Human Resource Management
Summary
Human Resource Management is the strategic and logical approach of every management system.
•
Human Resource Management has replaced the “
•
Personnel management”, as it brings together the most valued asset of the organisation i.e. the
employees of an organisation which contribute to the achievement of the objective of the business
Selection process is carried out by taking interviews of candidates and examines their qualification and
•
ability Training an individual is carried out by recognising the area where the candidate has to be
trained.
•
Career development ensures that the employee will stay back with the organisation and it also gives job
•
satisfaction to the employee. HRM has to manage money, market, material, machines and men.
Self Assessment
The Human Resource management doesn’t produce any profit or neither can it develop any revenue,
but it can
1. have a hold on the organisation that can improve the _____________.
productivity
a. process
b. procedure
c. power
d. Which of the following is one of the roles of the HRM?
2.
To enable management to achieve organisational objectives through its workforce.
a.
To ensure that the organisation fulfills all the government and social obligation.
b. To train an employee for improving communication.
c. To form the workers union.
d. The Human Resource management is the strategic and logical approach of the _________________.
3.
organisation
a. institute
b. administration
c. management
d. The Human Resource management has to look after the performance of the employee and
__________ them
4. accordingly. help
a. punish
b. reward
c. compensate
d. Which of the following factor affects an organisation?
5.
Poor management
a. Incompetency of the employees that can degrade the quality of the product
b. Lack of the time
c. Lack of the space
d. What are the Responsibilities of the HRM?
6.
To achieve profit.
a. To enjoy work.
b. Recruitment and selection of candidate.
c. To earn money.
d. Why human Relation is necessary?
7.
To develop good relation among employees and employers
a. For planning strategy
b. To avoid confusion
c. To solve the problem
d.
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Role of Human Resource Management is to create and maintain a _____________work environment.
8.
tense and disciplined
a. safe and healthy
b. confuse and sad
c. dominating and indiscipline
d. The manager’s job as a “
9.
human relations job that function through several major activities” and that “human
relationship are beginning and the end of the management job”. Who said these lines? F.J.
Roethlisberger of Harvard
a. Roethlisberger.
b. Dickson
c. Lawrence aptly
d. Assist the manager to develop a better realisation of how his own ______________
10.
everyday affair play a part
in attitude and behavior
a. time and money
b. strategy and planning
c. Power and status.
d.
chapter 2
Summary
HRM in India has been impacted both by its own history as well as multinational companies that came
and
•
establish their operations in the country. The country’s culture has played a critical role in building value
for the country globally.
•
Kautilya Author of Artha Shastra: This treatise describes the logical procedures and principles with
respect to
•
labor organisation. Such as shreni or guild system and cooperative sector. Trades based on caste: In this
people who belong to the special caste and tribe follows the profession from
•
generation The caste system and the way it was structured to differentiate between different categories
of the jobs remains
•
a basic frame work for the way work is distributed at the workplace. The coming of the British to India
and the technique of their administration brought immense insights into the
•
country on how to mange labor work.
Self Assessment
Kautilya provide a systematic treatment of management of human resources as early as 4th
1.
century B.C. In his
treatise titled_____________. bible
a. artha-shastra
b. ayurdeva
c. vedas
d. From the 14th
2. century B.C. to the later half of the 10th century A.D., the relationship between employer and
employees were marked ______________.
by justice and equality
a. by law
b. by punishment
c. by harassment
d.
In Varnashram or caste system ,those devoting themselves in manual work were called
as____________.
3.
Brahmin
a. Goldsmiths
b. Barber
c. Shudras
d. During early British rule, there prevailed a _______________ policy toward the business.
4.
Laissez-Faire
a. Non-judgmental
b. Unfair
c. Welfare
d. The Madras Labor Union was organised in_______________.
5.
1918
a. 1981
b. 1891
c. 1819
d. The professional those who transferred their skills to next generation are
6.
____________________.
Weavers, potters, blacksmiths
a. Contractor and managers
b. Politician and doctors
c. Extremist and union leaders.
d. Between 1939-40 and 1944-45 the number of registered trade unions increased
7.
_____________.
From 66.6 to 86.5.
a. From 89.9 to 86.5
b. From 66.6 to 70.5
c. From 50.6 to 76.3
d.
