Code of Ethics & Conflict.

** Code of Ethics.

An ethical code is received by an organization in an endeavor to help those in the organization called upon to settle on a choice (typically most, if not all) comprehend the contrast in the middle of "right" and "wrong" and to apply this understanding to their choice. The ethical code therefore by and large infers archives at three levels:

codes of business ethics, 

codes of conduct for workers and 

codes of professional practice. 

Code of ethics (corporate or business ethics): 

A code of business ethics often concentrates on social issues. It may set out general principles around an organization's convictions on matters, for example, mission, quality, protection or nature. It may delineate fitting methods to determine whether an infringement of the code of ethics has happened and, if thus, what cures ought to be forced. The adequacy of such codes of ethics relies on upon the degree to which administration supports them with approvals and prizes. 

Code of conduct (worker ethics): 

A code of conduct for representatives sets out the strategies to be utilized as a part of particular ethical circumstances, for example, clashes of interest or the acknowledgment of endowments, and delineate the strategies to determine whether an infringement of the code of ethics happened and, assuming this is the case, what cures ought to be forced. 

Code of practice (professional ethics): 

A code of practice is received by a profession or by a governmental or non-governmental organization to regulate that profession. A code of practice may be styled as a code of professional obligation, which will examine troublesome issues, troublesome choices that will often should be made, and give a reasonable record of what behavior is considered "ethical" or "correct" or "right" in the circumstances.

concept 

Concept is an idea of something shaped  by mentally combining all its criterion or particulars; a construct.

principle

A principle is a law or guideline that must be, or for the most part is to be taken after, or can be attractively taken after, or is an inevitable result of something, for example, the laws saw in nature or the way that a framework is developed. The principles of such a framework are understood by its us framework, or reflecting framework's outlined reason, and the viable operation or utilization of which would be incomprehensible if any of the principles was to be ignored. 

Examples of principles:

 a descriptive comprehensive and fundamental law, doctrine, or assumption,

 a normative rule or code of conduct,

 a law or fact of nature underlying the working of an artificial device.

A principle alludes to a key truth. It builds up circumstances and end results relationship between two or more variables under given circumstance. They serve as a manual for thought & activities. Therefore, administration principles are the announcements of central truth in view of rationale which gives guidelines to administrative choice making and activities. These principles are inferred: - 

a. On the basis of observation and analysis i.e. practical experience of managers.

b. By conducting experimental studies.

Theory 

Theory - a well substantiated clarification of some part of the characteristic world; an organized arrangement of  acknowledged information that applies in an assortment of circumstances to explain a particular arrangement of wonders; "theories can incorporate realities and laws and tried hypotheses"; "valid actually and theory". A gathering of thoughts which put forward general principles on the best way to deal with a business or organization. Administration theory addresses how administrators and supervisors identify with their organizations in the information of its objectives, the usage of compelling intends to get the objectives finished and how to inspire representatives to perform to the most astounding standard. Theory is a proposed clarification whose status is still approximate and subject to experimentation, as opposed to entrenched suggestions that are viewed as reporting matters of genuine reality. Synonyms: thought, idea hypothesis, propose. Antonyms: practice, confirmation, corroboration, substantiation.

Conflict

conflict - an open clash between two opposing groups (or individuals); "the harder the conflict the more glorious the triumph"--Thomas Paine; "police tried to control the battle between the pro- and anti-abortion mobs" An armed struggle or clash between organized groups within a nation or between nations in order to achieve limited political or military objectives. Although regular forces are often involved, irregular forces frequently predominate. Conflict often is protracted, confined to a restricted geographic area, and constrained in weaponry and level of violence. Within this state, military power in response to threats may be exercised in an indirect manner while supportive of other instruments of national power. Limited objectives may be achieved by the short, focused, and direct application of force. In literature, conflict is an inherent incompatibility between the objectives of two or more characters or forces. Conflict creates tension and interest in a story by adding doubt as to the outcome. A narrative is not limited to a single conflict. While conflicts may not always resolve in narrative, the resolution of a conflict creates closure, which may or may not occur at a story's end.

Basic nature of conflict

Conflict in literature refers to the different drives of the characters or forces involved. Conflict may be internal or external—that is, it may occur within a character's mind or between a character and exterior forces. Conflict is most visible between two or more characters, usually a protagonist and an antagonist/enemy/villain, but can occur in many different forms. A character may as easily find himself or herself in conflict with a natural force, such as an animal or a weather event, like a hurricane. The literary purpose of conflict is to create tension in the story, making readers more interested by leaving them uncertain which of the characters or forces will prevail. 

