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c d A A B B D B B A

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C C D C B B D C E C

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D B D B B C E D B d

1) What is intuitive decision making? Explain.

Intuitive decision making is an unconscious process created from distilled

experience. It occurs outside conscious thought and relies on holistic associations,
or links between disparate pieces of information. It is fast, and is affectively
charged, which means that it usually engages the emotions. While intuition is not
rational, it is not necessarily wrong. Nor does it always contradict rational analysis.
Instead, the two can complement each other. In certain instances, relying on
intuition can improve decision making. But it is important not to rely on it too
heavily. This is because it is unquantifiable and thus it is hard to know when our
hunches are right or wrong. The key is neither to abandon nor rely solely on
intuition, but to supplement it with evidence and good judgment

2) What is employee involvement and why is it important. What are the two major
forms of employee involvement?

Employee involvement is defined as a participative process that uses the entire

capacity of employees and is designed to encourage increased commitment to the
organization's success. The underlying logic is that by involving workers in those
decisions that affect them and by increasing their autonomy and control over their
work lives, employees will become more motivated, more committed to the
organization, more productive, and more satisfied with their jobs The two major
forms of employee involvement are:

a) Participative management. Participative management programs use joint

decision making. Subordinates actually share a significant degree of decision-
making power with their immediate superiors.
b) Representative participation. Representative participation refers to worker
representation by a small group of employees who actually participate on the
board. The goal is to redistribute power within an organization, putting labor on a
more equal footing with the interests of management and stockholders.

3) Discuss the concept of empowerment and how does it effect the Job
satisfaction

Empowerment is a management technique that makes an employee the

sole owner of the work. With this method, subordinates are empowered
and become final decision makers on how and in what way they will do
their work. Organizations made up of individuals who have exercised only
orders, and whose thinking and development abilities are eliminated, can
be successful if they are in a militaristic system. However, it is possible for
enterprises to survive in the brutal competitive environment of the 21st
century by including all employees in business processes. Here,
empowerment creates a democratic environment in enterprises, producing
employees who make their own decisions and take responsibility for the
outcome of their decisions

empowerment has a positive

influence on job satisfaction. There have been dozens, maybe hundreds, of
studies that have
shown that employees with high job satisfaction have contributed
positively to the success of
their business

Employees who are satisfied with their jobs will do better their jobs and
make less
 mistakes because of they are enthusiastic about their job, and they will
create businesses with
higher performance.
Employers need to increase employees' empowerment levels to increase
job
satisfaction of employees. Following the implementation of empowerment
methods,
employees firstly will feel more important themselves, think more freely,
act more
independently in their jobs, and participate in business-related decisions.

4) Describe the concept of turnover. Why is turnover of such great concern to

organizations?

Employee Turnover: can be described as a rate at which

organizations replaces or changes its staff. The companies
who experience high turnover are the ones in which
employees are changed frequently.

There are a number of factors and reasons for the concept.

Mostly companies want to reduce the turnover as it is not
usually considered healthy. Companies follow retention
strategies to retain the employees so the turnover is
decreased. There are a number of reasons why is it is so
important to have less turnover.

The basic and foremost reason is the cost associated with

the turnover. There are very high costs associated with
turnover. The hiring costs for the company to hire new
employees replacing the old and the training costs as it
would be now must for organizations to train the new
employee to handle the new job. These were the two basic
costs associated and the total cost of the turnover can not
easily be calculated.
One of the reasons is that when an employee leaves the
company he takes him a lot of knowledge and facts about
the company and its future strategies and plans. This can
actually endangers the companys future as if it would go to
the competitor the company can face a major loss.

One reason is that customers are mainly targeted by the

company employees. They are the ones who brought in
customers and deal with them. If an employee leaves a job
then there is a possibility that the customers he dealt may
also leave or they may also switch to competitors as
employees mostly switch to similar businesses.

Another reason is the loss of time in training and making the

new employee capable of the tasks.
Hence we see that there a number of reasons employers
want to retain their employees and reduce the turnover so
their businesses will grow. Companies can also lose their
goodwill if turnover is increased .