as a morale booster by letting employees feel as if they're able to openly speak with their boss about numerous issues face-to-face, rather than by other means, such as e-mail or voice mail.

Close Door Policy
Time is money, and hence when you have time you want to make use of most of it as much as possible. The amounts of hours we have in a day are very limited, so those who want to achieve something in life will treat time as such, PRECIOUS. But sometimes, unforeseen occurrences happen to interrupt our activities of the day.

Even so, there are other incidences we can avoid. For example, one of your valued customers may just decide to pop in to simply say hello or a long lost friend may have arrived in town and then decides to pass by your office during working hours. While at it, some of these kinds of unexpected visitors, might have long stories of what they have been up to of late hence disrupting your schedule.

The big question is how do you avoid this and still not risk losing a valued customer or appear to be rude to a friend. The secret is to draw a line from the start by applying the closed door policy especially when you do not want disruptions. Alert the secretary or colleagues whenever you want to avoid interruptions. You can decide not to pick phone calls or attend to any visitor. During this time ask the receptionist or colleague to take down your messages, marking the urgent ones.

Note that five minutes of disruption can affect a whole days input and hence affect the general

Question:Consider yourself as the higher management of the organization, what will you do to resolve this conflict? Either to continue this practice of “Close Door” policy or go with the majority who is in the favor of “Open Door” policy. Give solid reasons to support your answer.

Note: Try to write your choice clearly (in bold) at the top and then write reasons in the bulleted

I am in the favor of Open-door policy because of the following reasons

• This style is more open, more talents are attracted to the pool. The style will flourish and enrich
• Encourage open communication, feedback, and discussion about any matter of importance to an employee
• Employees are free to talk with any manager at any time
• By helping to solve problems, managers benefit by gaining valuable insight into possible problems with existing methods, procedures, and approaches
• Company's employees have the opportunity at all times, through the open door policy, to be heard.
• Addressing grievances or complaints should be handled very carefully
• The preferred method to immediately solve the problems of the employee.
• Open door policy focuses on majorities interests
• This policy involve in devoting the full consideration on work
• It’s a very constructive and productive activity

..............

Mgmt625 HRM625 Assignment No. 2

CHANGE MANAGEMENT (MGMT625)

Assignment 2

Marks: 20

Due Date: January 14, 2011

Introduction:

To implement a change strategy, the management must adopt some tactics to overcome the ‘resistance to change’. In this assignment, you are required to identify such tactics and approaches that can be used in various situations.

Question:

Identify a specific tactic for each of the following situations (given in table). Also, briefly describe the advantage and disadvantage of each tactic.

Situation

Tactic to be used

Advantage

Disadvantage

Where there is lack of information or inaccurate information among employees.

Where the initiators do not have all the information they need to design the change, and where others have considerable power to resist. Where some ***** will clearly loose out in a change, and where that ***** has considerable power to resist.

Where speed is essential and the change initiators possess considerable power.

Where other tactics do not work or are too expensive.

Note:

Submit your assignment only in the above given format.

HRM627 Online Latest Quiz

Quiz Start Time: 01:07 PM

Time Left 80

sec(s)

Question # 1 of 15 ( Start time: 01:07:27 PM ) Total Marks: 1

Which of the following revolves primarily around the private sector controlling industry?

Select correct option:

Secularism

Capitalism

Socialist

Liberalism

Quiz Start Time: 01:07 PM

Time Left 79

sec(s)

Question # 2 of 15 ( Start time: 01:08:27 PM ) Total Marks: 1

Gestures, facial expression and body movements are all part of:

Select correct option:

Facilitation

Encoding

Posturing

Nonverbal communication

Quiz Start Time: 01:07 PM

Time Left 87

sec(s)

Question # 3 of 15 ( Start time: 01:09:00 PM ) Total Marks: 1

The power exercised by the surgeon is an example of ___________.

Select correct option:

Referent power

Expert power

Legitimate power

Coercive power

Quiz Start Time: 01:07 PM

Time Left 87

sec(s)

Question # 4 of 15 ( Start time: 01:09:27 PM ) Total Marks: 1

In Gini coefficient, 1 corresponds to ________________.

Select correct option:

Inequality

Perfect inequality

Equality

Perfect equality

Quiz Start Time: 01:07 PM

Time Left 69

sec(s)

Question # 5 of 15 ( Start time: 01:10:49 PM ) Total Marks: 1

The National Education Policy 1998 has included many elements and strategies for improving quality at____________.

