Final Term Examination, Spring-2020
Name: Ahmed Hamza
Student ID: 17322
Student’s Name Ahmed Hamza Student’s ID 17322
Subject Organizational Behavior EDP / Section 012001065
Code
Facilitator Shafqat Ullah Max. Marks 40
Exam Date 8-06-2020 Start Time 12:00 AM
Submission 14-06-2020 End Time 012:00 PM
Deadline
INSTRUCTIONS:
These are general instructions. Specific instructions related to questions are given with
each question.
Read and attempt all the questions carefully.
Organize your work clearly, neatly, and legibly with page numbers in footer.
You are not allowed to change the sequence of questions or any part.
This exam will test your ability to examine, explain, modify or develop concepts
discussed during the semester.
All answers should be written in your own words. Copy-pasting is not allowed. For
any reason, if you need to write something from any source, give proper citation and
mention the web link of the source.
Do not share your answer with any classmate. Otherwise, you will be penalized by
deduction in your marks.
We have extended the duration of the exam to give you time to download the paper, write
your answers and upload them.
Each student has to submit complete question paper with answers on a Word Document
and submit the soft copy through VLE.
Your answer should be typed, single-spaced, with 1″ Normal margins for all sides.
Use Times New Roman font of 12 point. You can use larger font size for headings. You
may also use Bold/Italics features wherever needed.
The name of the file should contain subject abbreviation, your name and ID. For
example, if the student’s name is Saqib Jalil and registration number is 219375 then the
file name should look like >> (OB-Final exam-Saqib Jalil-219375.doc).
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Short Question Answers:
Part A: Short-answer questions. (Estimated time to complete this part: 30 minutes)
Write short, to-the-point answers. No copy-pasting is allowed. If you use any material from any
source, mention its reference. Word limit for each part: 50 words. (10 marks)
Question No: 01
How do effective managers improve organization’s performance in contrast to successful
managers?
a. Activities/actions taken by effective managers. (1 mark)
b. Clear comparison between the activities/actions of effective managers and successful
managers. (1 mark)
Answer:
Effective managers distribute task to the teams working under him and ensure that his time is
also use for the management problem and tasks.
Part (A)
Some of action taken by effective manager are:
i. They set goals which are appropriate.
ii. They also plan to achieve to goal and develop extra ordinary plans.
iii. They check performance of employs and make changes.
Part (B)
Successful Manager:
i. They spend much time in networking, to keep in touch wide range of
contacts/employees.
ii. Social and political also play important part in successful manager.
iii. They are more successful in solving conflicts.
Effective Manager:
i. They influents others employee’s insight the organization in order to get their job done.
ii. Effective managers spend much time with their staff.
iii. Effective manager is highly in term of controlling. They walk around the staff monitor
them and inspect their work.
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Question No: 02
Why is loyalty of an employee not a correct indicator of his job satisfaction? Illustrate with a
short example.
a. Relationship of job satisfaction and loyalty. (1 mark)
b. Illustrative example. (1 mark)
Answer:
Part (A)
Employment fulfillment can be characterized as a pleasurable or positive enthusiastic state
coming about because of the evaluation of one's activity or professional adventures. Dedication
alludes to a representative's mentality of trust toward the association. It can show itself as an
aloof yet idealistic trust in upgrades to happen. Dependability is latent and productive.
Dedication isn't really a pointer of occupation fulfillment.
Part (B)
For Example: I may be loyal to one company because it pays better than others. Or I may be
loyal to one company as I cannot secure a better job option than my current one. I may be loyal
to one company as I am the bosses favorite and do not want to jeopardize this by moving to
another company. I may be loyal to one company as I am emotionally attached to it and cannot
think of working elsewhere. Hence, loyalty can be for varied reasons, it does not necessarily
indicate job satisfaction.
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Question No: 03
Analyze/evaluate and comment upon the following statement.
