MANAGEMENT THEORY AND PRACTICE

ANS 1.)
INTRODUCTION-MANAGEMENT INFORMATION SYSTEM(MIS)
A management information system (MIS) is a computer system consisting of hardware and
software that serves as the backbone of an organization's operations. An MIS gathers data from
multiple online systems, analyzes the information, and reports data to aid in management
decision-making.

The need for MIS:-

 Decision makers need information to make effective decisions. Management

Information Systems (MIS) make this possible.
 MIS systems facilitate communication within and outside the organization –
employees within the organization are able to easily access the required information for
the day to day operations. Facilitates such as Short Message Service (SMS) & Email
make it possible to communicate with customers and suppliers from within the MIS
system that an organization is using.
 Record keeping – management information systems record all business transactions of
an organization and provide a reference point for the transactions.

Characterstics of Management Information System(MIS):

1)Management Oriented: MIS focuses on providing the right information to the right manager
at the right time .This information is used by managers to make timely business decision.

For Tanishq jwellers Sales manager must have the data of sales of Jwelleries and the Finance
Manager must have all the transaction details for the sales which will be provided by MIS Team.

2)Management Directed: MIS enables the top level management of an organization to make
effective decision by providing adequate and accurate information.

For Tanishq Jwellers all departments data will be provide by MIS to the Top Level
Management to make the right decision by analyzing the information.

3)Integrated System: MIS is a integrated system an includes various management operations

and activities combination. Information provided by MIS can be accessed by all the departments
of the organization and helps departments to take decision in coordination with each other.
For Tanishq Jwellers in manufacturing organization,the production department needs to decide
the appropriate production level. For this production department needs information on the
current sales and inventory of jwellery of the organization tanishq Jwellers.

4)Common Data Flow:MIS collects the data from the original source and the gathered
data,stored,retrieved and captured only once.This common data flow in MIS helps in minimising
data processing and maximising output.

For Tanishq Jwellers MIS collect sales data,Transaction data,production data from their source
and store into a database only once after processing and then is available for the use.

5)Heavy Planning Element : Planning and design of MIS must be careful for the successful
implementation of MIS. It should be planned in such a way so that there is proper integration and
communication between various elements such as hardware,software,database,information
processing and feedback.

For Tanishq Jwellers this characterstic plays important role as for a successful MIS Tanishq
must plan the proper integration of components as per its requirement to make its MIS work
efficiently and accurately.

6)Subsystem concept: MIS consists of various other systems that interact and communicate
with each other in order to support decision making. These systems collectively perform
specialised functions to make MIS work as a system.

For Tanishq Jwellers all the collective interaction of the systems and subsystem makes the MIS
of Tanishq transparent to all managers and maintains uniformity.

7) Common database: MIS consists of many subsystems, a common database is require for
each subsystem. These system acts as an integrator between these subsystems and serves the
information needed of different levels of management.

To save the data and information Tanishq Jwellers needs a common database to store its sales,
production, Finance data that can be accesed by various subsystem whenever needed.

8)Flexibility: MIS is a flexible system that can be easily modified in a short span of time as per
changes in the business environment.
For Tanishq Jwellers consumer demand of jwellery is subject to change from time to time . The
relevant information on consumer demand can also be updated in MIS in order to make accurate
decisions.

COMPONENTS OF MIS FOR TANISHQ JWELLERS:

1)People: It is needed to operate and maintain system. It is divided into end users and
Information system specialists.

End Users: users who use the information provided by MIS

Information System Specialists: one who experts in developing and operating MIS.

Tanishq End users: production managers, sales personnel and market researchers

Tanishq Information System Specialists: Software developers, data analysts etc.

2) Hardware: It includes physical devices used to operate MIS such as CPU,keyboard,desktop

etc. For Tanishq these Hardwares are common.

3)Software: Set of instructions to control hardware. Generally are programs and procedures.

Programs: System and Application Softwares such as Operating System(OS)

Procedures: It is defined by the organization as per requirements such data entry procedures.

4)Data: It is an unorganized and raw form of facts collected from primary and secondary
sources. It is then processed by MIS team to extract information which is useful.

5) Information: To make efficient decisions, the collected data is processed, analysed, and
presented in the form of graphs and figures in order to convert it into meaningful information.

6)Network: It is a group of two or more computers that are interconnected for the purpose of
sharing information for example, the Internet, intranet, and extranet. network support includes
the integration of all hardware, software, and technologies to operate MIS efficiently.

BENEFITS OF MIS:

1)MIS promotes the decentralisation of authority by providing access to information at all levels
of management.

2)MIS converts a large amount of data in precise information that is easily interpretable.
3)MIS generates various types of business reports that help the organisation to identify its
strengths and weaknesses.

4)It facilitates coordination between departments can be accessed by any department anytime.

LIMITATIONS OF MIS:

1)Technical failures due to heavy load of data.

2)Inability of MIS to provide creative responses in critical situations.

3)Resistance to sharing of interdepartmental information.

4)Integration of departments can cause accountability problems.