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Availability of the____________of different caliber of the knowledge and skill allows the country to
undertake
8. different nature of the work. plenty of money
a. educated mass
b. ample of land
c. effective organisation structure
d. Hard-work, long working hours, purveyances and the need to earn money impact the ____________.
9.
HRM policies
a. HRM discipline
b. HRM Regulation
c. HRM Rules
d. ____________
10. covers union-management relations, joint consultation, collective bargaining, grievance and
disciplinary procedures, settlement of disputes, etc.
Industrial Relation Characteristic
a. Industrial Relation Aspects
b. Industrial Relation Programs
c. Industrial Relation Plans
d.
chapter 3
Summary
Human Resource Planning is the process by which an organisation ensures that it has the right number
and kind
• of people, at the right places, at the right time, capable of effectively and efficiently completing those
tasks that
will help the organisation achieve its overall objectives.
The human resource planning process is defined as,
•
‘a course of action that the human capital takes up for a
methodical achievement of predetermined goals’.
HRP fulfils individual, organisational and national goals.
•
Skill inventory
• contain data about each employee’s skills, abilities, work preferences and other item of information
which indicate his overall value to the company.
Human Resource Planning involved two things, planning of manpower requirements and planning of
manpower
•
supplied. HRP is deemed necessary for all organisation.
•
There is various responsibility of HRP department like assisting, counsel, pressurise the organisation.
Self Assessment
Human Resource Planning is the process by which an organisation ensures that it has the right number
and kind
1. of people, at the right places, at the right time, capable of____________________completing those
tasks that will help the organisation achieve its overall objectives.
properly and precisely
a.
effectively and efficiently
b.
happily and efficiently
c. willingly and effectively
d. Match the following.
2.
Column I
Column II
1. It is generally done by the government and cover item like population projections, programme of
economic development, educational facilities, occupational distribution, and growth, industrial and
geographical mobility of personnel.
a. At the industry level
2. It may be done by the government-central or state – and may cover manpower needs of
agricultural, industrial and geographical mobility of personnel
b. At the sector level
3. It may cover manpower forecast for specific industries, such as engineering, heavy industrial,
consumer goods industries, public utility industries, etc.
c. At the level of the individual unit
4. It may relate to its manpower needs for various departments and for various types of personnel.
d. At the national level
1-d, 2-b, 3-a, 4-c
a. 1-a, 2-b, 3-d, 4-c
b. 1-d, 2-c, 3-a, 4-b
c. 1-c, 2-b, 3-a, 4-d
d. Which of the following statements is true?
3.
HRP fulfils individual, organisational and national goals.
a.
HRP fulfils only individual goals.
b.
HRP fulfils organisational goals.
c.
HRP fulfils national goals.
d. Whose postulation is “The ultimate mission or purpose is to relate future human resources to future
enterprise
4. needs, so as to maximise the future human resource to future enterprise needs, so as to maximise the
future
return on investment in the human resources. In effect, the main purpose is one of matching or fitting
employee
abilities to enterprise requirements, with an emphasis on future instead of present arrangements”?
Gandhi
a. Sikula
b. Rattan TATA
c. Geisler
d
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__________ contain data about each employee’s skills, abilities, work preferences and other item of
information
5. which indicate his overall value to the company.
Skill inventory
a. Skill research
b. Skill recovery
c. Skillful guidance
d. What does job analysis process involves?
6.
Job description and job specification
a. Job proof and job skills
b. Job documentation and job assistance
c.
Job profile and job description
d. ___________ provide the basic premises on which the manpower planning is built.
7.
Forecasting
a. Developing
b. Planning
c. Summarising
d. To
8. ____________the operating management to plan and establish objectives.
assist, counsel and pressurises
a. forecasting , developing and preparing
b. guiding, assisting and punishing
c. training, interacting and reacting.
d. To
9. _____________against the plan and keep the top management informed about it.
provide an inadequate data.
a. provide correct data
b. provide a improper data
c. provide the research necessary data.
d. To
10. _______________in total organisational terms and to the total business-plan.
monitor and measure performance
a. measure and manipulate work
b. collect and summarise
c. motivate and guide.
d.
chapter 4
Summary
Recruitment is the process of searching for prospective employees and stimulating them to apply for the
job
•
in the organisation.
