NATIONAL AVIATION COLLEGE

MBA PROGRAM
HUMAN RESOURCE MANAGEMENT
HOME TAKE EXAMINATION
NAME: _________________________________________________ID NO:_________________SECTION: ________

 Instructor’s Name

Shewayirga Assalf (Asst. Prof) shewayirgaa@gmail.com

Instructions: Please carefully read the instructions below

1 The exam must be taken completely alone. Checking your exam answers or discussing any of
the materials or concepts with any other person is forbidden. If the students’ exam answers
are found the same, it shall be voided automatically
2 You can work on the exam for 24 hrs. Please submit the exam answer file typed in a word
document or scanned image via email.
3 While sending the email, write your section and program (extension/weekend) in the
subject line
4 Once an exam answer file is submitted for grading, no requests for amendments or
supplements will be permitted.
5 Once you submit your exam answer file, you will receive a confirmation email from your
course instructor. If you have not received a confirmation email within two hours of sending
your email, please contact your instructor.

ESSAY QUESTION ( 8 pt each)

1. Harassment is a problem in almost every institution or organization. Most of the time and
most of the people understand harassment by the unnecessary influence of men on women.
But this is not the only problem, there are several types of harassment .So what are these
Common types of work harassment? Explain in detail.

In this short answer, I will present ten types of work place harassment that might be
occurring within institution or organization. These are:

1. Discriminatory Harassment
This is a form of harassment that happens on the basis of protected clauses like race,
sexuality, age, gender, religion and disability. Let me explain them in a little detail…
I. Racial Harassment
An employee can be harassed because of their race and culture. Explicit slurs on their
particular attributes of a certain ethnicity (hair type, hair colour, nose shape, etc.)
Disrespecting their culture, showing disgust is also a form of racial harassment.
For example: Connor who is Irish is called Carrot and Ginger because of his hair colour.
II. Sexuality-based Harassment
An employee can be harassed because of their sexuality. Employees that have sexual
orientations like heterosexual, homosexual, bisexual, asexual, etc. may experience this form
of harassment.
For example: a heterosexual man may face harassment working as a make-up artist, while a
homosexual woman may not be considered as an efficient relationship therapist.
III. Age-based Harassment
An employee of mature age who is employed in an organization with a younger workforce,
or a young trainee or apprentice who are made fun of, practical jokes, and who is not
invited to social functions and meetings can be considered as age-based discrimination in
the workplace.
For example: Bullying trainees.
IV. Disability-based Harassment
Harassing or discriminating against an employee based on their physical or mental disability.
For example: Imitating a crippled person’s gait or teasing a person with down syndrome.
2. Harassment based on Religion
Showing hatred, disgust and disrespect to fellow employees because of their religion or
religious beliefs.
For example: Managers not granting leave or half-day to Muslim employees on a religious
holiday such as Eid al-Fitr.
3. Personal Harassment
This kind of harassment does not depend on any protective clauses. An employee can be
subjected to personal harassment by inappropriate comments, offensive jokes, personal
humiliation, critical remarks, ostracising behaviours, intimidation tactics, etc. because of
general disliking.
For example: Favouritism of staff who go out drinking with the boss, makes the job stressful
for Ralph who is a recovering alcholoic and makes him feel that he does not belong and is
not appreciated.
4. Physical Harassment
Any type of behaviour in the workplace involving physical attacks or threats is considered
physical harassment. Common behaviours that constitute as physical harassment include
direct threats of intent to inflict harm, physical attacks (hitting, shoving, kicking),
threatening behaviour (shaking fists angrily), destroying property to intimidate.
For example: A team leader throws fists angrily on the desk of an employee who didn’t
meet the target. Stephanie doesn’t clear the way for Julie to the restroom and collides
shoulders intentionally.
5. Power Harassment
This kind of harassment occurs when there is a misuse of power in the hierarchy of the
management team. Making it impossible to meet deadlines, asking for unnecessary work
edits, demanding work that is below the capacity of the employee are the most common
behaviours.
For example: A team leader gives a 2-hour long, non-urgent task to an employee 30
minutes before he/she is about to leave and asks them to get it done as a matter of
urgency.
6. Psychological Harassment
Any kind of behaviour in the workplace that causes mental distress to a reasonable person.
This harassment is subtle and is difficult to see and identify. Common acts include: Isolating
an employee, belittling his/her thoughts, spreading rumours, criticising or challenging
everything he/she says.
For example: Never considering what Tim has to say in the meeting, even when he makes
valid points.
7. Sexual Harassment
 Unwelcomed offensive and humiliating behaviour that is sexual in nature. Sexual
harassment can be direct, indirect, verbal, non-verbal, and not always physical in nature.
For example: Jacob compliments Susan on how her new dress fits so well and accentuates
the right parts.
8. Third-Party Harassment
This kind of harassment is done by the vendor, supplier, customer or client to generally to
the perceived lower-level professionals such as salespeople, assistants and receptionists.
You as an employer are responsible to avoid this harassment.
For example: A supplier verbally abuses the accounts payable staff member when moneys
have not been received on time.
9. Verbal Harassment
Verbal harassment is when an employee is persistently unpleasant, rude and mean to
another.
For example: Jeff repeatedly found Sam replying to his ideas as “that’s silly” or “that’s
because Jeff doesn’t know what he is doing” in group discussions, without any explanation.
10. Cyber Bullying
Any kind of harassment done on the internet and social media. Common behaviours include
tagging in inappropriate memes, texting, emailing or posting disturbing or humiliating
messages. This kind of harassment often happens after office hours, but can still be linked
to the ‘workplace’ Yes, having a rant on Facebook because your boss pulled you up for poor
behavior during the day is not appropriate!
Example: Shane messaging the intern Sara repeatedly over a course of six months via the
internet and social media to ask for a date, even when she clearly showed her disinterest.

