Professional Documents
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1.0 CONTENT 1
2.0 QUESTION 1 2-
3.0 QUESTION 2
4.0 QUESTION 3
5.0 QUESTION 4
6.0 REFERENCE
7.0 COURSEWORK
2.0 QUESTION 1
Given below are certain instances observed by the trainee – Christina, while making an
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plastic products waste. She makes the following observation about two key people in
the organization.
giving those recommendations and appreciations. This helps HR to decide about giving
observes that he frequently punishes the non-performers and also give them warnings
Now explain what base of power does Mr Patrick and Mr Chew belongs to. Explain the
ANSWER:
Power means many different things to different people. For some, power is seen
as immoral. For others, the more power they have, the more successful they feel. For
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even others, power is of no interest at all. The five bases of power were identified by
John French and Bertram Raven in the early 1960’s through a study they had conducted
makes the following observation about two key people in the organization.
the name indicates, rests on the ability of a manager to give some sort of reward to
employees. These rewards can range from monetary compensation to improved work
schedules. Reward power often does not need monetary or other tangible compensation
People in reward power are often able to give out rewards. Raises, promotions,
desirable assignments, training opportunities, and simple compliments are all examples
motivator. However, when organizations rely too strictly on rewards, the system can
boomerang. Employees may be tempted to unethically or even illegally meet the quotas
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The problem with this power base is that it may not be as strong as it first seems.
Supervisors rarely have complete control over salary increases, managers often can't
control promotions by themselves, and even CEOs need permission from their boards of
directors for some actions. Also, when you use up rewards, or when the rewards don't
Another problem associated with rewards as a base for power is the possibility
that the rewards will distract employees' attention from their jobs and focus their
Coercive power is the power to punish and force others to action. This is a dangerous
Coercion reduces employees' satisfaction with their jobs, leading to lack of commitment
and general employee withdrawal. In the United States, Canada, and Western Europe,
coercive power has seen a decline in the last 50 years. Several reasons contribute to this,
ranging from the legal erosion of employment-at-will and the awareness of employee
of power has been the influence of quality management theorists, such as Philip Crosby
and W. Edwards Deming. They suggested that there is a decline in productivity and
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creativity when coercive power is employed. The use of coercive power results in an
management.
coercion may come to the forefront. Coercive power may also materialize as
employees must be fired, those who fail to conform to the organizational goals for
survival will be the most likely candidates for termination. The threat of termination for
Nevertheless, think of the iron fist in the velvet glove. Make it clear that you
have the capacity to punish or inflict harm, but use it only frugally. Remember, power is
a potential. Don’t have to use it to be effective, and coercive power should only be used
3.0 QUESTION 2
an environment that helps in increasing the job satisfaction amongst employees. Assume
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that you are Ms Anne, the HR consultant. What suggestions you will give to Mr Johnny,
ANSWER:
First, showing employees that you sincerely care about their well-being is one of
the most effective ways to increase job satisfaction. There are two aspects to this:
organizations to focus on. Run a “calm” company that removes a lot of the stress,
anxiety, and fear from their lives. Be flexible with your team’s schedule, show that you
trust them, and check in with them frequently to see how you can help.
Physical well-being is relatively inexpensive for you to focus on and can have
powerful benefits. Offering to subsidize gym memberships, having healthy fruit in the
office, or helping employees pursue sporting activities are all great ways to show
engagement. When employees stop learning, they table and get bored, eventually
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looking elsewhere for stimulation. You can stop this by implementing programs for
For example, Buffer recently announced that they were giving all their
employees a learning budget to show employees they value growth. So, imagine giving
each employee a budget for them to spend on whatever course they want to. This clearly
More importantly, make the time for that learning. Don’t expect your employees
Third, use appropriate reward and recognition programs to show employees they
matter to you. Give positive feedback wherever possible. Send employees handwritten,
personal notes when they have done good work. Consider holding small, informal
events throughout the year as rewards for good work. According to professional
business consultant Gregory Smith, creative and personal rewards can have a big
Weston, CEO of Rackspace Managed Hosting, rewards top employees by letting them
environment. Fran Tarkenton says, to find what motivates people, “you have to find
what turns people on.” This is the most important factor in the process. A motivating
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working environment requires going over and beyond the call of duty and providing for
the needs of the worker. For instance, Walt Disney World Company provides an
assistance centers are spread strategically across the theme park. Some of the services
stamps, check cashing, and bus passes. The Walt Disney Company realizes that taking
care of their employee’s needs keep them motivated, on the job and loyal to the
company.
