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EXAMINATION

Introduction to People, Work and Organisations

Course IY1 Time Provided on exam

instructions/guidance.

Student’s
Name: ID No.

Term/Group

Examiner’s use only

Question Marks Question Marks Question Marks Question Marks

1.(a) /16 3. /10 7. /10

1.(b) /4 4. /10
2.(a) /10 5. /10
2. (b) /10 6. /20

TOTAL /100

Instructions to Candidate.

Write your name, student number and group number (if applicable). Answer all
questions in this paper using 1.5 spacing and font size 12 (Times New Roman/Calibri).
This is a closed book exam.

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Q.1. (a). The words “leader” and “manager” are among the most used words in business and
are often used interchangeably. It is essential to understand that leadership is an essential part
of effective management. Is a great leader a good manager or vice-a-versa? Analyse and
evaluate your answer. (16-Mark)

Q. 1. (b). For each of the statements made by managers listed below, choose an Ashridge
leadership style that best describes the statement. (4-Mark)

Statement Style
‘Produce this report immediately because
HR department have an urgent need for this
information.’
‘What would you like to include in this
report?’
‘Produce this report immediately or else.’
‘What do you think we should include in the
report.’

Q. 2. (a) Define organisational culture? Name/identify the following types of culture.

(10-Mark)

(a) Where the organisation is dominated by a single powerful figure.

(b) Where the organisation serves the person.

(c) Where there is a strong emphasis on close role definition and the features of bureaucracy
are largely present.

(d) Where the focus is on task and goal accomplishment.

Q. 2. (b). Describe what Charles Handy meant by task culture in an organisation. Can you
think of four advantages and disadvantages of task culture? (10-Mark).

Q. 3. What are the differences between Maslow’s Hierarchy of Needs motivation theory and
Fredrick Herzberg’s motivation theory? (10 -Mark)

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The principal contrasts in inspiration hypothesis among Maslow and Herzberg can be summed up as
follows:

 The Theory of Maslow is a general inspiration hypothesis which declares that the need to
meet the necessities is the primary persuasive variable. Herzberg's inspiration hypothesis,
then again, shows that a few components in the working environment lead to work
fulfillment.

 The hypothesis of Maslow is distinct, while Herzberg's thought is clear and prescriptive.

 Human need and satisfaction are the establishment of Maslow's theory. The Herzberg
theory, then again, depends on acknowledgment and prize.

 The possibility of Maslow shows a right progression of necessities from beneath to above.
On account of the Herzberg theory, then again, no such succession happens.

 The possibility of Maslow says that a person's neglected necessities fill in as energizer.
Actually, Herzberg's hypothesis shows that fulfilled requirements direct a person's conduct
and execution.

 A person's necessities are isolated into two gatherings, that is, Maslow needs and
development prerequisites for endurance/insufficiency. Actually, the requests of an
individual are sorted into cleanliness and propelling viewpoints in the Herzberg model.

 In the way of thinking of Maslow, every individual's neglected need is the impetus. As
opposed to Herzberg, the motivator is only the more noteworthy prerequisites.

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 The hypothesis of Maslow is fixated on the thought and satisfaction of human requirements
while Herzberg's hypothesis depends on the utilization of inspirations including execution,
acknowledgment and development openings.

 The way of thinking of Maslow depends on human necessities' chain of importance. Five
arrangements of human prerequisites (by need) have been found and their satisfaction is
propelling, and Herzberg alludes in his hypothesis to tidiness and inspirational components.
Components of cleanliness are unsuitable, though factors which inspire subjection. There is
no various leveled need design.

 The hypothesis of Maslow is fairly clear and illustrative and depends on an extensive history
of human needs. Albeit the hypothesis of Herzberg is more therapeutic. It demonstrates the
motivators that can be effectively used. After 203 architects and bookkeepers met, the
thought is established upon the genuine data acquired by Herzberg.

 The hypothesis of Maslow is the inspiration hypothesis that is generally renowned and
broadly cited and much of the time utilized. The principle reason is that cash is as yet a huge
spark for ruined and arising nations. While the hypothesis of Herzberg is an outgrowth of
Maslow's persuasive hypothesis. At the end of the day, the cash is a less pivotal inspiring
component in princely and industrialized nations.

 Hypothesis of Maslow is clear, though the hypothesis of Herzberg is prescriptive.

 As indicated by the idea of Maslow, each need can work as a help given that it isn't filled
while Herzberg doesn't fill in as a spark on its double factor model, and just necessities of
higher request (execution, acknowledgment, trouble) are spurring components.

Q. 4. Define scientific management. Identify four principles four (4) principles of

management? (10-Mark)

The utilization of Frederick Taylor's Theory to the working environment to improve affordable
viability is logical administration, generally known as Taylorism. Taylor expressed "The Principles of

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Scientific Management" in 1911, clarifying his work process examination, enhancement and
normalization approach using logical examinations.

