FALL-2015 Get solved assignments at nominal price of Rs.125 each. Visit www.instamojo.com/subjects4u search for your code pay and download fully solved assignments. Any issues mail us at: [email protected] or contact at 09882243490 Master of Business Administration - MBA Semester 3 MU0012-Employee Relations Management-4 Credits (Book ID: B1734) Assignment (60 Marks) Note: Answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme. Each Question carries 10 marks 6 X 10=60. Q1. Define Strategy. Describe the different strategy levels in an organization. Answer. Definition of Strategy Johnson and Scholes define strategy as “The direction and scope of an organisation over the long-term; which achieves advantages for the organisation through its configuration of resources within a changing environment, to meet the needs of markets and to fulfill stakeholders’ expectations.” The main levels of strategy of an organisation are: • Corporate level strategy: It frames the overall business direction and goals. • Business-unit level strategy: Q2. Define Organizational Culture. Discuss the dimensions of organizational culture. Explain Charles Handy’s classification of organizational culture. Answer. Definition of organizational culture: - Organisational culture describes the psychology, attitude, experiences, beliefs and values of an organisation. According to Hill and Gareth (2001), organisational culture is defined as ‘the specific collection of values and norms that are shared by people and groups in an organisation and that control the way they interact with each other and with Q3. Define Disciplinary procedure. Explain the various factors to be considered while analyzing a disciplinary problem. Answer. Definition of Disciplinary procedure: - Disciplinary procedure is a step-by-step process which an organization follows while dealing with indiscipline of any kind. An action taken by an employer to correct serious performance issues. Disciplinary procedures are necessary in cases where the actions of the employee are habitual, dangerous, costly, or illegal. It is a good practice for organisations to establish a proper disciplinary procedure in order to ensure just decisions. A disciplinary procedure includes a formal system of documented warnings and hearings, with Q4. What do you mean by Human Resource Information System (HRIS)? Describe the various modules of HRIS. Discuss some of the HRIS. Answer. Definition of HRIS; - Human Resource Information Systems (HRIS) is a software application that caters to the human resource information needs of an organisation like monitoring employee attendance, payroll and benefits administration, career development, employee information, performance management, and training. HRIS is a collection of components which work together to gather, process and store information that the HR department can use to make decisions, to coordinate and to plan its activities. HRIS facilitates easy access and management of employee-related information. Q5. As an HR of a Company, you are asked to focus on the causes of Grievance and the Grievance handling procedure. What according to you are the reasons of Grievance? Explain the pre-requisites you will consider while addressing Grievance handling procedure. Answer. Causes of Grievance; - Grievance may be defined as a complaint or resentment against any unjust or unfair act. Grievance is any issue associated with an organisation or its management such as employee discrimination or harassment by managers. Reasons for grievances Economic: Issues related to wages like wage calculation, overtime, and bonus. Employees often feel that they earn less than what they deserve. Q6. Write a brief note on the following: a) Trait theory b) ERG theory Answer. a) Meaning and concept of Trait theory: The measurement of consistent patterns of habit in an individual's behavior, thoughts, and emotions. The theory is based on the stability of traits over time, how they differ from other individuals, and how they will influence human behavior. The traits that indicate strong leadership are as follows: • Intelligence: This refers to the mental ability of a person and is only a moderate predictor of leadership. The Intelligence Quotient (IQ) of a person can be used as a qualifier for high management jobs, but once the high position is attained, an effective leader also displays good levels of Emotional Intelligence (EI). FALL-2015 Get solved assignments at nominal price of Rs.125 each. Visit www.instamojo.com/subjects4u search for your code pay and download fully solved assignments. Any issues mail us at: [email protected] or contact at 09882243490