Recruitment or manpower selection process is the first step in the employment of labor.
•
Sources for recruiting should be periodically evaluated.
•
Recruitment is the process of identifying and attracting potential candidates from within and outside an
•
organisation. The candidate must be capable of doing allotted work in present as well as in future.
Organisations could have induction programs of duration of 1-3 days and even up to 1/3/6 months.
• A successful and effective recruitment program necessitates a well-defined recruitment policy, a
proper
•
organisational structure, and procedure for locating sources of manpower resources.
Self Assessment
Recruitment is the process of ____________________potential candidates from within and outside an
1. organisation.
spotting and grabbing
a. convincing and testing
b. identifying and attracting
c. motivating and spoiling
d.
____________ 2. a specification of the skills, knowledge and qualities required to perform the job.
Job specification
a. Job description
b. Job development
c. Job analysis
d. The candidates should pass through the selection procedure before their
3.
.
final placement
a.
final result
b.
final exam
c.
final revision
d. ________
4. traits are very important for performing well in interviews.
Manners and communication
a. Education and attitude
b. Personality and behavior
c.
Experience and qualification
d. For the selection of supervisor and executive positions, it is of equal importance to judge the
suitability of
5. individual competence based on along with knowledge and intelligence.
stress endurance
a. stress giving
b. stress creating
c. stress increasing
d. Which of the following statements is true?
6.
Recruitment is considered to be a negative process.
a. Recruitment is not a negative process
b. Recruitment is positive process
c. Recruitment is most important process
d. Which of the following statements is true?
7.
Selection is not a negative process
a. Selection is a negative process
b. Selection is positive process
c. Selection is effective process
d
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___________ creates a pool of applicants.
8.
Recruitment
a. Selection
b. Interviewing
c. Inducting
d. Once a determination of human resource requirement, the
9.
process can begin.
recruitment and selection
a. advertising and interviewing
b. planning and managing
c. advancing and balancing
d. Which of the following statements is true?
10.
Recruitment is misunderstood as filling in of vacancies.
a.
Recruitment is understood as filling in of vacancies.
b.
Recruitment is filling of vacancy.
c.
Recruitment is not just filling in vacancy.
Chapter 5
Summary
Training and development is an important component of every organisation’s survival strategy.
•
The Development is a related process; it covers not only those activities which improve job
performance but
•
also those which bring about growth of personality. The training and development is an important
aspect of human resource policy of an organisation.
•
An expert and experienced trainer play ‘s an important role in effective training program.
• The training needs can be identified through survey, questionnaires, and interview method and
appraisal.
•
Training methodology includes on the job and off the job training for employee as well as for the
managers.
•
Whereas by other methods such as apprenticeship, job rotation, lectures etc are used for training the
•
employee. The evaluation of training program is very important for effective training programs.
•
There are four criteria for evaluating the training programs and those are reaction, learning, behavior
and
•
results. Training and development is an important component of every organisation’s survival strategy.
•
The Development is a related process; it covers not only those activities which improve job
performance but
•
also those which bring about growth of personality.
Training needs identification so as to improve the transformation process which has to take place in an
•
organisation.
Self Assessment
____________
1. is an important component of every organisation’s survival strategy.
Training and development
a.
Qualification and skills
b. Attitude and aptitude
c. Talent and knowledge
d. The Training and Development process is carried out in any organisation so that employee will be
enabling to
2.
face the ______________ in every field and survive gracefully.
exam
a. tough competition
b. struggle
c. problem
d. Training is a process of ____________ sequence of programmed behavior.
3.
learning
a. understanding
b. civilising
c. improving
d. Training is attempt to improve their
4.
___________on the current job and prepares them for an intended job.
presentation
a. performance
b. quality
c. quantity
d. ___________
5. informed worker are less likely to make operational mistakes.
Better
a. Worst
b. Less
c. More
d. To improve organisational climate, company designed____________ programs.
6.
exam
a. development
b. training
c. coaching
d. The importance of Human Resource ___________to a large extend depends on Human
Resource_________.
7.
development, management
a. management, development
b. progression, planning
c. succession, forecasting
d.
Human Resource Management
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Job and organisational requirement are not _________________.
8.
static
a. active
b. inactive
c. dynamic
d. Trained employees would be a valued asset to an ______________.
