HARIS ULLAH SIDDIQUI

20191-25777
M-6084
MAN101
Instructor: Ms. Tayyaba Fasih

MANAGEMENT FINAL ASSESSMENT

Q1
Ans1)
According to changing philosophy of control the attitude to regulation in many of today's
organizations is evolving. In conjunction with the move towards workplace engagement and
representation, more businesses are adopting a method of unified management rather than
hierarchical regulation. These are the two leadership methods which reflect different ideologies
of corporate culture, namely Hierarchical control and decentralized control. Many organizations
display certain elements of both authoritarian and democratic control, but managers typically
prioritize one or the other, based on the corporate climate and their own power beliefs.
Hierarchical control is the use of rules, laws, power structure, compensation structures, and other
formal tools to manipulate workplace actions and performance evaluation. Whereas
decentralized control involves the use of corporate tradition, group values, and a emphasis on
objectives to promote conformity with corporate objectives rather than laws and procedures. As
Google's CEO, I will agree accordingly on the change in the philosophy of controlling. Google is
a global technology corporation with more than hundred thousand workers and hundred percent
of the time it is not easy to control workers, and self-discipline and self-regulation is what makes
staff doing their work up to par. Empowerment of workers, positive socialization, and
preparation will also lead to internal self-control expectations. As Google's CEO, the strategy
will help a great deal. Through decentralized control, influence is distributed further, through
agile authority and employee teams addressing challenges and implementing changes that make
the organization expand. Everybody is actively interested with the quality assurance. Not only
should I use extrinsic incentives like salary, but the intrinsic benefits of productive employment
and the ability to learn and develop will empower workers to improve productivity. Technology
is used to inspire workers by supplying them with the knowledge they need to make informed
decisions, work together and solving problems. People are compensated for team and corporate
achievements and individual results, and the focus is on employee equity. Employees are active
in a wide variety of areas such as business branches such as Google Maps, Google Conference,
Google Translate, YouTube and many others. Employees are interested in setting priorities,
developing performance expectations, controlling efficiency and designing management
mechanisms. With decentralized control, the culture is adaptive, and managers understand the
value of corporate culture to integrate employee, team, and corporate priorities for greater
internal influence. Ideally, workers should combine their areas of experience with decentralized
control to arrive at processes that are easier than supervisors will be able to come up and research
alone. That will result in staff expressing the business interest and sympathy. And that will allow
me as Google's CEO to deal with Apple, Amazon, Microsoft and Twitter, the top four
technology firms.

Ans 2)
Participative control approach:
A participative control approach is a group method for dealing with execution control where
managers team up with stakeholders to decide the necessary correct action. It is important to tell
your workers that there is a problem to get them ready to find a way to solve a solution.
It is necessary for organizations to function in groups skillfully. The participative approach is a
group way of dealing with execution control where directors are teaming up with representatives
to decide the essential right activity. It's also necessary for businesses to work together in teams
for a world which has gone global. The participative approach is a performance management
team approach where supervisors collaborate with workers to assess the necessary corrective
action. In this case, one not only needs to be conscious of the issue, but also believe that there is
an issue.
Kirk Klapprich, who is a manager for the City of Wayzata Public Works Association was once
quoted saying, "How can you fix something if you do not know the problem?" Showing the
workers that there is a problem is important when it comes to having them onboard with a
solution. The question is what the best way is to keep workers aware of the issue. Is it
quantitative measurement? Anecdotes from your interactions with customers? If you have to
choose one and only one way, your employees would be best convinced through anecdotes from
interactions with customers. It is also much easier for people to accept testimony from others,
rather than recognizing nuanced data and variability across a continuum. Quantitative
measurements are almost certainly more reliable than personal observations and experiences, but
our tendency is to believe in what is observable to us and/or the word of someone we trust in a
statistical truth that is more 'abstract.'

Ans 3)
1. Need for achievements: Is a person's goal or ability to accomplish the difficult mission. The
kind of people are searching for life challenges. The advantage of the need for achievements that
the individual is highly motivated to manage difficult tasks and the determination to achieve their
goal. On the other hand, the issue that may be addressed is that people are focused at achieving
the goal. And they want the workers to do their job without the workers having to understand.
2. Need for affiliation: Is an urge to develop good working relationships and friendships. The
advantage is that good affiliation creates an open environment and establishes good employee
relationships. The issue, on the other hand, could be that the workers would be free and reckless
to complete the mission.
3. Need for Power: These are the ones who want power over their workers. They behave as
Bossy and follow an autocratic style of leadership. The advantage of power actions is that
everyone is responsible for completing their mission on time. On the other hand, the problem
might face is that there is only one-way communication so there will be no innovation and new
ideas in an organization. The employees’ motivation level will be low.
I'd work with supervisors who are highly in need of achievements as the supervisor would guide
me to successfully achieve organizational goals. For boss like him, it helps inspire me to perform
tasks effectively and better every time. In addition, he would make my work interesting as I have
to face various workplace challenges.