5)High maintenance cost.

Conclusion:
MIS provides data of various organizational functions like sales, production, finance, marketing
etc.and converts this data into meaningful information which is used to make business decisions
effectively hence increasing overall profitability of the organization.
Ans.2)
INTRODUCTION - HOFSTEDE’s FIVE DIMENSIONS OF CULTURE
Research performed for a decade in 40 countries and HOFSTEDE’s provided the five
dimensions of corporate cultures.

The way people think about such matters as achievement, wealth and material gain and risk and
change may influence how they approach work and their influence with organization. A
framework offered by Hofstede offers one such approach for understanding how values
differences across national cultures can influence human behavior at work.

The values that distinguished countries from each other could be grouped statistically into four
clusters. These four groups became the Hofstede dimensions of national culture.

A fifth Dimension was added in 1991 based on research by Michael Bond who conducted an
additional international study among students with a survey instrument that was developed
together with Chinese employees and managers.
APPLICATION:

Premier Automobiles plans to set up a base in various countries across Europe means they
wanted to compete globally and it must that they have the knowledge of cultures of different
countries so its easy for the managers to understand the people and the societies norms

Hofstede provided a definition of culture and how culture can be measured. His research showed
that cultural differences matter. Managers in international organizations operate according to
their country’s values, rather than to the organization’s culture.

The model negates that one set of principles is universally applicable by confirming that there
are multiple ways of structuring organizations and institutions. An organization’s wider social
and cultural environment plus its technology determines the level of bureaucracy and
centralization.

Five Dimensions :-
1.)Power Distance: It refers to the degree of inequality exists in a particular country and is
accepted by people. If the power distance is high, unequal distribution of power is accepted by
the people whereas in countries having low power distance, power is shared and well dispersed
among people.
The fundamental issue here is how a society handles inequalities among people. People in
societies exhibiting a large degree of power distance accept a hierarchical order in which
everybody has a place and which needs no further justification. In societies with low power
distance, people strive to equalize the distribution of power and demand justification for
inequalities of power.
Countries with high power distance values individuals or groups who has more power and people
and societies give more respect to them and there is inequality acceptance in the society.
Countries with low power distance have more uniform power distribution among themselves and
treat everyone equally and gives equal respect.
2.)Individualism and Collectivism: Individualsim means there is more about their own self
more importance to their personal achievements and loose ties between individuals while
collectivism refers to tendency of individual to be a part of a group in collectivism there is more
value of individual in a group and collective decision is taken by group and people are
empowerment to take decision.
If there is high individualism in a country then more independency of individual is there and
according to research individualism countries are more wealthier.
If there is high collectivism then there is more value for individual of particular group and may
face exclusion by other groups.
Countries like Germany , Italy has high individualism.
3.)Masculinity/ Feminity: Masculinity means more assertive and materialistic and individual
initiative is encouraged, and relationships are likely to be competitive while in Feminity focused
on ensuring better life for the family. Feminity tries to balance work and life and is more about
better relationship.
In high assertiveness countries such as the United States, Germany, and Mexico, communication
is direct and unambiguous.
In high feminine countries there is more understanding of people ,relationships and more
emotionally decision making.
4.)Uncertainty Avoidance: It is the extent to which a society relies on social norms and rules to
avoid the unpredictability of future aspects. They like to be safe and takes measures to avoid
risks.
It uses formalized policies and procedures.
In high uncertainity avoidance countries the people and societies are more resistant to any
change and follows some rules and norms to avoid any risk or uncertainity.
In less uncertainity avoidance countries the people and societies are more adaptive to any change
and wanted to accept challenges and risks.
5.)Long-Term Orientation: The degree to which delayed gratification and planning for the
future are valued over short-term gains and Strive towards long term goals and future rewards
rather than short-term goals. Encourage investments for future payoffs over immediate
consumption.
Countries with long-term orientation values who changes and long-term oriented societies
chooses to support middle grounds.
Countries with short-term orientation have Prosperity to spend rather than save and does values
who remain unchanged.

CONCLUSION:
It is very important to understand the cultures and norms of the socities and countries before
setting up the business globally anywhere for the better cooperation and coordination of the
employees and the societies.

Employees from related national cultures work in similar fashions, thereby reducing the chance
of conflicts. Hofstede’s model provides managers of cross-cultural relations a tool to help them
understand differences in value sets and behavior but Culture is a far too complex and
multifaceted to be used as a straightforward organizational change control.
Ans 3.a)

INTRODUCTION- 3D PRINTING
3D printing or additive manufacturing is a process of making three dimensional solid objects
from a digital file.

The creation of a 3D printed object is achieved using additive processes. In an additive process
an object is created by laying down successive layers of material until the object is created. Each
of these layers can be seen as a thinly sliced cross-section of the object.

3D printing is the opposite of subtractive manufacturing which is cutting out / hollowing out a
piece of metal or plastic with for instance a milling machine.

3D printing enables you to produce complex shapes using less material than traditional
manufacturing methods.

