THIS BOOKLET IS VALID ONLY FOR
SEMESTER TWO OF THE 2020-2021 ACADEMIC YEAR
00010034
EXAMINATION ANSWER BOOK
This script will be marked anonymously. Please complete CANDIDATE / EXAMINATION DETAILS but do not start writing anywhere
else until the start of the examination is announced by the invigilator. Please show your student identity card upon request. It is
student’s responsibility to fill in the details fully and accurately.
CANDIDATE / EXAMIMNATION DETAILS
University of Westminster Student ID Number:
00010034
WIUT Student ID Number:
Course:
4BABM
Date:
07.05.2021
Module Code:
4MNST001C
Module Title:
IMOB
QUESTIONS ANSWERED
REGULATIONS FOR CANDIDATES
PLEASE READ CAREFULLY
Write in the first column only the numbers of the questions
attempted in the order in which you attempted them.
1.
Question
Number
2.
3.
EXAMINER USE
CANDIDATE
USE
Internal
Examiner
Internal
Examiner
External
Examiner
Agreed
Marks
4.
5.
5.
6.
7.
8.
9.
11.
12.
Total
Initials
13.
14.
You are warned that any breach of the rules is likely to result
in severe penalties including suspension of studies or
exclusion from WIUT.
You must show your WIUT student identity card upon request..
You are not allowed to leave during the first 30 minutes or the
last 15 minutes of the examination.
All mobile phones and other electronic devices must be
switched off.
If you are caught cheating in the examination, you will most
probably get zero marks. If you have any revision, you have a
chance to remove them before the start of the examination
without being penalized.
You may use blue or black pen only. Any answers written in
pencil may not be marked.
You must not commence writing, other than to complete
identification details on the answer book, until the start of the
examination is announced.
You are not allowed to talk, to whisper or to turn around - all of
which are academic misconduct and may incur a penalty. You
will be given a single written warning only for such kind of
misconduct; should you do any of these things again you will
be reported to the Academic Misconduct Panel.
You may NOT use whiteout/correction fluid or disappearing ink
pen. Possession of this constitutes an academic misconduct.
If you make a mistake, simply draw a line through the mistake
with pen and continue
If you have not come to the examination properly prepared,
you must make do with what you have brought with you.
If you are found to have any unauthorized materials during the
examination this will constitute an academic misconduct and
you will be reported to the Academic Misconduct Panel.
You must not leave your place without the permission of the
invigilator.
If you do not feel well enough to complete the examination you
should leave the room and submit a Mitigating Circumstance
claim for non-attendance.
When the invigilator announces the end of the examination you
must stop writing, remain seated and silent until all scripts have
been collected and counted and until you are dismissed by the
invigilator.
-1-
THIS BOOKLET IS VALID ONLY FOR
SEMESTER TWO OF THE 2020-2021 ACADEMIC YEAR
00010034
Section A
Question 1
Diane Owen applies Laissez-Faire leadership style.
Leadership theories covered in the module:

