FALL-2015

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Master of Business Administration - MBA Semester 3
MU0012-Employee Relations Management-4 Credits
(Book ID: B1734)
Assignment (60 Marks)
Note: Answers for 10 marks questions should be approximately of 400
words. Each question is followed by evaluation scheme. Each Question
carries 10 marks 6 X 10=60.
Q1. Define Strategy. Describe the different strategy levels in an
organization.
Answer. Definition of Strategy Johnson and Scholes define strategy as
The direction and scope of an organisation over the long-term; which achieves
advantages for the organisation through its configuration of resources within a
changing environment, to meet the needs of markets and to fulfill
stakeholders expectations.
The main levels of strategy of an organisation are:
Corporate level strategy: It frames the overall business direction and
goals.
Business-unit level strategy:
Q2. Define Organizational Culture. Discuss the dimensions of
organizational culture. Explain Charles Handys classification of
organizational culture.

Answer. Definition of organizational culture: - Organisational culture

describes the psychology, attitude, experiences, beliefs and values of an
organisation.
According to Hill and Gareth (2001), organisational culture is defined as the
specific collection of values and norms that are shared by people and groups in
an organisation and that control the way they interact with each other and with

Q3. Define Disciplinary procedure. Explain the various factors to be

considered while analyzing a disciplinary problem.
Answer. Definition of Disciplinary procedure: - Disciplinary procedure is a
step-by-step process which an organization follows while dealing with
indiscipline of any kind.
An action taken by an employer to correct serious performance issues.
Disciplinary procedures are necessary in cases where the actions of the
employee are habitual, dangerous, costly, or illegal.
It is a good practice for organisations to establish a proper disciplinary
procedure in order to ensure just decisions. A disciplinary procedure includes a
formal system of documented warnings and hearings, with
Q4. What do you mean by Human Resource Information System
(HRIS)? Describe the various modules of HRIS. Discuss some of the
HRIS.
Answer. Definition of HRIS; - Human Resource Information Systems (HRIS)
is a software application that caters to the human resource information needs
of an organisation like monitoring employee attendance, payroll and benefits
administration, career development, employee information, performance
management, and training.
HRIS is a collection of components which work together to gather, process and
store information that the HR department can use to make decisions, to
coordinate and to plan its activities. HRIS facilitates easy access and
management of employee-related information.
Q5. As an HR of a Company, you are asked to focus on the causes of
Grievance and the Grievance handling procedure. What according to
you are the reasons of Grievance? Explain the pre-requisites you will
consider while addressing Grievance handling procedure.
Answer. Causes of Grievance; - Grievance may be defined as a complaint or
resentment against any unjust or unfair act. Grievance is any issue associated
with an organisation or its management such as employee discrimination or
harassment by managers.

Reasons for grievances

Economic: Issues related to wages like wage calculation, overtime, and bonus.
Employees often feel that they earn less than what they deserve.
Q6. Write a brief note on the following: a) Trait theory
b) ERG theory
Answer. a) Meaning and concept of Trait theory: The measurement of consistent patterns of habit in an individual's behavior,
thoughts, and emotions. The theory is based on the stability of traits over time,
how they differ from other individuals, and how they will influence human
behavior.
The traits that indicate strong leadership are as follows:
Intelligence: This refers to the mental ability of a person and is only a
moderate predictor of leadership. The Intelligence Quotient (IQ) of a person
can be used as a qualifier for high management jobs, but once the high
position is attained, an effective leader also displays good levels of Emotional
Intelligence (EI).

FALL-2015
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Rs.125 each.
Visit www.instamojo.com/subjects4u search for
your code pay and download fully solved
assignments.
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09882243490