Q3: Dale Carnegie spells out his plan for getting what you want from other people

by changing the way

you behave. Carnegie developed these principles by drawing from examples of persuasive people in
history, like Abraham Lincoln, and from his own experiences. Since Carnegie wrote his book in 1935,
many of his examples will of course seem dated, but his basic principles are timeless, eminently useable
and presented in an easy-to-read and personal style. As you have gone through the book “How to win
friends and influence people” by Dale Carnegie, answer the following questions briefly:

1) How to modify your behavior to produce a more positive reaction from other people, thereby
making them more likely to help you or to do what you ask. 2) How to generate confidence in
the people you
encounter, and 3) How to become a more effective leader. (2+2+2=6 Marks)

We know that we have to modify our behaviors to get a positive response from others. For
positive feedback from people we have to do positive reinforcement. Following are the
things that you can do:

1) Become genuinely interested in other people

2) Be a good listener. If you listen them they will listen to you too.
3) Remember that person name, because everyone likes to be called by their names.
Always smile, because one smile and your sweet tone can influence people very
quickly.

The first step to generate confidence in them is to don’t criticize them on their mistakes.
We can criticize them in a positive way in which their self-respect will not hurt. Give
them confidence by realizing them that everyone can make mistakes. Another technique
to generate confidence in them is to arouse in the other person an eager want.

1) Everyone follow different leadership styles, but in order to become a good leader,
we Always begin with positive appreciation of your employee.
2) Talk about your own mistakes before criticizing them and always try to do positive
critic, which will not hurt their self-respect.
3) Try to ask questions instead of giving orders to them.
4) Try to remember their name, and call by their name.
5) Praise every little improvement of your employee.
 6) You should talk and act in a way that other person feel happy about doing what you
suggest.

These key points will help you to become effective leader and your employees will
start to consider your work as their work and will try to work with loyalty.

Q4: Write a treatise of maximum 200 words on any one of the area of research assigned in the class
relevant to management practices in Pakistan. (10 Marks)

As we all know, that the ongoing pandemic has greatly affected lives of people. Many people got
jobless because this pandemic had a great impact on our economy. But we have observed that
trend of online working i.e. work from home has been increased. For this survey report, i have
selected a topic of ONLINE EDUCATION IN COVID’19. So, the point which I’m going to
discuss is “Lack of in person interaction during on line classes”.

 So, in this survey we have asked students, Do your teacher clear your concept in online
classes as he used to do face to face? 34.9% remained neutral about this; they mentioned it
majorly depends on the subject. Some subjects require minimal effort and can be self-
studied where as technical subjects require more effort for the lecturer which some teacher
failed to provide. 19.1% students agreed. These students were mostly studying theoretical
subjects for his particular phase and had no problem attempting the exam and absorbing the
concept. A lot of students (50%) disagreed which showed how problematic this specific way
of education is for students. It is because of lack of facilitation, unfamiliarity to certain
technologies and technical subjects. We have asked people Do you believe that high
quality learning can take place without face to face interaction?

More than 60% disagreed and preferred face-to face interaction more. They mentioned that it
was due to various reasons including financial and geographical problems. They also mentioned
that for pathetical (numerical) subjects require more effort from the student as well as the
teacher; without face-to-face interaction, it is hard to deliver an understand concepts. The
students who agreed (20.6) where those who had better understand of computer and technology.
12.7% remained neutral
Q5: Human resource management (HRM) is the practice of recruiting, hiring, deploying and
managing an organization's employees. HRM is often referred to simply as human resources
(HR). The material contained in the Human Resource Manual is organised according to the
Human Resource function as follows:

a. Manpower Planning/Budgeting

b. Recruitment

c. Career Development & Training

d. Performance Appraisal

e. Salary Review

f. Staff Movements i.e. promotions and transfer

g. Employee records.

h. Code of Conduct and discipline

i. Grievance handling

j. Separation; and

k. Employee benefits on separation

Briefly discuss any three HR functions of your choice. Your answer must include the followings:

1. Objectives of the HR function

2. Key policies relating to concerned function
3. Procedure of the function including responsibilities and actions. (9 Marks)
 Human Resource Management is the formal system of managing employees and other
stakeholders within company. The main role of HRM is to find the suitable ways to increase
productivity of its organization through its employees. Despite increasing rate of change in the
corporate world, the role of HRM is not likely to change in a significant way.