The author of logical administration is Frederick Winslow Taylor (1856-1915). His involvement with
the most minimal level of the organization permitted him the opportunity to initially gain proficiency
with the representatives' troubles. The principle objective of Taylor was to reduce expenses and
upgrade benefits as well as to permit laborers to get improved compensation through improved
usefulness, boosting creation proficiency.

As a reaction for significant compensations and bigger benefits, Taylor saw efficiency. The selection
of the logical methodology may give this usefulness without the expense of additional human energy
or exertion rather than the traditions and general guideline.

In 1911 the book, The Principles of Scientific Management, was delivered by Taylor. His conclusions
on science the executives, in any case, were best passed on in his appearance before the House
advisory group in 1912. The presentation of enormous scope fabricating, mass assembling, and
motorization has made modern challenges.

Individuals required certain ideas and ways to deal with settle their troubles. Taylor was the
essential inspiration in the SDM development. He tended to the specialized component and
challenges of representatives just as pay rates coordinated towards efficiency.

The fundamental ideas driving the logical administration technique as seen by Taylor can be
summarized as follows:

1. Supplant dependable guideline working procedures with a logical errand study based technique.

2. Every specialist ought to experimentally pick, prepare and create rather than inactively permitting
every individual to prepare.

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3. Work along with representatives to ensure that strategies formulated experimentally are
executed.

4. Circulate the work among directors and representatives generally similarly, with the goal that
administrators utilize the standards of logical administration to design the work and the specialists
accomplish the work.

Q. 5. Define matrix structure? What are the advantages and disadvantages of matrix
organisational structure? (10-Mark)

The design grid is a blend of at least two particular sorts of construction, for example, project the
board or utilitarian organization. Furthermore, the network structure comprises of both an average
progression, with a practical administrator and additional task directors ready to manage staff across
numerous divisions. The framework structure incorporates These at least two frameworks cross a
lattice or network. These frameworks cross across.

Benefits of Matrix Structure:

1. Working with different divisions

The most probable benefit of a lattice structure is that exceptionally qualified colleagues from
different divisions meet up to permit the association, as opposed to look for information and enroll
colleagues from outside the association, to profit on its all around existing assets.

2. Consolidates structures for project and practical administration

This lattice structure consolidates an undertaking the executives structure with an effectiveness
upgrading useful administration structure, adjusted to changing business sectors and all the more
quickly reacting to advertise need.

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3. License the contact between divisions.

The network design likewise empowers improved correspondence and cooperation across divisions.
The grid structure assists with making a more open working setting through numerous divisions and
ultimately makes the association's business more powerful.

4. Staff can foster new sorts of abilities

In light of the utilization of more than one administration, the framework structure permits workers
to upgrade relational abilities, relational abilities and new expertise levels. Working external a
customary or progressive design can profit representatives by means of the advancement of new
ranges of abilities and through the cooperation with different offices in a useful manner.

5. Colleagues and bosses keep up their work.

Undertakings are constantly completed, anyway project colleagues and supervisors can keep up
their practical obligations for the entire task. At the point when a venture finishes up, the two chiefs
and individuals from the group can stay away from errors about their work solidness or looking for
new undertakings as a worker for hire, since they may essentially take on their duties. Colleagues
may likewise be engaged with future tasks.

Disadvantages of Matrix Structure:-

1. The board jobs can't be expressed obviously

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An average downside of the lattice construction may be a miscommunication among supervisors

working in grid planned tasks. As force elements may not be as unmistakably characterized inside
the lattice from the useful administrator to the undertaking supervisor, a slip-up might happen
concerning the specific administration obligations.

2. Group jobs may not be determined unmistakably

Another issue is if the situation of colleagues isn't unmistakably characterized in the task or in the
event that it isn't obvious how the elements of staff are parted into project jobs.

3. It is feasible to defer the dynamic interaction

Because of the idea of the framework including more than one administration, choices which the
two supervisors may have to make may take longer than conventional constructions. Also, decisions
requiring numerous actions, for example, quality confirmation may be eased back down when
coordinated by the lattice by the combination of a few directors and colleagues.

4. There may be over-burden due to an excess of work.

The construction of the lattice association, as its weight is often notwithstanding its typical useful
capacities, can periodically bring about work over-burden in colleagues. Representatives may
experience the ill effects of burnout or overlook or neglect to complete obligations or experience the
ill effects of time limitations in their nature of work.

5. It very well may be hard to gauge staff execution.

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Regularly, it very well may be hard to gauge worker execution when chipping away at an undertaking
while at the same time using a lattice structure. This is part of the way since colleagues may have
more than one influence in the venture, both practically and as an undertaking. At long last, the
framework authoritative construction might be an ideal method of organizing an assortment of jobs
and offices in executing a significant venture by means of cautious arranging, clear assumptions and
open, viable correspondence.