9.
organisation
a. society
b. institute
c. company
d. ____________ improves the job knowledge and skills at all levels of the organisation.
10.
Training
a. Development
b. Succession
c. Planning
d.
chapter 6
Summary
Career planning in a broader concept means ‘a lifelong sequence of professional education and
development
•
experiences that project an individual through the world of work’.
A career can be defined as “
•
a sequence of work-related position occupied by a person during his working
life”.
Career development program must be integrated with and supported by the existing HR program if they
are to
•
be successful. Career development initiatives need to be shared openly and propagated by the business
leader and HR to
•
improve its visibility and usage by the employee. Career or job changes by the employee should be
based on an understanding of organisation’s job description,
•
job positing systems and selection policies. It is however the responsibility of HR staff to work with
management to ensure that career programs are integrated
•
with the other HR functions and are routinely evaluated. Career development program must be
concerned with organisational and individual effectiveness over the short
•
and long-term.
Self Assessment
A sequence of work-related position occupied by a person during his working life is called
1.
.
work
a. career
b. career planning
c. job
d. A lifelong sequence of professional education and development experiences that project an individual
through
2. the world of work is called________________.
career planning
a. succession
b. career
c. occupation
d. A
3. _______________ involves making decision about an occupation and engaging in the activities to
attain career goals.
career development
a. career planning
b. career succession
c. career progression
d. ___________
4. are often introduced to meet the unique of employees.
Career development program
a. Work devlopment programe
b. Project development program
c. Career planing program
d.
___________ programs focus on increasing use of flexible work schedule.
5.
Work-family
a. Work-friend
b. Work-spouse
c. Work-sibling
d.
______________ employees are indentified as a “
6.
star”.
Fast-track
a. Slow-track
b. Handicap
c. Disable
d.
Relocation Assistance and Hiring Practices, focuses on the support provided by firms in
assisting_________ of
7. employees during employee relocation.
neighbor
a. spouse
b. relatives
c. siblings
d.
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The focus of succession planning is on the identification of potential vacancies and locating a
probable_____.
8.
successor
a. employees
b. candidate
c. worker
d. _________________
9.
provides a road map of growth, short-term and long-term career opportunities in the
organisation. Career planning
a. Career development
b. Career management
c. Career preparation
d. Career development involves making decision about an
10.
_____________.
living
a. employees
b. occupation
c. management
d.
chapter 7
Summary
The personnel specialists design the performance evaluation system, train the line managers in the use
of the
•
system and maintain the records. For performance appraisals of employees it is necessary to understand
each employee’s abilities, competencies
•
and relative merit and worth for the organisation. Performance appraisal rates the employees in terms
of their performance.
•
The performance review meeting should not be strictly formal nor should it be completely informal in
nature.
•
MBO is a process in which managers / employees set objectives for the employee, periodically evaluate
the
•
performance, and reward according to the result.MBO focuses attention on what must be accomplished
(goals) rather than how it is to be accomplished (methods).
360 Degree Feedback is a system or process in which employees receive confidential, anonymous
feedback
•
from the people who work around them.
The 360 degree programs tend to be somewhat shocking to managers at first. Amoco’s Bill Clover
described
•
this as the “SARAH reaction: Shock, Anger, Rejection, Acceptance, and Help”.
Self Assessment
Performance appraisal rates the employees in terms of their
1.
_______________.
performance
a. quality
b. ability
c. training
d. Which of the following statements is true?
2.
Get paid according to what you contribute
a. Get paid according to what you deserve
b. Get paid according to what you want
c.
Get paid according to what is your qualification.
d. The performance review meeting should not be strictly____________.
3.
causal
a. informal
b. formal
c. practical
d. Inform the employees about the___________ for the review meeting well in advance.
4.
purpose and objective
a. nature and type
b. date, time and place
c. topic
d. Which is the oldest method used for performance appraisal?
5.
Critical Incident Method
a. Graphic Rating scales
b. Weighted checklist method
c. Essay Evaluation Method
d. Which of the following is the most costly and time consuming type of appraisal?
6.
360 Appraisal process
a. Management By Objective
b. Performance Ranking Method
c. Behaviorally Anchored rating Scales
d. An important part of the MBO is the measurement and the comparison of the employee’s__________
performance
7. with the standards set.
past
a. yearly
b. actual
c. best
d.