Fifth, provide competitive benefits. Fair wages are important, but competitive
benefits are also critical to keeping your workforce satisfied. If your benefits package is
thin, employees may look for other opportunities with firms that are more generous.
Beyond insurance, benefits such as flex time, paid holidays and personal days are
Sixth, you can’t force friendships at work, but what you can do is create the
lunches, group projects, or happy hours, you’re helping to create those opportunities for
connections.
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More than anything, you want to let people know that taking a break during their
day to have an informal chat with a colleague is okay. Friendships at work are
important, and as a leader, it’s your responsibility to help make them happen.
the PRIDE system. Evaluation is a nonstop activity that includes a specific cycle of
steps. The primary purpose of evaluation is to measure progress and determine what
needs improving. Continuous evaluation includes, but is not limited to, the
Businesses have searched far and wide for the competitive advantage, the best
equipment, robotics, or the latest business technique. These devices provide only
temporary solutions. The true competitive advantage is trained and motivated people
proudly working together, contributing their vitality and energy toward the goals of the
enterprise.
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4.0 QUESTION 3
people they know, maybe their friends, ex. colleagues, batch mates and relatives.
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3. It recognizes good performances and gives fancy titles and jackets to the people
who perform well and also felicitates them in the Annual Day of the company.
What all aspects does it take care of, according to Maslow’s Need Hierarchy?
ANSWER:
humans, are motivated to satisfy five basic needs. These needs are arranged in a
hierarchy. Maslow suggests that we seek first to satisfy the lowest level of needs. Once
this is done, we seek to satisfy each higher level of need until we have satisfied all five
needs.
While modern research shows some shortcomings with this theory, Maslow’s
Hierarchy of Needs Theory remains an important and simple motivation tool for
Physiological needs are those needs required for human survival such as air,
food, water, shelter, clothing and sleep. As a manager, you can account for physiological
work hours and the necessary breaks to use the bathroom and eat and/or drink.
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Security needs. In that level a person needs to feel secure in his/her family and
in a society, and feel protected against violence. The need for safety is manifested with
job security, savings and for insurances of health, mental health, old age and disability.
Love and belonging needs is the third level of Maslow’s hierarchy. After feeling secure,
people need to feel that they receive and give love, they are appreciated, and they have
good friendships. Esteem needs. It is the need to be unique with self-respect and to
enjoy esteem from other individuals. People want to evaluate themselves highly and
based on their achievement receive appreciation from other people. Lack of these needs
development of this need is based on the satisfaction at the other four lower levels. It
refers to the need of self-fulfilment and to the tendency to become actualized in what a
person is potential. The core of this theory lies in the fact that when one need is
fulfilled, its strength reduces and the strength of the next level increases. Maslow does
note that one level of needs doesn’t have to be totally fulfilled before a person moves to
the next level. The individual can be partly satisfied with one level and still seek for
First, it offers cash rewards for staff members. It touches need of safety, social
and Esteem. By cash rewards the employee feels being recognized. It also adds to the
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feeling of safety. For example, being able to provide more protection to the loved ones.
Need of social is the least because they can celebrate the achievement.
refer people they know, maybe their friends, ex. colleagues, batch mates and relatives.
According to Maslow’s Need Hierarchy, need of social can connect well with people
they know.
Third, it recognizes good performances and gives fancy titles and jackets to the
people who perform well and also felicitates them in the Annual Day of the company. It
has fulfilled the need of esteem. It can foster sense of achievement and being recognized
5.0 QUESTION 4
"Fashion" is a famous and old magazine. The top management decides to start the e-
edition of the magazine. They also decide the redefine the policies and culture.