There may be multiple points of conflict in a single story, as characters may have more than one desire or may struggle against more than one opposing force. When a conflict is resolved and the reader discovers which force or character succeeds, it creates a sense of closure. Conflicts may resolve at any point in a story, particularly where more than one conflict exists, but stories do not always resolve every conflict. If a story ends without resolving the main or major conflict(s), it is said to have an "open" ending. Open endings, which can serve to ask the reader to consider the conflict more personally, may not satisfy them, but obvious conflict resolution may also leave readers disappointed in the story.

Classification

The fundamental types  of contention in fiction have been generally systematized as "man against man", "man against nature", and "man against self." For every situation, "man" is the widespread and alludes to ladies as well.Although regularly refered to, these three sorts of contention are not all around acknowledged. Ayn Rand, for instance,argued that "man against nature" is not a contention in light of the fact that nature has no through and through freedom and subsequently can settle on no decisions. Once in a while a fourth essential clash is depicted, "man against society", A portion of the other sorts of contention referenced include "man against machine" (The Terminator, Overcome New World), "man against destiny" (Slaughterhouse Five), "man against the heavenly" (The Shining) and "man against god" (A Canticle for Liebowitz). 

Man against man 

"Man against man" strife involves stories where characters are against one another. This is an outer clash. The contention may be immediate resistance, as in a gunfight or a theft, or it might be a more unpretentious clash between the goals of two or more characters, as in a romance or a family epic. This sort of contention is exceptionally regular in conventional writing, tall tales and myths. One sample of the "man against man" strife is the relationship battles between the hero and the opponent stepfather in This current Kid's Life. 

Man against society 

Where man stands against a man-made institution, (for example, bondage or bullying), "man against man" strife may shade into "man against society". In such stories, characters are forced to settle on moral decisions or disappointed by social standards in meeting their own particular objectives. The Handmaid's Story and Fahrenheit 451 are cases of "man against society" clashes. 

Man against nature 

"Man against nature" strife is an outer battle positioning the legend against a creature or a force of nature, for example, a storm. The "man against nature" strife is fundamental to Ernest Hemingway's The Old Man and the Ocean, where the hero battles against a marlin. It is likewise regular in enterprise stories, including Robinson Crusoe. 

Man against self 

With "man against self" clash, the battle is internal. This is a contention that is typically connected with an outer clash. A character must defeat his own particular nature or settle on a decision between two or more ways - great and fiendishness; rationale and feeling. A genuine illustration of "man against himself" is offered by Hubert Selby, Jr's. 1978 novel Composition for a Fantasy, which bases on stories of fixation.

Competition vs. Conflict

But in a conflict the desired result of one person is actually incompatible with the desired result of another. If one succeeds, the result is contrary to the desires of the other. Competition is one or more people striving for the same goal--being the person who sells the most shoes, or runs the fastest in the race, or scores the highest in the test. Everyone wants to see the same thing happen--shoes getting sold, fast running or high scoring. Competition is a secretive, zero-sum game played by individuals for private gain; conflict is open and sometimes raucous but always communal, a public encounter in which it is possible for everyone to win by learning and growing. 

The first assumption is a scarcity mindset as opposed to an abundance mindset. Here, all resources are assumed to be scarce and limited. When we assume that we’re fighting for a slice of a pie of a fixed size, then our win must be someone else’s loss. I know I’ve written posts in the past critiquing modernity’s assumption that there are no limits to anything, but there are pitfalls to assuming there’s only a limited amount of desirable things to go around.

The second assumption is a closed mindset as opposed to an open mindset. This is a “if you’re not for us, you’re against us” attitude. In a closed mindset, one is not receptive to being enriched by other sides in a debate. 

Many of the problems our nation faces stem from a mindset of competition between individuals or interest groups in society rather than a mindset of conflict. In so many areas, we see dualistic, competition-based logic: politics, culture war issues, economic issues, church policies, etc.

Conflict is not all bad.