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Customer feedback should serve as an___________ for almost all other performance factors.
8.
anchor
a. ladder
b. hook
c. bridge
d.
Subordinate feedback is most beneficial when used for____________ purposes.
9.
developmental
a. appraising
b. ranking
c. supervising
d. ___________ and standards are set for the performance for the future with periodic reviews and
feedback.
10.
Target
a. Rule
b. Goals
c. Deadline
d.
chapter 8
Summary
Human Resource is the most vital resource for any organisation. It is responsible for each and every
decision
•
taken, work done and result.
According to Subsistence theory, wages tend to settle at a level just sufficient to maintain the workers
and one’s
•
family at minimum subsistence levels. Purchasing power theory holds that the prosperity, productivity
and progress of industry depend on there are
•
four factors land, labor, capital and entrepreneurship.
A minimum wage has been defined by the ILO committee as
•
“the wage which must provide not only for the
bare sustenance of life, but for the preservation of the efficiency of the worker. For this purpose, the
minimum
wage must provide for some measure of education, medical requirements and amenities”.
Fair Wages is defined as, “
•
it is the wage which is above the minimum wage but below the living wage”.
Living wages is defined as “
•
one which should enable the earner to provide for himself and his family not only the bare essentials of
food, clothing and shelter but a measure of frugal comfort, including education for his children,
protection against ill-health, requirements of essential social needs and a measure of insurance against
the more important misfortunes including old age”.
Self Assessment
Employees should be managed properly and motivated by providing best payment and compensation as
per
1. the _______________ . industry standards
a. governments laws
b. industrial policy
c. industrial rules
d. _____________ is the salary received by an employee in return for his/her contribution to the
organisation.
2.
Punishment
a. Compensation
b.
Profit
c. Monetary
d. Compensation systems are designed keeping in mind the
3.
and business objectives of the organisation.
strategic goals
a. planning
b. plotting
c. analysis
d.
Compensation provided to employees can be ____________in the form of monetary benefits and/or
___________
4.
in the form of non-monetary benefits known as perks, time off, etc.
direct, indirect
a. indirect, direct
b. random, straight
c. straight, random
d. Organisations either provide ___________ to its employees who are from different state or country
or they
5. provide house rent allowances to its employees.
accommodations
a. extra salary
b. traveling allowance
c. free calling facility
d. Organisations also look after the_________________conditions of their employees.
6.
pick and drop facility
a. accommodation
b. health
c. entrainment
d. ______________ is paid to the employees during festive seasons to motivate them and provide them
the social
7. security Bonus
a. Salary
b. Allowance
c. Compensation
d.
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____________ is the right of employee to get adequate number of leave while working with the
organisation.
8.
Leave policy
a. Medical policy
b. Traveling policy
c. Overtime policy
d. The basic purpose of wage and salary administration is to establish and maintain an ____________
wage and
9. salary structure. equitable
a. fair
b. unfair
c. bias
d. Which of the following theory is known as ‘Iron Law of Wages’?
10.
Purchasing power
a. Standard of living
b. Demand and supply
c. Subsistence
d.
chapter 9
Summary
Job evaluation deals with money and work.
•
• Compensable factors should represent all of the major aspects of job content. Job analysis provides
information necessary for appraising job skills, knowledge, abilities, and aptitude.
•
The term wage is commonly used for those employees whose pay is calculated according to the number
of
•
hours worked. A
• Job is defined as a ,“ a process of determining the relative worth of the various job within the
organisation, so that different wages may be paid to jobs of different worth”.
Job satisfaction is determined by set of personnel and job factors.
•
Job evaluation is concerned with assessing the value of the job in relation to another.
•
Job satisfaction is determined by a set of personal and job factor, personnel factors relate to worker’s
age length
•
of service intelligence, skill and other personality or temperamental factor.
Self Assessment
Job evaluation is a systematic process that you can use to determine the relative level, importance,
1. ________________ and value of each job in your organisation.
ease
a.
difficulty
b. complexity
c. simplicity
d. Job evaluation helps you establish and qualify differences in employee contribution
across____________.
2.
institutes
a. organisations
b. jobs
c. work place
d.