“An emotionally intelligent manager is the one who successfully controls the emotions
of his subordinates.”
a. Why is it a valid or an invalid component of emotional intelligence? (1 mark)
b. How would an emotionally intelligent manager respond to the emotions of his
subordinates? (1 mark)
Answer:
Part (A)
It is both valid or invalid component of emotional intelligence because it is very good to control
the emotions of his subordinates but in some cases, it does not work well. Controlling is emotion
is the toughest work.
Part (B)
Emotional intelligent manager respond to the emotions of his subordinates is mostly good.
Because he builds trust and he know how to handle their subordinates emotionally. It is an own
skill which is learned from our own.
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Question No: 04
Is there a need of reinforcement in behavior modification process of every employee?
a. How are reinforcement and behavior modification related? (1 mark)
b. Why is reinforcement needed or not needed for every employee? (1 mark)
Answer:
Part (A)
Reinforcements in all its forms are necessary to change a behavior. This would mean that
reinforcements act as motivating factors for the employees. When a behavior is learnt using a
reinforcement, it has to be continuous in order for people to continue with those behaviors that
they learnt or modified. In the absence of such reinforcements, people wouldn't feel the need or
motivation to engage in those behaviors.
Part (B)
Human beings adopt, modify or learn new behaviors depending on the consequences of those
actions. This would mean that when there is a need for reinforcement for all the employees in
order to ensure that they stick to the behavior that they learnt. When people see external rewards
for their behaviors, they would continue with them otherwise, they wouldn't care.
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Question No: 05
Analyze/evaluate and comment upon the following statement.”
“Ability-Job fit, that is, ‘matching employee’s abilities with job’s ability
requirements’ is a continuous management challenge even for very successful
organizations.”
a. Why is the statement correct or incorrect? (1 mark)
b. Why is continuously ‘matching employee’s abilities with job’s ability requirements’
needed or not needed? (1 mark)
Answer:
Part (A)
The statement is correct because the world is constantly changing and all the job requirements
also change thus, demanding the employees to up skill themselves in order to continue to do
them. When the skills of the employees do not match the job requirements, it would either cause
more accidents at the workplace or reduce productivity.
Part (B)
Continuous improvement is one of the most important concepts that is required to improve the
skills, knowledge and abilities of the employees in order to ensure that it continues to produce
quality products and deliver quality services. It would help the employees feel motivated which
would improve their self-esteem. It would help the employees feel that they are taken care by
their employers. It would also help the organizations take stock of their existing requirements to
match the gap in skills and requirements of the jobs thus either train them or recruit new
employees who are capable of doing that job.
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Application question Answers:
Part B: Application questions. (Estimated time to complete this part: 60 minutes)
Two questions are given below. Each question has sub-parts. You must answer each part
separately. Write question number and its part clearly at the beginning of each answer. Word
limit for each question: 500 words.
Q.6. Mehran Insurance deals with individual and as well as corporate clients. It offers life,
medical, property, and group insurance coverage policies. Its Karachi sales team is headed by a
Zonal Manager, Tamilka Aijaz. Under her, there are two District Managers. Khalid Akbar is
given Karachi West area and Zahid Mughal looks after Karachi East. There are 6 Insurance
Agents under each District Manager. Each insurance agent has been given sales target on
quarterly basis. In Karachi East, corporate sales are high but individual clients’ sales are very
low, while situation is opposite in Karachi West. All the insurance agents have been regularly
directed to improve sales for both types of clients. However, they used to come up with a variety
of excuses. Factually, Karachi West insurance agents feel reluctance in making sales calls to
corporate clients while the agents of Karachi East team avoid making calls to individual clients.
However, both client types are important for Mehran Insurance. It has been a known fact in the
firm that different selling and communication skills were needed for corporate and individual
clients.
