Friday, 9 September 2022
Question No. 5 - MMPC 01 - Management Functions and Organisational Processes - MBA and MBA (Banking & Finance)
Question No. 4 - MMPC 01 - Management Functions and Organisational Processes - MBA and MBA (Banking & Finance)
Solutions to Assignments
MBA and MBA (Banking & Finance)
MMPC 001 - Management Functions and Organisational Processes
MMPC-004/TMA/JULY/2022
Question No. 4. What are the characteristics of an organizational culture? Briefly discuss how to build sustainable organizational culture including ethical culture with examples.
- Regularities in Behaviour:Interactions among employees within organisation are done in common language, terminology and rituals.
- Rules and regulations:Each and every employee in organisation is bound to adhere to the rules laid down by the organisation.
- Dominant values: Most of the organisations have strong and dominant values to be followed by each employee. These dominant values can be high efficiency, low absenteeism, high product quality etc.
- Philosophy:Philosophy means beliefs and values of organisation which are in organisation’s policy which may be regarding treatment of customers and employees.
- Organisational climate: Environment of trust and harmony among employees, interdependence and reciprocity and commitment. All these collectively develop organisational climate.
The world-famous Spanish painter Pablo Picasso once said- “Our goals can only be reached through a vehicle of a plan, in which we must fervently believe, and upon which we must vigorously act. There is no other route to success.” This reiterates the importance of planning in making a success story. Hence, we are on the path of understanding the clear line-of-action in building an organizational culture with built-in self-repair and autoupgradation modes.
Depiction of the route-map is distributed into 9 landmarking steps.
They are:
i. Shine in recognition:Recognition is a great lure for improvement. In an era, where around 76% employees don’t feel that they are recognised and acknowledged for their contributions; a personalized message to the employees can make remarkable business impact. Social recognition when bundled with monetary reward makes the firm move with an irresistible force.
ii. Gift voice to the employees:Expression of ideas, feelings, and opinions often emerges as the feedback-pool. The various kinds of listening tools may ease the process of feedback collection.
iii. Human intervention: To analyse the results, paying minute attention to the subtle expressions will make the nonverbal channel of communication create visible organizational strength. Gallup world poll has showed that the managers who get constant feedback bring in 9% more profitability as compared with managers who do not receive any feedback or suggestions on their strengths. In today’s context where gig economy, and hybrid work culture is at an all-time peak, gifting freedom of coercion-free expression will boost the strength of remote working
iv. Redefine culture advocates to be the leaders: Acknowledgement is the simplest yet the most effective tool of motivation. The path of culture advocacy is hard to walk. Benchmarking culture advocates as leaders creates significant amount of influence on the mind of the team of workers. Such a practice begins the root-level correction at the tender minds of new employees. Studies have shown that, when leaders follow the values of the company, others to follow the suit. Building a culture where every aspect of the values of the company are valued and prioritized at every aspect of the work life is the need of the hour.
v. Outlive organizational values:Values are the unique identification set of traits of an organization. Delivering to meet the values enables growth of an enriched culture and improved identity of the employee as a man of values. Projecting such employees boost the motivation of the others, hence creating a value-pull. Volunteering such actions leaves impactful impressions, and future course of action.
vi. Forge teams: Teams are the pool of different sets of strengths. The unique strength of one when forged with another unique trait gives rise to invincible organization traits. This helps the firm to cross the just notifiable difference (JND) seamlessly creating competitive advantage to reap tall profits.
vii. Focus on the holistic development: The modern era of development has widened the employer’s perspective. Offering employees various skill upgradation courses motivates the employee to contribute to the growth of the parent company. This has a dual impact on the company: first, it ensures enrichment of the human capital and second, curbs the turnover intention.Focus on the holistic development flaunts a culture of learning in the organization. Soft-skill development is deeply respected in the business fraternity. Companies with a constantly fuelled learning and development budget are likely to grow much faster than the ones who do not invest on training.