There are many functions of Human resource management. Let’s discuss we have studied so far:

Employee recruitment: It is the process of identifying the talent gaps within the company
and finding the right employees to fill the roles. HRM manager hire talented employees
for those positions where his company needs improvement. There are four stages in the
employee recruitment process:

1) Job analysis: This step involves defining the various aspects of the job description and
specifications. Job description is related to the tasks required for a specific job and the
other defines the requirement an individual need to fill.
2) Sourcing: This is the technique a company employee uses to attract the potential
candidates for that position. It is done by internal and external advertisement.

3) Screening and selection: This is the evaluation process of the candidates who applied for
the job. This evaluation is done to determine the skills, qualification, experience and
competency of the candidate. So they can choose the best among all.

4) Selection of the right candidate: After the selection of the employee, the next step is to
help them to become the productive member of the company.

Employee orientation: It is another function of the Human Resource Management known as

onboarding. It is the process of teaching the new hired employees basic and necessary skills and
knowledge. So, they can become effective for their organization. It is conducted by the HR
department. There are many methods to do this function. Some of them are as follows:

1) Meeting
2) Mentoring
3) Team-building exercises

The main objective of the orientation to provide the new recruits basic information about
company’s targets, policies, rules and activities.
Employee development: It refers to all the aspects of improving personal, team and company’s
effectiveness. Human resource department tackles the aspect of talent development. To aligning
the employees skills according to company’s need is known as talent development. On the other
hand, it is more economical, if you develop the other skills within your employees. Then
company do not need to hire more employees in future to fill their gaps.

Concluding, Human Resource Management is the recruiting process to develop organization’s

workforce. This department is concerned with identifying new talented employees for their
company to fill their gaps, advertising for positions and hiring top talents. Human resource
management not only handle the recruitment of new employees, but also oversees the
weaknesses of company. Human resource management guarantees the smooth running of
employees in a company that will benefit them and increase their productivity in upcoming
future.

LEAVES

To determine the availability of staff and their absence from work should be known in advance
so that the regular activities of firm must not hindered is the main objective of annual leaves. All
permanent employees have 20 leaves per year. On the other hand permanent/contract employees
enjoy leaves as per contract.

 Annual leave plan is prepared for July to June period.

 Employees give charge to nominated relieving employee before going on leave.
 In proposed leave of the applicants, if there exists any clash then the person with longer
length of service will be prioritized.
 A period of six months must elapse between vacations for successive year.
 In case of exigency or personal reasons the minimum period of time the leave will be
approved is 10 days.

Procedure:

Formulation of annual leave plan is initiated in the first week of May. So, this time allows
employees to discuss and submit their leave plans after consulting with other employees. The
objective in providing for annual leave is not only to comply with legal requirements, but also to
follow market practice and provide benefit, which cater to reasonable needs of an individual.
Procedures have been laid down to regulate the leave procedure, ensure compliance and prevent
abuse. At the end of each accounting year, the annual leave is credit to the account of each
employee. Any leave in excess of 40 days automatically lapses.
Sick Leave:

 Sick leave more than 5 days need approval from the competent authority. If these leaves
exceeds the limit than these leaves will be cutoff in exchange of casual leaves. If it
exceeds more than casual leaves then employee salary will be cutoff.
 The employee availing leave should take appropriate measures to inform the head of
department regarding the probable duration of his or her absence immediately on
commencement of leave.
 In case of serious health issue, employee should submit a medical fitness certificate
approved by doctor.
 Sick leave is not cashable and cannot be accumulated for any staff.
 In the absence of a medical certificate, this period will be treated as absence and the
employee will be subject to disciplinary action.

All absences on account of illness must be supported by the following evidence:

 For sickness of more than one day certificate is needed.

 Sick leave of more than five days will be granted jointly by head of department and head
of HR department only on the basis of certificate issued by the Association’s nominated
doctor.

Casual leave:

 Casual leave can be availed for a maximum of three days at a time.

 Casual leaves are non-cumulative and non-cashable for all employees.
 If submission of Casual Leave Application is not possible in advance, the same should be
submitted on the day of resumption of duty.
 Casual leave is to attend personal affairs with pay with the association of permanent
employees. For example: death, marriage
 The employee must inform the superior in advance or by telephone on the day.