Each insurance agent is allocated a specific geographical territory where he has to make sales
calls to corporate and individual clients. However, there had been complaints from almost all the
insurance agents that other insurance agents visit clients in their areas. Upon enquiry as to why
an agent visited client in someone else’s territory, Tamlika, Khalid and Zahid got this standard
reply “the client asked to visit his home which is in that area.” Tamlika has been noticing that
there had been a lot of blame game in both the teams as well as there have been few small
friendship groups comprising 2 or 3 agents who keep on protecting each other. She wants to
improve teamwork and team performance in both districts. However, she has not been successful
so far.
Your task is to analyze the situation and recommend some solutions to Tamlika Aijaz by
answering the following questions. (10 marks)
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a. Identify issues in team composition and work design. Justify your answer by citing
data/information given above. (2 marks)
Answer:
They work in obstacle of one another. There were authoritative issues between them. They
have some family relationship in packs that they can fault on others and those partners
bolster them. They didn't concentrate on their work thy fundamentally trust go in another
district without their consent to grasp others space customers.
b. What are the current and potential problems that the informal groups pose? Justify your
answer by citing data/information given above. (2 marks)
Answer:
The current potential problems that the informal groups pose are that agents are saying that to
serve other’s client by going and providing door to door service but by this opponents client
were getting steal many of opponents are complaining that insurance agents were visiting
areas of others insurance agent . You can gain your clients by several ideas like cold calling
Can talk about consumers which is B to B or B to C. Agent should look up that what matters
most to client rather to steal the clients find the solution for what problem agent going to
face. Position the insurance properly in much more effective way . Clients matters the most
about the insurance policy that how many benefits agents were providing funding and all.
Some mindset for a successful insurance agent is hunger for knowledge
The successful insurance agent is constantly learning new things. Be it in the form of books,
videos, when talking to people and observing every moves, even in their moment of quiet
self-reflection. Insurance agents must ready to learn from mistakes Developing the
right mindset is crucial to succeed in anything. One of this mindset is seeing failures, errors
and mistakes as an opportunity for growth. Constant strive towards excellence
Someone who is successful now may no longer be successful tomorrow if he is
contented, satisfied with all that he has achieved today. Without the desire to constantly
improving oneself, all the successes thus far will eventually wither away. The need of
balance in every aspect of live like if they are facing difficulties by any opponent pressure
can handle the situation by knowing facts about mindset of insurance agent.
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c. Are the two teams really working as “teams”? How do you arrive at this conclusion?
Justify your answer by citing data/information given above. (2 marks)
Answer:
Very, not under any condition they are fundamentally cruel. Each individual has its own zone
in any case they entre somebody zone without their endorsement. They play condemned
game with one another so they can ensure that they are mixed up. They made the kinship get-
togethers of 4 to 5 individuals to give them support in clashes. that is the clarification
Tamlika was not gainful in her indispensable.
d. Recommend team building steps to Tamlika. Your recommended strategy should address
all the issues identified by you in the above three parts. Justify your answer by citing
data/information given above and relating to the concepts that you have learnt in the
course. (4 marks)
Answer:
a) Forming:
As pioneer Tamlika ought to expect an overwhelming activity at this stage, since her partners
are not palatable with their employments. She should work on their learning ethics. Start
effort to make them all bound together and work together without making and conflicts.
b) Norming:
This is when individuals begin to choose their irregularities, regard accomplices' attributes,
and consider your to be as a pioneer. Guarantee they should be combined and pass on well
and get analysis they shouldn't have the limits that one administrator can't enter some other
authority region, that make conflicts.
c) Storming:
from here the particular time where conflicts starts. Seething reliably begins where there is a
debate between partners' customary working styles. Individuals may work in various
propensities for a wide extent of reasons regardless, if separating working styles cause abrupt
issues, they may get baffled.
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d) Performing:
right when they are ethically then performing help them to advance pleasantly and give
incredible results. The social event appears at the performing stage, when irksome work
leads, without contact, to the accomplishment of the get-together's objective. The structures
and system that you have set up help this well.