Ans 4)
The theory of reinforcement looks at the connection between actions and its consequences. This
depends on modifying or improving the actions of the workers by providing rewards or
punishments. It is an example of positive reinforcement in our situation, as students get instant
recognition and are invited to go to McDonalds for good results. Such an approach would
definitely increase the qualifications and attendance of students. Yet still it doesn't seem as easy
an answer. This question therefore needs further research, since certain problems may occur.
McDonald's meals are not a nutritious option and some parents do not like the notion because
their kids consume fast food meals that are harmful to them. There could even be some kids who
don't like McDonalds and the outcome isn't going to fix the problem.
In my opinion, yes, the issue will be fixed eventually and the major students will raise their
grades. Still, what if the rewarding ends at the school? All will be backed up to first position to
square one. This means that this is not beneficial for long term. So, it should function in a certain
amount of time but not at all times. Children are studying and having high grades because
McDonald's meal will praise them but not because it is good for their progress. That's the issue,
the kids should be motivated to study well and get good grades to be successful not for
McDonalds, but for their future.

Ans 5)
Leadership style isn't fixed at all and is absolutely flexible, it's also desirable to provide inclusive
leadership to the point of stronger leadership and productive performance within the company.
Through being versatile the leader will consider the employee's concerns and adjust the actions
of himself and the employees in the manner necessary. Often the situation is such that the well-
being of the company is hindered by a specific system of leadership, and the style of leadership
needs to be modified and something creative and new is to be implemented for improved
performance.
The key distinction is that trait is more related to personal region, personality attributes that
usually lead leadership behavior and abilities such as being introverted or extroverted, traits are
very important fields as they may decide certain other hypotheses of leadership. When working
on the other side of behavioral science in a more "functional" way, is an environment about how
members should behave with their staff and clients. Trait and actions are usually very related,
being the first that affects the other but can behave independently of trait with discipline
behavior.
Other differences are that trait theory claims that leaders have inborn traits, while behavioral
theory denies inborn leadership qualities, and suggests that leaders should be educated. One
more difference is that It is possible to change behavior, however, a trait is ultimately difficult to
change. For example, you can respond with rage or aggression to such situations but this is a
learned behavior that can be modified.

Ans 6)
Senior management partners in law firms typically have a broad variety of roles and duties to
address the different activities that impact everybody in the company. The role of leadership
attempts to clarify the effect of the Hierarchical Superior on subordinates' confidence and
efficiency. A law firm's senior partner usually reflects on the strategic strategy of the firm; the
management capabilities and leadership abilities that are considered to be central to the
performance of the partner; and also the role of the partner in managing legal spheres. The
organizational factors may serve as a supervisor of the managers, policy makers, and
organizational structures. Therefore, the subordinate would remain mainly at the strategy and
policy level, and the change that acted as a substitute was organizational structure, replacing the
predictive influence of the leader actions in subordinate job satisfaction and organizational
engagement. Senior management partners actively identify their positions in particular cases and
use legal and non-legal personnel to propose and impact approaches, while constant focus is
necessary to manage large-scale or business ventures monitoring success, resulting in general
strategies and priorities of the organization. Hence the activities of the managing director must
consider the potential participation of both parties.

Ans 7)
Yes, I do agree. Functional structure is the grouping of positions in organizations focused on
common skills, expertise, function and resource use. It may be regarded by organizational capital
as departmentalization, since each form of functional operation, accounting, human resource,
infrastructure, manufacturing, reflects unique resources for carrying out the organizations
mission.
Since the features of functional structure occur in any organization even though the intensity /
degree varies with organization.
These features are:
 Ups and downs of the flow of information
 Communication of departments with each other
 The Compatibility of employee and manager because of the same training.

