MGT501 Current Solved Long Questions

MGT501 Current Long Questions solved…. Why organizations conduct employee training? List down any 3 conditions?

Training: Training means providing the employees with specific skills or helping them to correct the deficiencies in their performance. It will enhance there abilities and make them perfect. The reason organizations conduct the training:

o Self assessments. o Company records. o Customer complaints. o New technology. o Employee grievances o Interview with managers. o Customer Satisfaction surveys. o Observations.

Q66. Under which conditions termination of an employee is prohibited? (5 marks)

Q67. As per your opinion which of the training mode is more beneficial? Defend your choice. (10 marks)

1. On-the-job training
2. Off-the-job training

According to my point of view the on job training mode is more beneficial. The reason is the employees who are getting training can even see the other workers while working; it will help them to understand how to do work. On the job training does not require the managers to perform a special training sessions for the trainers; it will reduce the cost also.

Q68. Identify the 'best practices' used by successful global firms in developing and implementing a global HR system. (10 marks)

One of the most challenges facing as they enter the twenty first century is how to compete against foreign firms, both domestically and abroad. Many companies are already being compelled to think globally, something that doesn’t come easily to firms long accustomed to doing business in large and expanding domestic market with minimal foreign competition. Weak response to international competition may be resulting in upwards lay offs in every year. Human resources can play a critical role in a business ability to compete head to head it foreign producers. The implications of global economy on harm are many. Some firms try to develop a global company identity to smooth over cultural differences between domestic employees and those in international operation. Minimizing these differences increases cooperation’s and can have a strong impact on the bottom line. some firms actively engage in international alliances with foreign firms or acquire companies overseas to take advantage of global markets .Making such alliances work requires a highly trained and developed staff .These illustrations show how firms can use HR strategies to gain a world wide competitive advantage.

Q65. Can "pay for performance" be applicable to the employees of NGOs? (3 marks)

Pay for performance refers to any compensation method that ties pay of the Quantity or quality of work the person produces. No this is not applicable on NGOS.

Q66. Conflict at work place is not always in favor of management. (5 marks)

What kind of output management has to bear when conflicts appear?

Manager’s ways to manage conflict. Managers can manage conflict by either preventing or reducing high levels of conflict or stimulating low levels of conflict. To do this, managers can apply a behavioral approach or an attitudinal approach. The behavioral approach targets the behavior causing the conflict, while the attitudinal approach targets the roots of the conflict, including people's emotions, beliefs, and behaviors. Behavioral methods include enforcing rules, separating the parties, clarifying tasks, having a common enemy or outside competition, and increasing resources and rewarding cooperation. Attitudinal methods include having a common enemy, rotating members, increasing resources, and teambuilding and organizational development (OD). To stimulate conflict, managers can introduce change, increase task ambiguity, or create interdependency.

Q67. How organizations conduct the collective bargaining process? (10 marks)

The Collective Bargaining Process—both external and internal environmental factors can influence the process. The first step in the collective bargaining process is preparing for negotiations. This step is often extensive and ongoing for both union and management. After the issues to be negotiated have been determined, the two sides confer to reach a mutually acceptable contract. Although breakdowns in negotiations can occur, both labor and management have at their disposal tools and arguments that can be used to convince the other side to accept their views. Eventually, however, management and the union usually reach an agreement that defines the rules of the game for the duration of the contract. The next step is for the union membership to ratify the agreement. There is a feedback loop from” Administration of the Agreement” to “Preparing for Negotiation.” Collective bargaining is a continuous and dynamic process, and preparing for the next round of negotiations often begins the Moment a contract is ratified.