Maternity leave:

 A period of 12 weeks (4 weeks prenatal and 8 weeks post-natal) are entitled to maternity
leave for the female employees with full pay.
 Maternity leave may be granted in continuation of, or in combination with any other kind
of leave as may be due and admissible to a female employee.
 Application of leave should be submitted 15 days before in advance.
  Maternity leave to the permanent female staff will be sanctioned for a maximum of two
times in the entire service of the employee. Any further application will be approved
against accumulated Annual leave in the account, and in the case of non-availability of
leave, the leave availed of by her shall be treated as leave without pay.

Leave encashment on separation:

Leave encashment is allowed to separating employees only. On the other hand serving
employees are not allowed to cash their accumulated leaves.

Policies

 Encashment of leave will be calculated on the basis of last month’s gross salary.
 When an employee resigns than the leave balance is adjusted normally against the notice
period and balance. If any, cashed where by mutual understanding where an employee
serves the notice and the leave in cashed.
 The balance is cashable in a situation when adjustment of leave against notice board left
balance.
 Retiring employee could train a successor and proceed to leave to finish the balance of
leave.

Public holidays:

 All employees enjoys holidays announced by the federal or provincial government. But if
these holidays occurs during the leave period of employee then it can’t be adjusted.
 Minorities within organization also enjoy holidays announced by the government.
 In any unusual situation, an employee should be asked to work on public holiday. Then
the compensatory leave should be given by the competent authority notified of head of
department.

SEPARATION

Separation of employment means that a person is no longer working for the organization. As we
know the function of human resource management starts from the recruitment of employees
from the society for their use in the organization. But those employees are returned to the same
society when the organization does not need them anymore. That is basically known as
separation of employee from the organization. There are various forms of employee separation.
When the agreement which was done between the employee and the organization comes to an
end, then employee leaves the organization. That is the situation of separation. The separation of
employee may be due to variety of reasons like retirement, designation, termination and death in
service. It is sometimes important to separate the employee from the organization but on the
other hand it can also be traumatic sometimes for the employee and organization. The basic
forms of employee separation are as follow

 Separation - Retirement
 Separation - Resignation
 Separation - Termination
 Death in Service

Separation – Retirement:

One of the main reason of separation of employees from the organization is retirement. Every
organization decides the maximum age limit for employees to work. When any employee
reaches that age limit they have to leave the organization and quit the service. Attainment of that
specific means retirement from the service. As employee is no longer eligible to work there. For
example, in many government organizations the maximum age limit for employees to work is 58
years.

There are two types of retirement:

One is known as compulsory retirement and the other is voluntary retirement.

 Compulsory retirement:
In this type of retirement, what happens is employee reaches at the age of superannuation.
And has no other option except quitting the job. So the retirement is compulsory in this
type.

 Voluntary retirement:
In voluntary retirement, employee has given an option by the organization to retire before
the age of retirement. Organizations do this when they have to downsize the employees.
So what they do is they provide employees incentives so that employees quit the job. In
the voluntary retirement ‘Golden Handshake’ is given to the employees when the whole
amount is given to them at the same time. Incentives also include extended medical and
insurance benefits.

Separation – Resignation:

Resignation is when employee decides to leave the job as their own choice. Employee has to
submit notice officially for the resignation. Which means that the employee wants to end the
relationship with company and quit the job. Resignation rules are different in every
organization. The specific time period is decided and employee has to inform about his/her
resignation formally to the organization accordingly. For example, in most of the organizations
written notice must be given at least two weeks before the last day. Resignation might be
voluntary or forced.

 Voluntary resignation:
In voluntary resignation it is the decision of employee to resign. Employee decides to
resign on his own. There might be personal reasons behind this resignation like health,
family move, job dissatisfaction, marriage or some other good job opportunity.

 Forced resignation:
Forced resignation is when organization asks employee to resign or either he/she will be
fired. There could be different reasons behind forced resignation like indiscipline,
unsatisfied duty etc.
But when forced resignation is done, an inquiry should be conducted before asking
employee to resign.