Ans 8)
Functional approach is to group positions into departments based on skills, expertise, work and
resource utilization. And divisional structure is the grouping of products, programs, and business
based on organizational input. Divisional structure, in my opinion, is not exactly the opposite of
a functional structure but it has a lot of variation.
Divisional organization consists of tasks that are distinguished by the form of product or service
to accomplish a routine assignment from the lowest to the highest position in the business. It
means that workers are grouped in Divisional Categories according to what the company
produces. All the staff can work together to create a great service or product. Division can be
grouped by specific products, programs and curricula. It is decentralized in divisional
organization as decisions are made at a lower level, and the morale is therefore higher. There is
one president in the divisional hierarchy, so there are managers under him to dismantle all the
duties to lower skilled managers in different fields such as dermatologist, neurologist, orthopedic
and office manager. And, behind them, there are lower supervisors to deal out the subordinates.
In a divisional organizational structure, teamwork across functional divisions is exemplary for
performance.
Another feature of functional structure is that it helps the organization to accomplish practical
goals. Functional structure makes for a deep understanding and knowledge. The organizational
framework is centralized as decisions are taken at the center, until multiple functions can be
defined to influence a question. For example, all of the Mathematicians are located in one
department of the school and the head of the department is in charge of all the Mathematicians.
Functional structure is strong when they produce one or a few products or produces a few
services. All employees are in the same particular place and share the same facilities.
Yes, I do agree that these two are different to some extent. The divisional and functional
structures are different since the arrangement of the divisions is decentralized and the functional
structure is central. The decisions taken in functional form are at the top of the organization, and
at the divisional structure, at the bottom of the organization.
Ans 9)
A programmed decision requires a condition which has arisen often enough. Programmed
decisions are known to be normal. In reaction to new, special and mostly unstructured decision
scenarios, a Non-programmed decision is made. With respect to the importance of the above two
forms of decisions, I have made three significant decisions over the last six months:
The first one was programmed and classical: I came to London from my own country,
because I wanted to learn and grow a big company. So, traveling overseas was necessary to have
another apprehension and an awareness of industry. I have spent days studying and trying to
learn how things work since I got there, British habits and some similarities with my own people.
The first company where I have worked, I have started to provide some business advices to the
CEO about the view of her business. After a couple of months, I decided to resign and begin to
work for my own.
The second decision was nonprogrammed and administrative: Six months ago, I was saving
money to purchase a cheaper house from my father. I unexpectedly took the decision, because
the estimated price of the house was better than the original cost, because I might find a decent
offer in the future or use it for myself
The third decision was nonprogrammed and political: I held a conference with my
organization's people five months ago, and after a few hours I agreed to plan our organization's
first year, and with a suggestion I asked the leaders present to discuss this vision with me and
launch this project together.

Ans 10)
The planning process, 25 years ago, could require face-to-face sessions that could’ve not been
inconvenient. It may require manual reporting, which could be inefficient. It would take longer
to get a design and once the design was finished, the hard labor did not require adjustment or
changes to be made. The written document could sometimes be tampered with and if there is no
copy, it would be lost or destroyed. Planning has become simpler, more effective, more efficient
with the use of new technology, and it encourages improvements to be made if appropriate to
enhance the plan. The use of information technology has also streamlined the method of
collecting, processing, reviewing, extracting and storing information and records.
Planning is much more relevant today in an age where developments become more abrupt and
complex. The business climate is getting more volatile with those changes. To ensure companies
can sustain and expand their competitive position, they need more preparation. The planning
process helps a company to set strategic priorities and objectives, communicate them to the
stakeholders, including the workers, which gives them the path the business is going. Many
companies will easily fail as competition tactics of new market entrants and incumbent
companies are fairly volatile due to lack of or contingency planning.
Q2
Ans 1)
As we live in the ever-changing world, social, political, and economic forces evolve with time as
well. So, the old-fashioned method used by SIA Corporation is not adequate to keep the
company running. Considering the social aspects, the SIA Organization needs to establish a
cohesive environment, strengthen relationships with workers and earn their confidence, state and
share the organization's purpose and mission, its objectives and strategies to accomplish them as
a team. Considering the political aspects, there is little coordination and alignment between the
30 business units that the organization has, and it can restructure the administrative structures in
a more integrated way to accomplish corporate objectives in a more productive and efficient
manner. It's clear that consumers will prefer to work with more up-to-date firms that follow the
current business and strategy requirements, hence SIA corp. would suffer in competition.
Considering economic aspects, becoming a learning enterprise will have an incentive to be even
more successful, in other words cost-effective, because spreading information around the
business will save money and time spent searching for answers and solutions to the issues.

Ans 2)
Because I am an open-minded person to change, I would generally see those changes as natural.
However, there may be some concerns, of course, that if anyone else can handle my duties, they
will no longer need me. So, one of the key goals of managers implementing this new program is
to stress that they are not aiming at eliminating employment, but at enhancing the capabilities of
existing workers and collaborating together. In order to reassure his workers, Jerry will make an
appointment to answer their questions in order to prevent uncertainty, provide his workers all the
requisite details about how it can operate and why there is a need to introduce this method of
knowledge sharing in order to get rid of their concerns, encourage and make them realize its
advantages and have an incentive for the effective use of this program.

Ans 3)
The organizational structure lacks the confidence and imagination of the workers, which means
that they only perform the specific tasks and this reality does not enable them to work to their
maximum potential which leads to difficulties in achieving organizational goals. On the other
hand, company workers in such a system feel confident that no one in the company can do their
work, and they won't be laid off. Cooperation and exchange of information, however, can
contribute to improved business performance, because everybody is involved in achieving shared
goals. Managers should schedule some training sessions or workshops to explain how this
system operates in actual, include them in procedures, illustrate by comparing organizations and
their success between old and up-to-date programs, and eventually implement a rewards system
that encourages and give insensitive for information exchange. This would smooth the way.