viii. Culture- as an irrevocable intangible:Company’s culture being the valued-most intangible need to be nurtured with utmost care. Finding culture-fit through focussed questions at the very stage of hiring eliminate the inclusion of employees who either possess a culture-mis-fit or culture-poor-fit. Misalignment of employee’s expectation with that of the organization’s expectation results in high turnover ratio. Culturally aligned employees not only stay for a long-time but also enjoy their work tenure.
ix. Tailor-made employee experience: With the liberalization, world has become a global village. Companies are able to attract talent from every nook and corner, hence also attracting their pre-existing cultures. Using the power of experience, the organization needs to mindfully align the culture of individual employee to that of the corporate. Creation of tailormade highly personalized employee experience generates great amount of trust on the culture of the parent organization.
x. Showing proactive allyship: The employees feel powerless at the encounter of unfortunate situations. Companies may plunge to protect their interests even at the cost of the firm’s financial profit, so as to depict the ‘we care for you’ in practice, hence acting as an ally. The allyship strengthens the bond between the employee and the organizational culture.
Thursday, 8 September 2022
Question No. 3 - MMPC 01 - Management Functions and Organisational Processes - MBA and MBA (Banking & Finance)
Solutions to Assignments
MBA and MBA (Banking & Finance)
MMPC 001 - Management Functions and Organisational Processes
MMPC-004/TMA/JULY/2022
Question No. 3. Discuss and describe the importance of Directing as a function of management. Illustrate with examples.
While studying the characteristics of directing you must have realized that, every activity performed in the organisation is initiated through directing. Directing integrates people from all levels of management towards achievement of common objectives. Through directing managers instruct their subordinates about ‘what they should do’, ‘when they should do’ and ‘how they should do’ and ensure that all instructions are followed and implemented in proper perspective.
Importance of Directing
Directing or Direction function is said to be the heart of management of process and therefore, is the central point around which accomplishment of goals take place.
Being the central character of enterprise, the importance of direction is explained as under:
1. Direction Initiates Actions: Directions are the function which is the starting point of the work performance of subordinates. It is from this function the action take place; subordinates understand their jobs and perform according to the instructions given to them. All the predetermined plans can be implemented only when the actual work starts. It is there that direction becomes beneficial. Through direction, management conveys and motivates individuals in the organization to function in the desired way to get organizational objectives. Without direction, other managerial activities like planning, organizing and staffing become ineffective.
2. Direction Integrates Employees’ Efforts: Successful achievement of organizational objectives is only possible when efforts of every individual are directed towards the same. Through direction, the superiors are able to guide, inspire and instruct the subordinates to work. It is through direction only; the efforts of every department can be related and integrated with others. Integration of efforts brings effectiveness and stability in the organisation. Thus, individuals’ efforts need to be integrated so that organization achieves its objectives in the most efficient manner and this is possible through direction only.
3. Direction Attempts to Get Maximum out of Individuals: A manager makes use of the elements like motivation, leadership, and communication to improve the performances of subordinates. Direction provides the way to utilize these capabilities and also it helps in increasing these capabilities. Superior performance of employees is ensured by proper direction to them.Proper direction to subordinates by managers enables the organization to get best from their subordinates. Organization performance improves greatly when every employee gives his best to the organization.
4. Direction Facilitates Changes in the Organization: Directing enables the organization to cope up with the changing conditions of the environment through effective communication and leadership. It is general human tendency to show resistance to change. Adaptability with changing environment both internal and external helps in the success of business. Before the change is introduced, the employees may be informed about the nature of changes and the benefits that are likely to follow and they may be taken into confidence through effective leadership and motivation and guidance.
5. Direction Provides Stability and Balance in the Organization: Effective leadership, communication and motivation, provide stability in the organization and maintain balances in the different parts of the organization. Thus, organization exists for a long period and its parts work in a harmonious way.