To start implementing, this change, they frequently call meetings of employees. They
have also formed groups at different levels to clarify doubts and explain the perspective
of change.
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Analyse the situation in the context of organizational change and elaborate why the top
management is following the discussed practices and what approach is most evident in
the context.
ANSWER:
6.0 REFERENCE
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1. http://www.referenceforbusiness.com/management/Int-Loc/Leadership-Styles-
and-Bases-of-Power.html
2. http://www.referenceforbusiness.com/management/Int-Loc/Leadership-Styles-
and-Bases-of-Power.html
3. https://www.officevibe.com/blog/how-to-improve-job-satisfaction
4. http://www.jobscience.com/blog/7-simple-ways-increase-employee-satisfaction/
5. https://docuri.com/download/master-of-business-administration-assignment-
mpampob_59a7b47cf581715d508e3d47_pdf
6.
7.0 COURSEWORK
a. Newspapers and print media. This is the obvious one. Just check out your local
newspaper vendor to find out the major newspapers available. Some have more
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job advertisements than others and the quality of jobs advertised differ in each
type of newspaper. For instance, there are usually more middle to senior level
jobs advertised in The Star and New Straits Times in Malaysia. There are also
more job vacancies advertised on certain days usually Saturdays. There are some
available vacancies. For graduates, there are some yearly publications that have
can locate some of these directories and yearly publications at major bookstores.
profession.
b. The Internet More and more job recruitment websites are mushrooming in
Malaysia and again the quality and quantity of jobs varies. Bear in mind that
good employers normally look for recruitment websites that have many
and have a lot of jobs offered there. For a list of some of the main Internet
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websites also advertise the vacancies available. This could be a good way to
identify job opportunities especially if you have identified the company within
your area of interest. Nevertheless, they are sometimes not well updated and
may not have all job opportunities available. The Internet is also a very powerful
tool to trigger possible job opportunities in an indirect manner. For instance, you
may sometimes get ideas about possible companies or industries to join while
Malaysia as employers are finding out the benefits of getting employees through
this method. These agencies can help employers screen and shortlist potential
candidates, source for candidates that may not be actively looking for a job or
cater to the urgent needs of some employers. There are many types of
or register with these agencies by providing your CV and many of them already
have websites with listing of the jobs available. Nevertheless, there are some
higher levels or specialised jobs that may not be listed and is subject to the
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d. Company events/roadshows/career recruitment drive and general career fairs
Some large companies are beginning to organise their own career roadshows at
Career and Training Fair (MCTF) or those organised by agencies of the Ministry
of Human Resources. Do look out for relevant events suited to the kind of jobs
As many jobs are not advertised or promoted through formal ways, there are many
a. Through people you know. Many people have found their jobs through this
method and it is known to give you a higher chance. This way is also known to
potentially provide better pay and satisfaction. How to Start Hunting for a Job
40 The following are people that can help you find out more about job
social clubs, school mates, previous lecturers, teachers, etc. Your work
b. Through people who you don't know yet. The next option would involve seeking
you, `hirers' and `influencers' which may lead to potential jobs. This approach
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takes a longer time and should be done continuously from the day you start your
new job! Some ways to gather valuable `unknown contacts' are: Networking-
magazines, journals, the Yellow Pages and business directories. For example,
pharmaceuticals, advertising, banks, just to name a few. The Yellow Pages also
c. Directly to employers You can also approach employers directly through mail or
identifying employers within your area of interest. This method will be covered
Use this method very selectively as many companies do not encourage direct
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Q2: What are the basic requirements for your resume to survive the 15 seconds
test?
Use short concise sentences. Resumes should not have too many long sentences so
Where appropriate, take out personal information that is not relevant to the job i.e.
religion, race, weight, height, age, salary expectations, marital status, hobbies
One school of thought is that you should not show your salary expectations too early
because if it's too high, that could be a reason for it to be screened out
Choose the right format suitable for the needs of the job you're applying for (Refer
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