Q.6. What is a work-life balance? Discuss at least four reasons why maintaining a healthy
work-life balance is good for every individual. (20-Mark)

The accomplishment of a decent balance between serious and fun activities needs an economical
administration of our expert and individual lives that keeps our energies, our minds and bodies
sound and our whole selves glad and fulfilled. It implies giving legitimate thoughtfulness regarding all
that advances us and brings us into satisfaction: work and vocation, wellbeing and wellness. It
implies giving appropriate thoughtfulness regarding family and connections.

Reasons:

1. Follow Your Time

Examination of your present situation is the initial move towards a reasonable presence. Require a
one-week time diary of whatever you do, including position and individual interests. These realities
are a shocker, which assists you with seeing how you use — and where you burn through — your
time.

2. Recognize your needs

Invest some energy thinking about what is generally critical to you and distinguish your top work and
home needs. Then, at that point survey your time review by addressing yourself: What would it be a

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good idea for me to start to do? Quit doing? Quit doing? Continue to do this? Accomplish more?
Accomplish more? Accomplish more? Do less? Do less of that? Do that something else?

3. Explicit goals

If it's not too much trouble, take your need rundown and make it unmistakable and quantifiable.
Square your time for exercises like you would for a critical gathering or a meeting with a specialist.

4. Careful programming

Fruitful people plan and afterward work out their arrangements. You have one lifetime,
subsequently you have a date scheduler. This is the vehicle for making your destinations and needs a
reality, regardless of whether it be paper or electronic. Toward the beginning of every day (or night
prior) put away 10-20 minutes to plan your exercises and tasks for the afternoon and for the day
ahead.

5. Make limits

Set sensible and sensible restrictions on what you accomplish at work and at home and not at home.
Unmistakably advise your chief, associates, accomplice and family about those impediments. For
instance, if there is an emergency, you may vow yourselves to not burn the midnight oil for specific
days. Likewise, build up a period at home wherein business related messages or voice messages
won't be analyzed or reacted to.

6. Construct your family/local area

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The main source for inward satisfaction are by a wide margin associations with family, companions
and friends and family. Eventually, the two regions will endure if your work or work harms your own
association. There will surely be days when additional time should be worked. At the point when
these days are the standard, not the special case, the inquiry is inconvenient. Your usefulness and
productivity at work will truly rise if your own associations are focused on.

Q. 7. To what extent is CSR important and benefits for all businesses? (10-Mark)
To keep up the manageability of life and business later on, corporate social obligation (CSR) is vital in
the present industrialist economy. "The manner in which firms handle the strategies of organizations
is to have a generally speaking valuable impact on society," says Mall Baker. CSR.

Accorporate social duties are an administration idea that permits enterprises, through their business
tasks and in dealings with their partners, to fuse social and ecological issues into their business
exercises. Before the Firms Act 2013 became obligatory, numerous Indian organizations were taking
part in CSR well. Notwithstanding, 43% of CSR financing from PSUs isn't utilized. Organizations see
CSR as an expense community, yet Corporate Social Responsibility gives numerous elusive benefits.

Significance of CSR:

1. Worth of Brand

A short look into the world's best 10 brands recommends that the primary focal point of their tasks
is duty. An all around oversaw CSR program may add to mark value, mindfulness and solid worth
reverberation.

2. Client Sales Increased

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The customers respect organizations that direct with a reason well. An investigation shows that 88%
of the studied purchasers would purchase things from a mindful company. 85% of the people in their
networks expressed they would uphold the firm.

3. Maintenance and responsibility of representatives

At one at once at their work alone according to the perspective of meat and potatoes. Workers are
presently hoping to accomplish a higher goal than their month to month compensation.
Representatives like to work for associations with a good picture of the general population. CSR
endeavors incorporate intentional projects that advance characteristics like sympathy and devotion.
This prompts expanded cooperation and partnership between staff. It is usually perceived that
cheerful staff lead to a droop.

4. Reserve funds in costs

Previously, the business has cost the enterprise hugely reasonably. Cost investment funds would be
unforeseen a couple of years prior as one of the angles that make CSR significant. Dependable
organizations have found creative innovation which have cut operational costs.

5. Disposal of neediness

India has about 1.4 billion individuals, with the richest 1% of the populace representing 73% of its
abundance. The hole among haves and the poor is, by and by, among the most honed on the planet,
despite the huge number of social projects. The fundamental abilities of the business area are
project execution. They have what it takes and mastery to ensure greatest impact in any event costs.
With this operational proficiency, CSR exercises lead to change at grassroots level.

6. Overseeing hazard

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It is not, at this point a conversation which largely affects organizations on friendly and natural
dangers. These components will impact development designs over the long haul and will be
absolutely strange.

End of Examination.

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