Conflic has been comprehensively defined as the observations held by the gatherings involved, in that they hold discrepant perspectives or have interpersonal incompatibilities (Jehn, 1995). Normally, interpersonal clashes at workplaces involve interaction between two interdependent gatherings that see incompatibility of objectives, interests, qualities, or thoughts. 

Individuals now and again think that being a piece of a best work environment implies that it is gathering time constantly. That's not the situation. Without a doubt we work hard and play hard, however truly what we do is test one another to enormity. We realize that to be tested can likewise be genuinely rewarding. 

It says some place in the book of scriptures that a 'decent wife' will open deliberation and test her spouse so he can see what he can't see. I think this is the premise of all organizations or even authority groups. In the event that we continue playing it sheltered, living in our comfort zone then in what manner would we be able to ever perhaps make something greater than ourselves? 

There are more individuals in the Red Inflatable group than it once was, and I don't essentially have the same minute by-minute contact with every individual that I used to. Accordingly I depend intensely on the group pioneers around me to convey on the vision, the enthusiasm and the dedication to our kin. 

Having contrasts of opinion, viewing the world in an unexpected way, holding the mirror up so we can perceive how we are truly performing is all solid. At the point when there is crucial admiration for one another, then difficulties are seen as development opportunities.

Neutralizing of Conflict

There are times in life when a contention may emerge that needs intervention from an outsider. You may find yourself in a circumstance where you need to intercede a discussion between others who may not concede to a particular topic or methodology. At the point when confronted with this test, it is basic to "put out the flame" before it spreads to others and/or conceivably affects efficiency. Consider these tips whenever you need to intervene a discussion between two or more individuals. 

There are times in life when a contention may emerge that needs intervention from an outsider. You may find yourself in a circumstance where you need to intervene a discussion between others who may not concur on a particular topic or method. At the point when confronted with this test, it is basic to "put out the flame" before it spreads to others and/or conceivably affects efficiency. 

The following are a few tips to consider whenever you need to intercede a discussion between two or more individuals. 

Toward the beginning of the exchange, request that every gathering give an opening proclamation regarding what conveyed them to the table and what they are hoping to accomplish. Based upon the opening statements, build an agenda for “cross-talk” (conversation between all parties). The goal of cross-talk is to:

 Promote venting

 Identify needs and interests

 Generate options

 Get the parties to talk to each other

 Clarify issues

 Exchange information

 Build rapport among parties

 Summarize the information. (You cannot do this enough.)

 Use the agenda to frame the discussion. In the agenda, be neutral, concise, and fairly broad.

 Identify the needs and interest first before providing the options. This helps the transition into

negotiation.

 Express empathy towards the disputants to help minimize emotions.

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Organizational behavior & Its levels, Contingency approach to organizational behavior.

** Organizational behavior.

The way's investigation individuals communicate inside of gatherings. Regularly this study is connected trying to make more efficient business organizations. The focal thought of the investigation of hierarchical conduct is that an exploratory methodology can be connected to the administration of laborers. Organizational behavior theories are utilized for human asset purposes to boost the yield from individual gathering individuals. There are an assortment of diverse models and methods of insight of organizational behavior areas of exploration incorporate enhancing occupation execution, expanding employment fulfillment, advancing development and empowering administration. With a specific end goal to accomplish the sought results, supervisors may embrace distinctive strategies, including rearranging gatherings, altering remuneration structures and changing the way execution is assessed.

** Levels of analysis in an organizational behavior.

Individual level 
In individual level organizational behavior includes the investigation of learning, observation, imagination, inspiration, identity, turnover, undertaking execution, helpful conduct, freak conduct, morals, and cognizance. At this level of analysis, authoritative conduct draws intensely upon brain research, designing, and drug.

Gathering level 
At the gathering level of analysis, organizational behavior includes the investigation of gathering motion, intra-and bury gathering clash and attachment, administration, power, standards, interpersonal correspondence, systems, and parts. At this level of analysis, the sociological and socio-psychological sciences.

Organizational level 
At the Organizational level of analysis, organizational behavior includes the investigation of subjects, for example, organizational culture, organizational structure, cultural diversity, inter-organizational cooperation and conflict, change, technology, and external environmental forces. At this level of analysis, organizational behavior draws upon human studies and political science.