EFFECT OF COVID ON 3D PRINTING AND BEHIND RESISTANCE

1)As 3D Printing is an manufacturing process of creating three dimensional objects due to covid
all the imports and exports of Raw materials are affected.
2)There is a huge fall on orders from the clients as well as observing the current demand of the
world there is less demand of the 3D Printing because their one of the biggest client is
automotive industries and due to Covid -19 the worst affect industry is automotive industry due
to very less demand they are facing loss.
3)As most of the Businesses are shifted to online platform with the use of internet technologies
so that the effect on their business would be less as expect and for 3D printing companies it’s
like a big challange.
4)Employees are also at risk and fear to work as 3D printing cannot be done from home so
there’s no work from home option for employees it affects work force therefor this change is not
acceptable.
FORCES OF CHANGE:
1)Internal Forces: These are forces that exist within an organization and are under control of
organization. Such as leadership, implementing new technology etc.
2)External Forces: These are the forces which exist outside of the organization and external to
it. This force is beyond the control of organization . such as government policies,political
pressure, social pressure, changes in economy ,scarcity of labour, pandemic etc.
Types of Resistance Faced by any Organisation:
1)Rational Resistance: This resistance occurs when there is lack of transparency about the
current situation and knowledge about organization to their employees. However this resistance
can be decreased by providing transparency.
2)Emotional Resistance: This is all about the psychological problems of fear,anxiety,
insecurity. This is tackled by convincing employees about positive outcomes of change.
3)Lack of Capabilities: When there is doubt in employees about their capabilities for
contributing to the needed change is not sufficient.
4)Lack of Incentives: Employees feel that the change will stagnant their incentive then they feel
that they have to work more on same pay scale.due to covid no profit therefore no incentives for
3D printing employees.
5)Fear of Salary Reduction: Fear of getting less pay after change for example for 3D printing if
there are no orders then there is no work and no profit therefore the fear may arise in the mind of
the employees about salary reduction or no salary.
6)Habit/Comfort: Employees do not want to adapt change and continue the way as they are at
present . due to covid there may be chance that the employees of 3D printing need to work for
different departments as there may be no work on the department they are working.
7)Technology Change: Employees fear about the replacement of them by the new technologies
and machinery. And due to covid if 3D printing brought a change in technology then employees
may resist.
Ans 3.b.)

CHANGE MANAGEMENT

STEP 1: Identifying the forces demanding change: It involves identifying the situations,
problems or replaces where change is required in 3D Printing .
STEP 2: Planning change: change plan is designed for managing change includes new ways to
tackle the change.
STEP 3: Implementation change: Execution of change plan and all the employees are well
trained about the change.
STEP 4: Following Up: Ensuring that implemented change provides desired result.

RESISTANCE TO CHANGE MANAGEMENT

Facilitation: The employees should be facilitate change by the managers and leaders by working
with them and helping them to adapt the change easily.
For 3D printing startup the employees must be facilitate to adapt the change and managers must
help them to adapt change.
Education: The employess should have awareness about the change, benefits of change
implemented and the skills required to adapt change by their managers.
3D printing employees must be aware about the current change and situation and must be
encouraged to adapt change. Employess must no the pros and cons of the change so that they can
take better decision for the organization.
Involvement: Managers should involve employees in planning and implementing change by
asking their suggestions and ideas.
The 3D printing employees ideas and suggestion are valuable and must be involved in planning
and execution of any change. Arrange activities and session for taking employees ideas in
different ways .
Negotiation: Managers and employees should always have discussion about mutual agreement
to change.
If there is any agreement change currently from the previous one in 3D printing then its
managers must negotiate with employee by arranging a discussion.
Training programs: Employees should be well trained to implement the change. Regular
meetings,communication and coaching should be arranged so the employess can adapt easily.
3D printing must provide a virtual training programs for their employees in the time of pandemic
so that their employees and staffs feels free of risk and attend the training classes with complete
attention from their own place of ease.
Any technology change requires time and proper training for better implementation , 3D printing
employees must be provided a proper guidance and communication on the technology stack if
changed.
Overcome Fear to Fail: This is very important for 3D printing to overcome employees fear of
failing by encouraging them and providing support to them.
Fear is biggest problem of the employees such as job secuirity, working hours etc. provide them
proper transparency about that all.

CONCLUSION:

Whatever causes the resistance to change can be a big threat to the success of your business and
can affect the speed at which your organization adopts an innovation. It affects the feelings and
opinions of employees at all stages of the adoption process. Employee resistance also affects
productivity, quality, interpersonal communication, employee commitment to contribute, and the
relationships in your workplace.
So it is very important to identify the factors of resistance to change and plan proper strategies to
manage the resistance to change so that the conflict resolves and the work continues smoothly
without any resistance.
 REFERENCES

1) HOFSTEDE’s FIVE DIMENSIONS OF CULTURE IMAGE, GOOGLE IMAGES.

2) MANAGEMENT THEORY AND PRACTICE , BY S.M.S ABUTHAHIR ALI.