Objective of the Job evaluation is, to gather data and information relating to__________ , job
specification and
3.
employee specifications of various jobs in an organisation.
job description
a. job designation
b. job recruitment
c. job evaluation
d.
Who Define this: “
4. A process of determining the relative worth of the various jobs within the organisation, so that
different wages may be paid to jobs of different worth”.?
Wendell L. French
a. Pigors&Meyers
b. Dale Yoder
c. R.Hoppock
d. In which method _________is quantitative as each component of the job is assigned a numerical
value.
5.
simple ranking
a. point method
b. skills
c. responsibilities
d. In promoting employees consideration should be given for establishment of the
__________________
6. promotion.
upward and downward
a. in circular
b. in-between
c. horizontal and vertical
d.
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Which is the following statements is true
7.
Job satisfaction is determined by a set of personal and job factor, personnel factors relate to worker’s
age
a. length of service intelligence, skills and other personality or temperamental factor
Job satisfaction is determined by a set of personal and family , personnel factors relate to worker’s age
and
b. personality
Job satisfaction is determined by a set of personal and job factor, personnel factors relate to worker’s
job
c. description, working ability and competences of the employee.
Job satisfaction is determined by a set of personal and job factor, job factors relate to worker’s age
length
d. of service intelligence, skill and other personality or temperamental factor.
Opposite to promotion is
8.
_____________ .
demotion
a. support
b. encouragement
c. upgrading
d. Job analysis is the process of getting information about_____________ .
9.
personnel
a. manager
b. organisation
c. jobs
d. The basic procedure of job evaluation is to compare the job content of____________ .
10.
one job requirement with those of another
a. one competence with those of another’s
b. one job with those of another job
c. our jobs with the employees
d.
chapter 10
Summary
Good organisational morale is a condition in which individuals and group voluntarily make a reasonable
•
subordination of their personal objectives of their organisation. Morale can be measured by assessing
attitude and job satisfaction.
•
The guided interview is based on the hypothesis that employees’ answers to certain questions will
reveal their
•
attitudes. Questionnaire method is generally used to collect employee opinions about the factors which
affect morale and
•
their effect on personnel objectives.
Definition of morale by Professor Ralph C. Davis,” Good organisational morale is a condition in which
individuals
•
and groups voluntarily make a reasonable subordination of their personal objectives for their
organisation”. Morale is nothing but
•
esprit de crop, a feeling enthusiasm, zeal, confidence in individuals or groups that they
will be able to cope with the tasks assigned to the employees. Low morale can reduce productivity,
harm relationships with clients and customers, and, ultimately, destroy
•
the organisation’s bottom line.
Self Assessment
_____________________is revealed by what individuals and groups say and do to show an interest in,
1.
understanding personal identification with work-team survival and success.
Morale
a. Commitment
b. Spirit
c. Zeal
d. ____________ is evinced by surliness, insubordination, a feeling of discouragement and dislike of the
job,
2. company and associates. Low morale
a. High morale
b. Poor morale
c. Morale
d. ________________ is a condition in which individuals and groups voluntarily make a reasonable
subordination
3. of their personal objectives for their organisation.
Willingness and confidence
a. Attitude and patience’s
b. Exceptions and reality
c. Good organisational morale
d. The content of morale could be broadly divided into
4.
group.
four
a. three
b. two
c. seven
d. The___________ which include his levels of indigence and education and his type of personalitylargely
5.
determines the way in which he seeks to fulfill his needs for belonging, esteem, and self –realisation.
employee’s background
a. employee’s morale
b. employee’s salary
c. employee’s job satisfaction
d. One of the most unpredictable effects of the level of morale is its impact on worker
6.
________.
productivity
a. creativity
b. ability
c. capability
d. A_____________tends to utilise fully the skills, initiative, judgment and training of its members and
through
7. such utilisation succeeds in building up these and other qualities in everyone.
morale- building group
a. demoralising institute
b. morale-building organisation
c. morale-boosting organisation
d.
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It is assumed that_________ morale and_________ productivity go hand in hand.
8.
high , high
a. high, low
b. low , high
c. low, varying
d. Which of the following statements is true?
9.