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Q.7. Answer each of the following parts separately. Give logical reasonings and relate with the
concepts that you learnt in your course. (10 marks)
a. In motivating staff of social welfare organizations (e.g., Edhi foundation, Saylani trust,
Aman foundation), would extrinsic or intrinsic motivators be effective? Why? (2 marks)
Answer:
In motivating staff of social welfare organization(Edhi Foundation and saylani trust, Aman
foundation) would intrinsic motivators be effective because in social welfare organization
they work hard and help people for self-achievement so it is more better to motivate them
there is no use of monitory, for instance if you want to give extrinsic reward only praise
them.
b. Personal charisma casts influencing effects on others. However, it has been found that
some leaders, who rely on their personal charisma, fail in the longer run. What should a
charismatic leader do in order to continue influencing employees in the long run?
(2 marks)
Answer:
If having only charisma and not having ability to motivate or encourage the employee or
don’t have the ability to bring up movement into them to work, so it is useless. There is not
only use of charisma must have the ability to motivate employee personal charisma is not
important because you need to lead, organize, and control. charismatic leader does in order to
continue influencing employees in the long run by this.
c. For which type of organizations would you prefer (i) transformational leaders and (ii)
transactional leaders? Justify your answer by relating to the concepts that you have learnt
in the course. (2 marks)
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Answer:
Transformational leaders are basically they motivate they engage with their followers they
correct the behavior of them and tell them the vision. Transactional leaders tell about
structure, process and goals. Type of organization that I prefer for transformational leaders
they work motivational /encouragement “NURSING” organization I prefer.
In transactional leadership I prefer “LAW” organization in which organization so profit
based and goals are set
d. One of your elder cousins is working as plant manager in a leading FMCG company. He
is facing low trust of his department’s employees. He justifies the situation by saying “as
some people do not easily trust others, employees’ trust level an organizational leader
enjoys depends on the employee type he has in his organization”. However, you find him
really concerned about the low trust level of his staff. What steps would you recommend
him to take to increase the employees trust level? Justify your answer by relating to the
concepts that you have learnt in the course. (2 marks)
Answer:
Employee trust level must be increase by many things which include being open and honest,
effectively communicating while talking to them, having open door policy and being willing
to pitch in to help. Listen effectively, offer your own trust first, be respectful to each other,
show them that you are not afraid of failures, lead with integrity and build people up in any
situation
“sometimes the smallest gesture of kindness goes a long way.”
e. Since, high performance pressure is one of the contributing factors that lead to political
behavior of employees, should leaders not emphasize on improving performance or do
you have some effective recommendations to make to leaders for performance
improvement? Justify your answer by relating to the concepts that you have learnt in the
course. (2 marks)
Answer:
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Effective recommendations to leaders to make the performance improve is the most
important factor to train your employee give them a flexible hour. if you are giving deadline
give flexibility in it. Appreciate the work and achievement of the employee give appraisal so
they trust on heads, manager and discus two-way decisions on issues with employee so the
trust will also build by this One sense of achievement built into them.
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Short case Study:
Part C: Short case. (Estimated time to complete this part: 60 minutes)
Q.8. A short business case is given below. You need to identify issues and give suggestion to the
management to improve firm’s performance by bringing some changes in firm’s structure,
systems, technologies, planning, compensation policy, and decision-making processes. No copy-
pasting is allowed. If you use any material from any source, mention its reference. Word limit:
500 words. (10 marks)
The Background
Forty years ago, Javed Sharif started a retail pharmacy in Hyderabad. On Fridays, he used to
come to Karachi to purchase medicines from the wholesale market as markets were generally off
on Fridays in Hyderabad. Medicines were sold at lower prices in Karachi wholesale market than
in Hyderabad wholesale market. Thus, he had the advantage to sell medicines at lower prices
than other pharmacies in his area. The sales of Javed Medicos started growing consistently.
