Master of Business Administration- MBA Semester 3 MU0012 Employee Relations Management Assignment Set -1

Ans 1 Importance of Employee Relations Management in an organization A good relationship is one in which there is equal contribution from the parties involved towards making the relationship work. The relationship between a company and its employee is very complex. Efficient management of this relationship is very necessary. By managing employees effectively, the organisation can capitalise on their strengths and improve productivity.

important to the success of an organisation. Team working and change management can maintain motivation and commitment.

expectations of the employees. the company as an employer of choice and thus attracts new employees. secure.

Ans 2 Edgar Scheins levels of organisational culture According to Edgar Scheins organisational model, the three cognitive levels of organisational culture are as follows: At the first level, the artefacts of the organisation are present. They include the office facilities, the furnishing, the rewards, the way employees dress and interact, the slogans, mission statements, etc. At the second level, the values of the organisation are recognised. The attitudes of the members of the organisation determine organisational behaviour. At the third level, the tacit assumptions of the organisation are found. These include the unspoken rules which exist within the organisation. Edgar Scheins organisational model newcomers being unable to assimilate helps us to understand that instituting the underlying tacit rules and dynamics offers insights to the reasons for organisation culture quickly. It also cultural changes is made difficult by of interpersonal relationships.

Ans 3 Methods to Improve Organisational Communication Certain etiquettes and rules are followed while communicating in the organisation. These help to improve the quality of communication and ensure effective communication. The following guidelines ensure better communication: Be Clear and Transparent: Communication has to be unambiguous, clear and transparent. Be Comprehensive: Ensure that the communication includes all the points to be communicated. Ensure that the communication is accurate.

Be Precise and Concise: Communication needs to be concise and not elaborate. Simple words are used in order to avoid misunderstandings. Use short sentences. Be Generic: Ensure that discussions are generic. Successes and failures need to be discussed in a generic manner. This helps in avoiding conflicts. Use we more than you in discussions. Be Assertive: Communication needs to be assertive and positive. This helps in making decisions and arriving at conclusions. Be Attentive: Develop listening skills. Verbal communications can only be clearly understood if the parties involved are attentive. Encourage Two-Way Communication: Two-way communications help improve employee relations as this considers the opinions and views of both parties involved.

Ans 4 Essential Pre-Requisites of Grievance Procedure

Due thought must be given to the laws of the land while scheming the grievance handling procedure.

Every aspect of the grievance handling procedure has to be clear and definite. All employees have to know whom to approach first when they have a grievance, whether the grievance is to be written or oral, and the maximum time in which the redressal is guaranteed. The redressing spokesperson also has to know the limits within which the employee can take the required action.

The grievance handling procedure has to be simple and short. If the procedure is complex it may discourage employees and they may fail to make use of it in a proper manner.

The grievance of the employee has to be quickly handled and essential action must be taken at once. This is good for both the employee and the management because if action is delayed or deferred, it may affect the confidence of other employees as well.

The manager and the union representatives need appropriate training in all features of grievance handling beforehand or else it will complicate the problem when mishandled.

The personnel department needs to keep track of the efficiency and the performance of grievance handling process and make necessary changes to improve it with time.

Ans 5 The objectives of trade unions are the following: wages for them

the management which reduce employment, such as rationalisation and automation benefit every employee

organisational management .

Ans 6 The following factors have to be considered while trying to ensure organisational discipline: Seriousness of the Problem: Consider the severity of the problem. Insubordination is more severe than reporting late to work. Duration of the Problem: Analyse if there have been any past violations and the period over which it is happening. First time violations are dealt differently than violations repeated for the third time. Frequency of the Problem: Examine if the current problem is a part of a pattern of disciplinary infractions. Continual violations require more severe punishments. Extenuating Circumstances: Examine if there are any external factors which are leading to the indiscipline. Reporting late to work due to the illness of a family member has to be dealt more leniently than reporting late to work because of oversleeping. Degree of Familiarisation: Find if the employee causing the problem has been familiarised with the rules and procedures of the organisation. Consider if the violator knows the organisational standards of acceptable behaviour. Organisations that have formalised written disciplinary rules are more justified in enforcing discipline than organisations that only have informal and unwritten rules. History of the Organisations Disciplining Practices: Find how similar misconducts have been dealt with in the past. Find if the organisation has consistent disciplining practices. Impartial treatment of violations requires certain benchmarks.

Management Backing: Ensure that the higher authorities back the disciplinary process. Disciplinary actions are not effective if they are overridden by the upper levels of the management.