In unguided interview the participants are encouraged to talk freely about what he thinks about the
organisation
a. and its people
In unguided interview the participants are forced to talk freely about what he thinks about the
organisation
b. and its people
In unguided interview the participants are encouraged to talk freely about what he thinks about the
organisation
c. and its people
In unguided interview the participants are discouraged to talk freely about what he thinks about the
d. organisation and its people
Guided interview method emphasises mainly on the questions set out before hand by consulting the
10.
.
employees
a. employers
b. HR
c. higher management
d.
chapter 11
Summary
Motivation is defined as, “
•
You can buy a man’s time, you can buy a man’s physical presence at a given place,
but you cannot buy his enthusiasm, initiative and loyalty.”
Less skilled individuals are motivated to show good performance effectively unless which they may not
achieve
•
the level of performance that is desired from them. The motivation cycle comprises of three terms
needs, drives and goals.
• The one word definition of a need is efficiency.
• A drive can be defined as deficiency with direction.
• A goal in the motivation cycle can be defined as anything which will alleviate a need and reduce a
drive.
•
Good organisation morale is a condition in which individuals and groups voluntarily make a reasonable
•
subordinate of their personal object of their organisation. The building of morale is a not a mechanical
problem that could be solved by either rewards or punishment.
•
The study of human motivation is of great importance in any theory of management.
•
Employees must be motivated time to time, so that they will be able to achieve the desired target.
•
Motivation aims at transforming the ‘ability to do’ into ‘the will to do’.
• Maslow View an individual’s motivation as a pre-determined order of needs which he strives to satisfy.
•
The Basic needs are physiological, such as food, water, and sleep; and psychological, such as affection,
security
•
and self-esteem. Douglas McGregor (1957) developed a philosophical view of humankind with his
Theory X and Theory Y.
•
These two theories represent the extreme ranges of assumption; there are a number of possible
combinations
•
on the continuum. Theory X is the view that traditional management has taken towards the workforce.
•
Theory Y assumptions, management’s role is to develop the potential in employees and help them to
release
•
that potential towards common goals. Theory Z can be treated as a model for motivation. This theory
believes in the philosophy of management.
• Herzberg’s needs are specifically job related and reflect some of the distinct things that people want
from their
• work as opposed to Maslow’s Hierarchy of Needs which reflect all the needs in a person’s life.
Self Assessment
It is necessary to_____________ employees, as it will assure that the goals of the organisation will be
1. achieved. motivate
a. encourage
b. respect
c. inspire
d. You can buy a man’s time, you can buy a man’s physical presence at a given place, but you cannot buy
his
2. ___________________, initiative and loyalty.”
patience
a. ability
b. enthusiasm
c. experience
d. Which of the following sentences is true:
3.
Motivation aims at transforming the ‘
a.
ability to do’ into ‘the will to do’.
Motivation aims at dominating the ‘
b.
ability to do’ into ‘the will to do’.
Motivation aims at confusing the ‘
c.
ability to do’ into ‘the will to do’.
Motivation aims at transforming the ‘
d.
ability to do’ into ‘the will not do’.
Motivated employees who are in a state of
4.
________________.
happiness
a. curious
b. confuse
c. tension
d.
Motivation has been defined as the act of stimulating someone to take a desired course of action-to
push the
5. right button to get a desired_____________.
feedback
a. reaction
b. work done
c. action
d.
Who has defined motivation as this, ‘The dynamic aspect of management’?
6.
P.T Young
a. Mr. Urwick
b. Michael Jucius
c. James Driver
d. _____________
7. does not guarantee that the individual will put forth his/her best effort.
Morale
a. Education
b. Experience
c. Skill
d.
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Needs are created whenever there is a physiological or psychological
8.
_______________.
imbalance
a. balance
b. steadiness
c. stable
d.
A drive can be defined as deficiency with
9.
_____________.
direction
a. motivation
b. skills
c. patience’s
d.
A_____________ in the motivation cycle can be defined as anything which will alleviate a need and
reduce a
10. drive. morale
a. goal
b. aim
c. target
d.
chapter 12
Summary
A grievance is always a symbol of some malfunctioning or maladjustment.
• Good discipline might be described as orderly conducts based on definite standards catalyzed by
effective
•
leadership. As far as possible, all the rules should be framed in co-operation and collaboration with the
representatives of
•
employees. Rules should be uniformly enforced if they are to be effective.