In 1995, Sharif bought a running shop in the wholesale market of Karachi. He started running
that shop by himself while his younger brother took charge of the Hyderabad shop. Later, he
started distributing medicines to Hyderabad retailers at wholesale prices. His business of retail,
wholesale and distribution grew consistently.
In 2005, he bought a small pharmaceutical manufacturing firm and renamed it Javed Medicos.
With his dedicated efforts, the business grew consistently. By 2015, Javed Medicos was
manufacturing 150 medicines comprising of tablets, capsules, syrups and injections, ranging
from antibiotics to vitamins to cough syrups and other varieties. Javed Sharif was managing the
firm as the CEO and had two managers under him: Sales manager and Production manager. He
was looking after finance, production, HR, imports and marketing himself through a small team
of 10 persons. All goals were set by him and he used to pass instructions to production, sales,
finance, purchase and HR staff on a daily basis about what to do.
From 2005 to 2014, the sales grew consistently. It became a medium-sized pharmaceutical
company with an annual turnover of over Rs. 300 million. However, situation changed
afterwards. Sales growth slowed down in 2015 and in 2016. It didn’t grow in 2017. Sharif
changed the Sales Manager in January 2018, but the sales didn’t grow, rather it started declining
slowly during the year. The cost of production started going up consistently further decreasing
the firm’s profits.
He called his two managers and asked them to improve things in their respective departments
quickly. Both promised him to do so. However, things did not improve even in 2019.
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Finally, he decided to seek professional help. He hired the services of a business graduate and
asked him to investigate the matter in different departments of the firm and present the findings.
The Findings
The investigation revealed following the issues:
1. There was high turnover of salesmen in different parts of the country. The sales team was
not satisfied with the management and its policies. Their queries were not answered for
days and sometimes for weeks.
2. No proper training programs were at place. Appointment letters as well as clearance of
departing employees took a lot of time.
3. There was a large sales team which lacked management hierarchy.
4. There were delays in salary disbursement almost every month.
5. Work specialization in the production department was lacking. Anyone could be assigned
any duty. However, injections, tablets, syrups, and capsules were manufactured with
different machines and required specific skills. Generally, pharmaceutical companies
have separate departments for different product types.
6. There was frequent breakdown of machines. Workers were complaining that several
machines were very old and outdated and should be replaced with better ones.
7. Employees working in sales as well as production complained about unequal salaries in
their departments. No proper appreciation process was at place for good performers.
Bonuses and incentives were not related to individual performance.
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Your Task
Review the above details and analyze the current state of affairs in the firm. Suggest corrective
measures to Mr. Javed Sharif in a short report. Your answer (short report) should include
following sections. Marking plan: Each section has 2 marks in the following manner.
Correct identification and description of issues: 1 mark
Logical and practical recommendations for resolving issues: 1 mark
1. Structure (2 marks)
a. Issues (cite data/information given in the case above)
Answer:
The issue is that There was a large sales team which lacks management
hierarchy so the suggestion is this that make an organizational hierarchy.
b. Recommendations
Answer:
The recommendation is all about organizational structure most business owner
don’t focus on their own chart they don’t think that it is all that critical but in fact
that is. It is very critical for the people to know what they are responsible and
know that who is working under whom and how they relate to one and another.to
make sure that nothing left uncovered. Here is a couple of tips to make the
organizational hierarchy. First of all built your organization chart as if you are
looking 3-4 years on a future. Work out with your organization that you will came
to know what will you look like in next 3-4 years. Imagine that and draw it out in
that way you will be able to know where you are going to had with your
organization. The second thing you must do that draw your organization chart that
based on function rather than individuals. Set them individually so they know
about it firstly it comes on owner and then operational manager under that it
comes on marketing , sale, finance, operation and under operation there can be
purchasing and assembling functions. Set these all in the chart that who is eligible
for that specific operation so he will be responsible. Set the sequence of the work
firstly marketing than sales representatives and thirdly assembly side so you can
use your own chart to do several things by letting my team know what’s the
responsibility of whom it also tell that what opportunity so going to exist to move
up in the organization which expand in the organization this is the powerful way .
highlighting the main points of the structure firstly create structure organized by
functions than combine functions than create a chain of command last but not the
least communicate your structure. Organization structure is not top secret
document and it will work best. Have a company meeting to explain a reason you
have created the structure that how it will benefit the company who report to
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whom and my grievance procedures. Your organization structure should clearly
designated who each person’s direct superior. This prevent department from
competing and employee from going over the head of their supervisor.