2. Employee theft is the stealing of goods, money or time with the people who work for you,
such as employees or contractors. To prevent employee theft, you need to identify how your
business is vulnerable to it. You can then create policies, processes and monitoring systems
to reduce or prevent employee theft. However, it is difficult to solve the problem easily.
Many issues need to be looked at from a variety of perspectives and issues, and also a
number of steps need to be taken. Explain the process or steps we are going to solve the
problem of theft in your business
1. Know your employees. Be alert to key indicators of potential theft such as:
 Sudden, apparent devotion to work and working late.
 Lifestyles well above salary levels.
 Strong objections to procedural changes related to financial, inventory or supply
matters.
 Drugs and alcohol abuse.
 Moonlighting with materials available at the business.
 Evidence of compulsive gambling, persistent borrowing or bad check writing.

2. Supervise employees closely. Not surprisingly, studies show that when supervision is lax,
theft and fraud rates go up. This doesn’t mean looking over their shoulder every minute.
But it does mean checking what they do. It’s also wise to have more than one person
looking out for your money.

3. Use purchase orders. The payment, receipt and preparation of purchase orders should be
separate functions and handled by different individuals. Use serially pre-numbered
purchase orders and always verify incoming orders.

4. Control cash receipts. Use serially pre-numbered sales slips and conduct weekly audits.
Balancing of sales slips and register receipts should be done by someone other than the
sales clerk.

5. Use informal audits. Make unannounced internal audits and have a yearly audit
performed by an outside firm.

6. Install computer security measures. Understand your computer systems and software,
and how they might be used to divert money or inventory. Restrict access to computer
terminals and records. Periodically change entry codes and check regularly to ensure that
security procedures are in effect.

7. Track your business checks. Always use pre-numbered checks, with amounts and payees
typed or written in permanent ink. Producing all checks from financial software such as
QuickBooks is highly recommended. Lock blank checks and a signature machine, if you have
one, in a secure place.  

8. Manage inventory and use security systems. Separate receiving, store keeping and
shipping functions. Physical inventories should be done annually by individuals who are not
responsible for inventory records. Some businesses also install security devices to monitor
merchandise or inventory.
 9. Beware of accounts receivable. Make mail-opening and posting separate functions.
Record checks and cash in appropriate registers and stamp checks for deposit only.

10. Provide a way for employees to report theft or fraud by co-workers. This needs to be
done carefully to avoid signaling you don’t trust employees. But it can be highly effective. 

3. An Organization or Managers can feel the vacant work positions by employees or can assign
an employee to different vacant positions using different options. One of these options is
transferred employees from one position to another position. What are these types of
transfer? Explain in detail
The Following are The Various Types of Transfers:
a. Production Transfers: In order to stabilise the employment in the company and
avoidance of lay off, an employee may be transferred from one department to another
department. Such a transfer is known as production transfer.
b. Replacement Transfers: An employee with a long service may be transferred in some
other department to replace a person with a shorter service.
c. Versatility Transfers: The versatility transfers are made for the purpose of preparing the
employees for production and replacement transfer. An employee is trained on
different jobs so as adjust him on a different job when there is no work at his seat or job.
d. Shift Transfers: In case of manufacturing concerns, there are normally three shifts.
Usually these shifts are rotating. In case shift assignments are not rotating, an employee
may be transferred from one sift to another shift.
e. Remedial Transfers: In case an employee does not feel comfortable on his job, he may
be transferred to some other job. His initial placement might be faulty; his health might
have gone down; he may not be getting along with his supervisor or workers i.e., he
might have developed personal friction with his boss or fellow employees.
f. Miscellaneous Transfers: Transfers may also be classified as temporary or permanent
transfers. If a transfer is from one department to another, it is known as departmental
transfer. If a transfer is made within the department, such a transfer is known as
sectional transfer. An employee may be transferred from one plant to another plant.
Such a transfer is known as inter-plant transfer.
4. Discipline may be considered as a force that prompts an individual or group to observe the
rules, regulations and procedures which are deemed to be necessary for the effective
functioning of an organization, because they desire to cooperate harmoniously in forwarding
the end which the group has in view”. If there is a disciplinary problem, a manager takes
corrective action. Why they take Corrective action? What are the objectives of discipline?
5. If an organization need to full fill its humans. The organization needs to go through a number
of processes to meet its human resource needs. This requires a large number of applicants to
be recruited in order to obtain or hire Qualified and skilled human resource. So what does the
organization have to do to get more applicants? What is this function called? Where does it
invite applicants? In what way does invite?