•
If the penalty is imposed long after a violation of rules has been committed, it loses its positive and
corrective
• influence.
Grievance is nothing but an indication of dissatisfaction of employee’s in an organisation.
•
Maintenances of discipline in an organisation are of paramount importance for its smooth running and
•
survival. Aaccept the rules, regulations and procedures of an organisation, so that organisational goals
may be attained.
Self Assessment
Who has defined grievance as,” “
1.
A written complaint filled by an employee and claiming unfair treatment”?
Dale Yoder
a. Prof. Jucious
b. Prof. Pigors
c. Prof. Meyers
d. Which of the following statements is true?
2.
A grievance is always a symbol of some malfunctioning or maladjustment.
a. A grievance is always a symbol of some manipulation or maladjustment.
b. A grievance is always a symbol of good organisation.
c. A grievance is always a symbol of some good HR management.
d. The grievances method should be
3.
____________.
complex
a. simple
b. messy
c.
difficult
d. The successful working of a grievance procedure depends upon a proper __________by the personnel
4. department. follow-up
a. records
b. malfunctioning
c. adjustment
d. A grievance should be dealt within the limits of the
5.
supervisor.
first line
a. second line
b. last line
c. in-between
d. It encourages employees to raise concerns without fear of
6.
_____________.
revenge
a. settlement
b. reprisal
c. conclusion
d.
Who has defined discipline as,”
7.
Discipline in the board sense means orderliness-the opposite of confusion”?
Dr.Spriegal
a. Bremblett, Earl R
b. Calhoon.
c. Richard.D
d.
Human Resource Management
136/JNU OLE
The Webster’s dictionary gives the meaning of the word discipline as,
8.
It is the that correct moulds,
strengthens or perfects”.
preparation
a. grouping
b. punishment
c. training
d.
The efficiency of a grievance procedure depends upon the___________of certain pre-requisites.
9.
execution
a. skills
b.
fulfillment
c.
qualification
d. The kind of the penalty to be imposed for an offence should be determined
10.
____________.
before hand
a. after procedure is over
b. in between
c. after verdict is given
d.
chapter 13
Summary
A group refers to two or more persons who interact for a common explicit purpose.
• Kimball Young defines a group as “two or more person in a state of social interaction”.
• Group may be classified in many different ways: the basic for differentiation may be purpose or goal;
extend
•
of structuring; legal organisation or setting. The end goal of the manager’s organising responsibility is to
create formal work groups that are necessary to
•
achieve the organisation’s goals. Group dynamic is concerned with the interactions and forces between
group members in a social situation.
•
Group can be formal or informal.
•
Informal groups support their members and protect them from outside pressure and authority.
•
According to Koontz and o’ Donnell “It is the art of including the subordinates to accomplish their
assignments
• with zeal and confidence. Zeal reflects ardor, earnestness and intensity in execution of work;
confidence reflects
experience and technical ability”.
Self Assessment
A_____________ refers to two or more persons who interacts for a common explicit purpose.
1.
leader
a. group
b. organisation
c. hr
d.
Who has defined group as,”
2.
Two or more persons in a state of social interaction”?
Kimball young
a. T.M Newcomb
b. W.J.Sprott
c. T.M Young
d. Affinitive needs of an individual are fulfilled by the group through _____________________between
3. individuals. revenge
a. friendship
b. companionship
c. reprisal
d. A group is a means of developing a sense of identity and maintaining
4.
______________.
self-esteem
a.
overconfidence
b. boldness
c. self-respect
d.
_____________ exist because the formal groups in an organisation do not satisfy human needs
sufficiently.
5.
Formal work-group
a. Informal work group
b. Group
c. Leader
d. ______________ is all about courage to dream big.
6.
Leadership
a. Group
b. Boss
c. Manager
d. Leadership skills can be______________ to pursue bad end.
7.
protected
a. perverted
b. prevented
c. preserve
d.
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A leader is expected to take full_____________ in all situations.
8.
responsibility
a. action
b. job
c. work
d. A person’s____________ is a combination of desire and energy directed at achieving a goal.
9.
morale
a. courage
b. motivation
c.
qualification
d. A_______________ leader is one who commands and expects compliance.
10.
autocratic
a. democratic
b. aristocratic
c. nobel
d.