2. Compensation and motivation (2 marks)
a. Issues (cite data/information given in the case above)
Answer:
The issue is of salaries are unequal of employee
b. Recommendations
Answer:
Treat representative similarly and give them a pay rates as per their work
additionally give them examination. Execution relies upon the endeavors these
representative put into work there capacity and worker bolster exertion is to some
extent dictated by inspiration a few methodologies center around natural sparks
that are inside and individual, while other focus on outward factors that enhance
inspiration remotely. In any association there will be days where representative or
even chiefs are not feeling propelled so to make them inspired these means will
enable any association to make agreeable workplace that worker invest huge
measure of energy from their life at association. On the off chance that nature is
cordial they wanted to work in wonderful environment and persuade them.
Likewise recognize representative accomplishment from rouse. Each one needs to
perceive for something they have done or need to be compensated to keep up the
inspiration consistently make sure to give credit. There are numerous pay plans
incentive ought to be attached to be vital objectives, plans and its administration
should be lithe for various execution measures. your remuneration plan ought to
be switch straightforwardness is additionally significant everybody should know
how the arrangement is developed and what they have to do is all in all and
independently being compensated. The straightforwardness ought not have once
every year except it have all through the whole year. On the off chance that the
worker doesn't have the foggiest idea how their reward is determined they can
lead the absence of commitment of even turn over. Worker need to know how
they had any kind of effect. Pay structures otherwise called pay rates structures or
remuneration structure. Help organizations ,offer equal able serious pay rates and
guide out representatives way to development at more significant compensation
they unfit organizations to draw in. Pay structure makes a more attractive and
progressively unsurprising procedure for deciding an individual pay. Set up an
incentive for each position in your organization the thing you ought to do is make
sense of the estimation of each position in your association investigate advertise
evaluating what different organizations are paying for comparative occupations
consider your organizations serious stance the serious stance of an organization is
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its general compensation level contrasted with showcase normal over the seat
mark employments. Build up a pay structure for your association. Utilize data
that doing from the market investigation of compensation rates, you can push
build up the pay structure for your organization.
3. Leadership and decision making (2 marks)
a. Issues (cite data/information given in the case above)
Answer:
In this case the decision making is low not good in clearance and slow in appointing
an appointment letter and leader that there is a high turnover of sales man. Not satisfied
with the manager and manager’s policy.
b. Recommendations
Answer:
Leadership is the ability to influence a group towards the achievement of the
leader does not have to be someone who holds a formal position or title. They
can merge from a group and provide vision and motivation to those around them.
In leadership these are important theory that consider personality, social, physical
and intellectual trades to differentiate leaders from non-leader behavior of
leadership. Leadership is a skill set and can be taught to anyone, so we must
identify the proper behavior to teach potential leader how a good leader influence
follower or employee. Articulate a vision , create vision statement , create a new
set of values , demonstrate the vision , authentic leader know who they are what
they believe in and value , and set upon those value and belief leadership is not
free from values when we assist leadership, we must assist not judge the goals
themselves but also the means by those goals are achieved. Leaders never stop
growing and developing and have capacity in them to falling in your comfort
zone is the great danger area. One leader must always learn and improve. Identify
what leader qualities you might missing and then work on them and learn it. It
may be a hard thing to do but you can work yourself. It doesn’t matters where you
coming from it only matters where you are going. If leader want to make
organization better first leader must get better. There are a lot of way to make
decisions think carefully and consider the many path you can take can be done
subjectively making decision is sometimes simple to identify the problem,
consider the fact , choose the one important to you ,you can go further by creating
points system just like score card and also by pros and cons. Also think about
possible outcomes. The thing is deciding that not to decide is right decision.