6. Aims at Maximum Output: Every individual in the organisation has some potentiality and capability. But, in the absence of motivation, leadership, communication and other elements of direction may not be utilized fully. Direction provides the way to utilize these capabilities and also it helps in increasing these capabilities.
7. Aims to Achieve Organisational Objectives: Accomplishment of organisational objectives depends on the integration of the individual inputs of all the employees. These individual inputs can be coordinated with the help of direction.
8. Ensures Better Human Relations: Direction helps in understanding the nature and needs of employees. Nature of employees can only be understood through two-way communication. Employee needs can be satisfied through financial incentives.
9. Supplements other Managerial Functions: In the process of managing, the manager has to perform many management functions, such as planning, organizing, staffing and controlling. To produce desired results, all these functions are initiated and actuated. And without effective direction, managerial functions remain less effective.
10. Ensures Better Discipline among Employees: Disciplined human force is needed for the smooth functioning and the success of the organisation. Through the process of directing, orders and instructions are given to the subordinates and they are inspired and motivated to follow them. The main purpose of direction is to get things done by subordinates. By supervising, guiding, educating and overseeing the activities of subordinates, they are made to work in a disciplined manner.
Direction as an indispensable managerial function, since it is mainly concerned with human relations. Direction plays a very important role in management. Planning, organising and staffing are not enough. The management must stimulate action by giving orders to the subordinates and by supervising them as they proceed with their work. Direction is the heart of administration. It is the direction to subordinates only that secures greater or less efforts from employees and make.
The performance satisfactory or unsatisfactory. Management’s ability is to put to test by its capability of direction. Planning and organising are only preparations for works whereas performance and the real work begins with the directing function of management. Direction motivates, direction commands and direction controls the organisation. Direction provides necessary leadership in the business. It is a process of integration also. It is concerned with securing the fullest co-operation of people for the realisation of objectives.
This co-operation can be achieved only by good organisational communication, people oriented supervision and motivation. Favourable and healthy conditions must exist both within and outside the enterprise for enabling employees to develop their attitude to work. Directing play an important role in this process. It stimulates the plans and enlightens the organisation. It keeps the actives continued.
As a matter of fact, without the issuance of directions or orders as well as without guiding and supervising the subordinates, nothing would be accomplished. Direction does not get only the work done, but it develops future managers also.
Question No. 2 - MMPC 01 - Management Functions and Organisational Processes - MBA and MBA (Banking & Finance)
Solutions to Assignments
MBA and MBA (Banking & Finance)
MMPC 001 - Management Functions and Organisational Processes
MMPC-004/TMA/JULY/2022
Question No. 2. Discuss the necessity of having Planning and how it helps organisations. Describe various types of planning and their merits.
Thursday, 1 September 2022
Question No. 5 - MMPC 013 - Business Law - MBA and MBA (Banking & Finance)
Solutions to Assignments
MBA and MBA (Banking & Finance)
MMPC- 013 - Business Law
MMPC-013/TMA/JAN/2022
Question No. 5 Discuss the evolution of Environmental Protection Legislation and its framework in India.
- Clearance procedures for projects or activities located in CRZ-I and CRZ-IV to be dealt with by the Ministry of Environment, Forests & Climate Change. Whereas, powers for clearance under CRZ-II and CRZIII have been delegated to State level with necessary guidance.
- There is a boost for the tourism industry as temporary tourism facilities like shacks, toilets, change rooms, drinking water facilities have been permitted in the No Development Zone of CRZ-III areas with a minimum distance of 10m from the HTL.
- The notification also lifted the prohibition on construction in the previously-protected 200-metre no-development zone in rural areas and 100-metre no-development zone along the tidal-influenced water bodies, reducing it to 50 meters for these water bodies and densely populated rural areas. This will make way for more real estate, Hotels and resorts.
- As per the 1991 Development Control Regulation, Floor Area Ratio had been frozen. As of now it stands defreezed and Floor Space Index is permitted for construction projects which imply a boost for the real estate sector.
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