Transformational theory

Transactional theory

Trait theory

Contingency theory
It is used transactional leadership philosophy to clarify Diane's leadership style. According to
this theory, transaction managers exaggerate detailed and short-term standards, as well as
standard rules and procedures. Transactional leadership philosophy emphasizes proactive
leadership and operating within the organizational community. This style of leader motivates
followers by advancing their own agendas, and using incentives and penalties to encourage
subordinates to accomplish organizational objectives. The exchange between leader and
employee involves four dimensions:
Conditional remuneration: Operations managers attach objectives to compensation,
establish specific expectations for staff, offer adequate benefits, establish general goals, and
demonstrate various promotion mechanisms for meeting those goals.
As this example demonstrates, Owen seeks to keep employee loyalty up by
including profit-oriented bonuses and equity ownership plans for workers who have earned
32 % of the company's shares over the last decade.
The delegation of authority theory states that the administration should build an
environment in which workers have a variety of choices and the right to make their own
decisions.
"Handing over roles to others was a big relief for me," says Diane Owen, who has
allowed her staff more control and control. Owen's staff have a variety of job options. In
favor of collegiality and informality, formal partnerships are avoided. There is no simple
division of roles in this situation, because everybody knows what they are capable of.
-2-
THIS BOOKLET IS VALID ONLY FOR
SEMESTER TWO OF THE 2020-2021 ACADEMIC YEAR
00010034
Important decisions are taken at Owen Healthcare by working parties, making team
training official. They identify their concerns, identify and prioritize objectives and the
process of meeting these objectives, and assign a budget.
Question 2
As one of the most essential elements Diana used open communication. Successful
coordination is essential for sustaining employee morality and commitment at all levels
during times of leadership development and day-to-day activity. Patterns, procedures and
timeliness affect communication. Communication is a fundamental feature of any complex
corporate system and is without question one of its main facets (TQM).
Open coordination in staff confidence maintenance. Staff and management may shape
unified teams by good coordination, reducing needless rivalry and encouraging staff to work
together. Owen's care centers need to consider these quality management concepts before
applying quality control procedures.
For instance, for particular purposes that can increase the efficiency of an organism, a
methodological approach explains the discovery, study and management of a series of linked
processes. Quality staff are successfully qualified in these situations and form temporary
teams to identify and address challenges and issues that require the company to shut down if
they are not resolved and they form the foundation of the company.
The company's absolute commitment is the crucial consideration. No company will
improve efficiency, increase operations volumes, and increase income without the complete
cooperation of all parties. The general strategy and priorities should be taken into account.
The medical staff describe the contribution any person makes to the finished product and
respect it.
Diane stresses that each department and individual is accountable for their actions in
this case study and empowers them to deal with problems and concerns when they emerge.
Encourage staff to assess their own goals and preferences for their performance and to make
the adjustments they need to enhance their workflow. Enhance employee trust and
stakeholder confidence by recognition of achievements and best performances.
-3-
THIS BOOKLET IS VALID ONLY FOR
SEMESTER TWO OF THE 2020-2021 ACADEMIC YEAR
00010034
Question 3
The list of organizational change:

Structure

Authorities Relationship

Coordinating mechanism

Job redesign

Spans of control

Technology

Work Processes

Work methods

Equipment

People

Attitudes

Expectations

Perceptions

Behaviour
Aspects the forces of change: External and Internal
External Forces:
I.
Marketplace
II.
Government laws and regulations
III.
Technology
IV.
Labor Market
V.
Economic changes
Internal Forces:
I.
II.
Changes in organizational strategy
Workforce changes
III.
New equipment
IV.
Employee attitudes
The system of coordination, the authority, the working process and the actions of the
organisation have changed. John kept his firm iron-handed, while Diana worked on
-4-
THIS BOOKLET IS VALID ONLY FOR
SEMESTER TWO OF THE 2020-2021 ACADEMIC YEAR
00010034
partnering and other issues. It is said. She switched to other trustworthy associates and
gradually changed the company's management. They were empowered and influenced by
Diana. This raises workers' value for the company and the company. The management style
and projects of Diane Owen have paid off. Profits have started to increase and 90% of Owen's
customers have re-opened work.
Section B
Question 1
In this situation, the Perkins said that they had to maintain the property of the family,
where they both serve as executives at the moment. When this business was founded, both
partners were already optometrists. In essence, Specsavers is a family company that holds
relevant family traditions, seeking as much as possible to uphold those ideals. The group is
aiming to extend its operations so that new businesses are regularly opened and thus highly
skilled employees are required.
The department stores use a "joint partnership" arrangement. Specsavers stores run
under the principle that "all Specsavers customers are our customers," unlike many franchised
businesses. This means that the same service is provided to a customer from one of the
Specsavers branches. This arrangement varies from the own actions of Specsavers in the
franchising firm and from the sale under the franchise agreement of goods and services.
Mostly each business branch pf the company has its own franchise company that is
consistent with foreign principles. This working model concentrates on the outcomes and
hard work, as everyone dies for their own work. At least one optician must be able to verify
any store's vision. This represents a huge benefit for the reputation of the network and helps
to evolve as a company leader.
Because the majority of Specsavers retail stores have a hierarchical structure, the top
of the hierarchy has the greatest control. This style of command and structure will slow down
and distort any knowledge that passes over the chain. There are many layers and areas of
impact in a high-rise building, for example. The correspondence is generally slow, and the
precision of the details cannot be assured, because of the vast number of intermediaries. In
order for the retail as well as the clinical side to provide a healthy relationship, Specsavers
should apply direct contact lines. A flatter system with less layers and more span of control is
recommended.
-5-
THIS BOOKLET IS VALID ONLY FOR
SEMESTER TWO OF THE 2020-2021 ACADEMIC YEAR
00010034
Question 2
A job description is a document that outlines the roles and duties of a specific role.
This paper outlines all of the roles and obligations, as well as the working conditions. During
the selection process, the job description aids in determining the duties of the position and
selecting the right choice for it. Job standards assist HR departments with planning and
curriculum development.
HR experts look at job descriptions to determine the most relevant qualities that
employers need so that these subjects can be covered during preparation. Training may be
required for specific occupations, departments, or organizations. Human resources policies
and practices can assist in determining which types of preparation are required for specific
applicants.
In the following scenarios, there could be difficulties:
• Senior executives' job qualifications could be inadequate to respond to and explore
emerging business areas.
• Job demands in a growing company, particularly one that is subject to rapid technological
change, can be too restrictive.
• Other improvements to the message's content can obviate the need for the context.
• The firm's method for generating job conditions can be unreliable.
Employees with specialized experience in a specific field are essential for Specsavers,
as they are for every other business. This is required in order to keep individuals accountable
for their acts. As a result, the organization profits from delivering excellent support to each
client and assisting them in meeting all of their demands, allowing them to accomplish all of
their objectives. Specsavers does this by creating a job listing that allows suitable applicants
to be chosen for each position based on the appropriate credentials and entrance
requirements.
Both specialized employees are dispatched to this agency to assist in meeting the
needs of their clients, thus strengthening the organisation and instilling high levels of
confidence in their customers.
-6-
THIS BOOKLET IS VALID ONLY FOR
SEMESTER TWO OF THE 2020-2021 ACADEMIC YEAR
00010034
Question 3
The acronyms for SWOT are Strengths, Weaknesses, Opportunities, and Threats,
respectively. A SWOT analysis is a technique for assessing a company's productivity and
developing growth strategies. Internal and external considerations, as well as present and
prospective prospects, are all included in the SWOT review.
SWOT analysis is a tool for presenting a balanced, evidence-based, and data-driven
picture of an agency's, initiative's, or field's strengths and weaknesses. Through removing
preconceived assumptions or grey areas and focusing only on evidence, an organisation may
ensure the study's validity.
There are some drawbacks of using Specsaver. One of them is permormance.
Scepsaver operates at a high degree of productivity. The company's founders are both
optometrists. They are well-versed in their profession and hold a host of certifications. The
owners have a wealth of expertise in the optical industry. For eg, one has informed and
educated a variety of contact lens classes. The new managers have been named Optical
Company of the Year and Best Practice Mentor of the Year. This is just one indication of the
workers' candor. The owner of the business, other staff, and vendors are all in the same boat.
Specsavers' financial condition is stable. Sales have plateaued, but average
productivity has increased. The company's offices and buildings are brand new, cutting-edge,
and practical. The employees are highly motivated and well-trained.
The company's global and regional presence, profitability, strong financial
performance, appealing brand profile, flawless partnership with founders, and functional
mission division are all assets.
-7-