Select correct option:

Higher level

Tertiary level

Elementary level

Adult Level

Quiz Start Time: 01:07 PM

Time Left 87

sec(s)

Question # 6 of 15 ( Start time: 01:11:48 PM ) Total Marks: 1

___________ can have good effect on our mental state.

Select correct option:

Positive words

Toxic words

Caustic words

Negative words

Quiz Start Time: 01:07 PM

Time Left 79

sec(s)

Question # 7 of 15 ( Start time: 01:12:15 PM ) Total Marks: 1

The HDI measures the average achievements in a country in all the basic dimensions of human development EXCEPT:

Select correct option:

Long and healthy life

Culture

Knowledge

Standard of living

Quiz Start Time: 01:07 PM

Time Left 73

sec(s)

Question # 8 of 15 ( Start time: 01:13:46 PM ) Total Marks: 1

Degree to which people like or dislike themselves is:

Select correct option:

Self-esteem

Self-monitoring

Locus of control

Stereotyping

Quiz Start Time: 01:07 PM

Time Left 88

sec(s)

Question # 9 of 15 ( Start time: 01:14:23 PM ) Total Marks: 1

In Pakistan, about how many schools are located in rural areas?

Select correct option:

30%

85%

71%

60%

Quiz Start Time: 01:07 PM

Time Left 88

sec(s)

Question # 10 of 15 ( Start time: 01:15:12 PM ) Total Marks: 1

Which country tops the list of South Asian countries in terms of the Human development Index?

Select correct option:

Africa

Bangladesh

Sri Lanka

India

Quiz Start Time: 01:07 PM

Time Left 87

sec(s)

Question # 11 of 15 ( Start time: 01:16:21 PM ) Total Marks: 1

Which type of development is required in bringing order, discipline and peace into life?

Select correct option:

Ethical and democratic

Financial and economic

Moral and spiritual

Nutritional

Quiz Start Time: 01:07 PM

Time Left 88

sec(s)

Question # 12 of 15 ( Start time: 01:17:30 PM ) Total Marks: 1

The component of an attitude that refers to an intention to behave in a certain way toward someone or something is called:

Select correct option:

Affective component

Environmental component

Cognitive component

Behavioral component

Quiz Start Time: 01:07 PM

Time Left 83

sec(s)

Question # 13 of 15 (Start time: 01:18:20 PM ) Total Marks: 1

Which type of managers take less time to make their decisions and less information in making their choices?

Select correct option:

Rational mangers

Low risk taking managers

Efficient managers

High risk taking managers

Quiz Start Time: 01:07 PM

Time Left 88

sec(s)

Question # 14 of 15 (Start time: 01:18:43 PM ) Total Marks: 1

When we show interest, understanding and fun, we are in which following state?

Select correct option:

Parent ego state

Adapted child ego state

Adult ego state

Natural child ego state

HRM627 GDB Solution

Following are some characteristics of organizational structures. Identify whether it is Mechanistic or Organic, also justify it with a valid reason.

Serial No. Structure’s Characteristics Options Right AnswerReason 1 Extensive use of policy & Standard working Procedures Mechanistic/Organic 2. Right to manage tasks is delegated.

Mostly communication is lateral Mechanistic/Organic 3. Persistence on devotion to the concern and respect to superiors as a condition of membership. Mechanistic/Organic 4. Information and suggestions rather than commands and decisions. Mechanistic/Organic

1.mechanistic 2.organic 3.mechanistic 4.organic the differece between both is this that in mechanistic orders are to be followed and standard are made by managment. in organic workers are alloted with task as they can do theirself and cross communication is permitted in mechanistic just vertical.delgation are ther

HRM611 GDB Solution

Discussion Question

A realistic approach to understanding conflict management styles is to divide them into two broad types: collaborative (win-win) versus competitive (win-lose).

Issue:

You are supposed to tell which type of conflict will arise in following situation and what will be the aftereffects if it will not be resolved.(word limit: maximum 150)

Situation:

"The sales team of the toys manufacturing company claimed that they made the boost sales in the current year than previous years so there should be extra bonuses for their welfare and encouragement but management is not ready to announce extra bonuses according to the efforts of sales team."

Solution:-

Here is the Idea Solution:

Type of Conflict:-

In this situation competitive conflict (win-lose) will arise as staff demands more bonuses after they claim increase in the sales and management is not prepared to announce more bonuses.

Aftereffects:

A competitive process will most likely have the following effects on the parties:

Communication is obstructed as the conflicting parties try to gain advantage by misleading each other through false promises and misinformation. Communication is ultimately reduced as the parties realize they cannot trust one another's communications as honest and informative. "Obstructiveness and lack of helpfulness lead to mutual negative attitudes and suspicion of one another's intentions. One's perceptions of the other tend to focus on the person's negative qualities and ignore the positives."

The parties are unable to effectively divide their work and end up duplicating efforts. When they do divide it, they continuously feel the need to check each other's work.

Ongoing disagreement and critical rejection of ideas reduces participants' self-confidence as well as confidence in the other parties.

The conflicting parties seek to increase their own power and therefore see any increase in the other side's power as a threat.

The competitive process fosters the notion that the solution of the conflict can only be imposed by one side on the other. This orientation also encourages the use of coercive tactics such as psychological or physical threats and/or violence. This process tends to expand the range of contested issues and turns the conflict into a power struggle, with each side seeking to win outright. This sort of escalation raises the motivational significance of the conflict for the participants and makes them more likely to accept a mutual disaster rather than a partial defeat or compromise.