Separation – Termination:

Termination simply means that employee has been asked to leave the job. Termination can be
voluntary and involuntary. Two general reasons for involuntary termination are fired and laid
off. In the case of lay off employees are asked to leave not because they have done something
wrong. It is because their position no longer exists. And on the other hand, employee is fired
when he/she has done something wrong.

2) Lay off - In this case the employee’s service is no longer needed in the organization.
Layoff can occurs to one or many employees at the same time depending upon the
current circumstances. Layoff occurs due to the reasons beyond the control of
organization. Like breakdown of machinery, seasonal fluctuations in demand, shortage of
power, raw materials etc. There are no defined ways to avoid layoffs.
3) Fired - The general reason to fire an employee is the poor performance or violation of
rules. The organization do not bear that employee and decides to fire him/her. In some
cases employees are fired without any warning or reason. Firing is also done due to
political reasons. When the boss wants to hire some of his referenced employee. So he
makes room for them by firing others.

Death in Service:

Death is a natural and spontaneous thing so when the employee dies in service before the age of
retirement so the employee gets the compensation. The death in service benefits are paid to the
family of the employee like spouse or children. The benefits which are given to the death in
service employee’s family are pension or lump sum of cash.
Q2: Best-selling authors Adrian Gostick and Chester Elton deconstruct the motivation of employees
across the generations to help managers keep multigenerational teams performing smoothly. The former
workforce of vertical banks of long-time employees must now become fluid, cross-functional teams. The
authors discuss how different generations work and which management styles motivate them. This fast-
moving, entertaining guide offers real-world case studies and surprising research into generational
differences and parallels. The authors also offer 101 ideas for inspiring a multigenerational workforce.

As you have studied the book "The Best Team Wins: The New Science of High Performance" Adrian
Gostick and Chester Elton in 2018, briefly answer the following questions:

1) What are the different management techniques to create and run strong teams?

2) What are the several best practices to bear when you want to recognize people who do good work?
(4*2.5=10 Marks)

1: How to build a successful team:

Through open and predictable correspondence, straightforward and true working environments
help representatives to have a sense of safety in their positions. Thus, colleagues feel more
liberated to contribute thoughts and proposals, upgrading innovativeness.

2: Keep communicating:

You have to be in contact with each and every member of your company. You more likely than
not heard this one preceding: the premise of an agreeable and profitable group is acceptable
correspondence. Don’t make communicating a problem of your ego.

3: Try a chat channel, like Slack:

Another incredible specialized apparatus is Slack. Bunches of organizations are as of now

utilizing Slack, as whether or not your group is working distantly or across the board office, it's
an extraordinary method to eliminate messages and manufacture a positive and inviting working
society.

4: Provide valuable feedback:

Always encourage them on improvements and don’t criticize as their self-respect got hurted.
Providing feedback to team members is one of the best ways you can support them to develop
professionally and personally.

5: Encourage collaboration
6: Try mapping out your ideas

Talk to them on every issue, listen what they say on a particular issue and also tell them what
you want from them.

7: Have a Shared Scoreboard

Tell them about your mistakes and always encourage them on their improvements. Leading a
team can be inspiring, rewarding and exhausting. Busy working environments can leave little
time for team leaders to check-in with team members and ensure they’re feeling happy, creative
and on track

Q2:b(ANS)

1. Groups are comprised of people who have various viewpoints and capacities, and are at
various phases of their professions. Some may find that the undertakings you've apportioned to
them are testing, and they may require support. Others might be "old hands" at what they're
doing, and might be searching for chances to extend their aptitudes. In any case, it's your duty to
build up the entirety of your kin. Numerous gatherings incorporate meetings to generate new
ideas. As a group administrator, you'll regularly need to encourage these, so you'll should be
alright with doing this. There's something else entirely to this than basically thinking of inventive
thoughts, as you do when you're only a customary member in such a meeting: read our article to
discover how to run meetings to generate new ideas. Ensure that you comprehend where they can
turn out badly, and what you can do to maintain a strategic distance from this

2. Make sure that they believe in your mission. ...

3. Check that they fit into the culture. ...

4. See what they're up to on social media

5. See what he doing with in firm

6. How they work with in team

7. The productive result of person

These are the characteristics of people who work for their firm and produce good result. The key
is to give your team the right conditions to develop and grow. Think about this: if you were
trying to create a thriving vegetable patch, you wouldn’t just throw some seeds around and
command them to grow.