Procrastination can be avoided by sitting a self-imposed deadline or by
recognizing the reality of actual deadline choose the right tool for decision
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making prioritize better decision making as an organization made up of imperfect
people that tend to be indecisive in personal lives. Quick and accurate decision
making is not second nature. But once you prioritize it you will be amazed by
how quickly your company will involve.
4. Planning and communication (2 marks)
a. Issues (cite data/information given in the case above)
Answer:
Issue in this case the queries were not answered for a days and a week .
b. Recommendations
Answer:
To improve this issue or resolve this issue look upon planning and communication
process of organization process to establish. Planning process of establish goals as
well as strategies to achieve those goals evolve efforts, persistence. Focus on
matters important to organization. Top to bottom. Top managers, middle
manager. First time manager play a vital role in a planning of organization and
responsible for creating strategic plans. The strategic plans are long term covering
5years. Goals of organization are actions needed to achieve them vision statement
what like to achieve convey what organization would like to achieve or
accomplish. Fast replying can be improve by this. Planning mission statement
communists what the organization actually does. Organization planning is like
what your organization look like and how the employee who to go for, for what.
Experience association charge containing. Position as Coe gave the CMO/VP of
deals and promoting COO v/p of association CFO/VP of money. In verbalized
arrangement having , crucial target and in vital arranging having market
information include into your procedure then your arrangement really
arrangement and giving your great reaction. Correspondence summarizes in four
significant capacities with in a gathering or association that are in charge,
inspiration passionate articulation, data a basic correspondence model is 100k like
a sender who send message in code message in message then through channel
message to get the message interpret and afterward send back. To sender as a
criticism descending correspondence. Helps objectives give directions . convey
arrangements give input to make compelling correspondence that impart in
features not in section underpins your features. Set up a plan to ensure you utilize
your supervisor consideration well. Give criticism to higher ups to illuminate
them progress to transfer issue. Correspondence in association should be possible
in chain and wheel. Sorts of correspondence goes under Organization are oral
correspondence , composed correspondence . nonverbal correspondence. In oral
correspondence like gathering, video conferencing. Phone can resolve our issue.
Nonverbal correspondence incorporates body developments the data or
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accentuates we provide for words, outward appearance and physical separation
between the sender and beneficiary. There are additionally a few boundaries in
feeling, gear ,quietness , lying.
5. Systems, processes and technology (2 marks)
a. Issues (cite data/information given in the case above)
Answer:
The issue is that there was frequent breakdown of machine workers were
complaining that several machines were very old and out dated and should be
replaced with better work.
b. Recommendations
Answer:
Order new machines and set a worker specific to operate machines make sure you
can use the right technology. Consumers should understood that technology can
be blessing or curse for productive depend in on how it is utilize. Incorporate
automation tools fined the tools that automate everything and improve your work
only use technology where you need help the most. Identify the areas where you
are regularly wasting time then select mobile app our services that directly meet
that use chrome extension the best way is to use chrome extension. This saves
considerable amount of time and increase productivity greatly organize your time
with a calendar app think calendar is underutilized productivity tool by far..
Reminders really well with good planning. Take advantage of application
carefully from a consumer point of view , exploiting free application can make
regular daily existence increasingly gainful. Clearly mechanization of procedure
and work process yield extra ordinary proficiency return, however we some of
the time overlooked that the vast majority of our efficiency is accomplished by
continuous time frame where we thing and trust sincerely and make forward
lapse, not through ever diminishing steady enchantment for our daily agenda and
for application or finessing our devices of the exchange system process and
technology plays vital role so it should be proper for organization future.
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