** Contingency approach to organizational behavior.

The contingency approach to management depends on the thought that there is nobody most ideal approach to oversee and that to be powerful, arranging, sorting out, driving, and controlling must be customized to the specific circumstances confronted by an association. Directors have constantly made inquiries, for example,

"What is the right thing to do?
Should we have a mechanistic or an organic structure?
A functional or divisional structure?
Wide or narrow spans of management?
Tall or flat organizational structures?
Simple or complex control and coordination mechanisms?
Should we be centralized or decentralized?
Should we use task or people oriented leadership styles?
What motivational approaches and incentive programs should we use?"


The contingency approach to management  (also called the situational approach) accept that there is no all inclusive response to such inquiries on the grounds that associations, individuals, and circumstances fluctuate and change after some time. In this manner, the best thing to do relies on upon a mind boggling mixture of discriminating critical environmental and internal contingencies.

** What is an organization? Is the family unit an organization? Explain.

An organization is a social group which distributes tasks for a collective goal. The word itself is derived from the Greek word Organon, itself derived from the better-known word ergon - as we know `organ` - and it means a compartment for a particular job.

A social unit of individuals, efficiently structured and figured out how to address an issue or to seek after aggregate objectives on a proceeding with premise. All organizations have a management structure that decides connections in the middle of capacities and positions, and subdivides and delegates parts, responsibilities, and authority to do characterized undertakings. Organizations are open frameworks in that they influence and are influenced by the earth past their limits. Family unit is an organization: It regards recall a family is an organization. Actually, it is the essential organization of society. This is only one of the reasons I am such a defender of family gatherings. You wouldn't consider maintaining a fruitful business without an arrangement, objective setting gatherings, group building sessions and clear missions and desires. Accordingly, everybody in the family ought to have a likeness a job description. Every individual's job description assists him with characterizing his parts and responsibilities in the gang. Much the same as in the work environment, the clearer the job description and the more data is requested from the member, the more proprietorship is set up. In the event that you have ever worked in a working environment where nobody comprehended what their job was normal and tenets were subjective, you will review how disordered and baffling it was for everybody. The accompanying information on organizing a family gathering has been arranged to a limited extent from information contained in The Guardian's Handbook by Dinkmeyer & McKay, also a quarter century of individual experience.

** Formal and Informal organization.

Formal organizations:
They are registered organization and are under the control of govt / private sector. These  organizations are included in organized sector. These  organization. include MN Cs, Insurance companies, Schools, Malls, etc. In short they are those  organizations which employ people organized.

Informal Organizations: 
They are not registered and are among local basis only. They are those  organizations which are not under the control of govt. or organized sector. They include small shops, Hockers, etc.

** “An organization is a social system”- Explain.

A social system is a perplexing arrangement of human relationships connecting from various perspectives. Inside of an association, the social system incorporates every one of the general population in it and their relationships to one another and to the outside world. The behavior of one part can have an effect, either specifically or in a roundabout way, on the behavior of others. Likewise, the social system does not have limits.. it trades products, thoughts, society, and so forth with the earth around it. Society is the customary behavior of a general public that envelops convictions, traditions, learning, and practices. It impacts human behavior, despite the fact that it sometimes goes into their cognizant thought. Individuals rely on upon society as it gives them stability, security, understanding, and the capacity to react to a given circumstance. This is the reason individuals trepidation change. They fear the system will get to be temperamental, their security will be lost, they won't comprehend the new process, and they won't know how to react to the new circumstances. Individualization is when representatives effectively apply impact on the social system by testing the way of life.

“Informal organization grow within formal organization” elaborate the statement.

Historically, some have viewed the informal organization as the byproduct of inadequate formal organization — contending, for instance, that "it can scarcely be questioned that the perfect situation in the business organization would be one where no informal organization existed." Nonetheless, the contemporary approach — one recommended as right on time as 1925 by Mary Parker Follett, the pioneer of group focuses and creator of influential works on management philosophy — is to coordinate the informal organization and the formal organization, perceiving the qualities and limitations of each. Integration, as Follett characterized it, means separating evident wellsprings of conflict into their fundamental components and afterward assembling new solutions that neither permit domination nor oblige trade off. In other words, integrating the informal organization with the formal organization replaces competition with intelligence. At a societal level, the relationship's significance in the middle of formal and informal structures can be found in the relationship between common society and state power. The force of integrating the formal organization and the informal organization can likewise be seen in numerous fruitful organization.

** Informal organization & its benefits.

The informal organization is the interlocking social structure that governs how people work together in practice. It is the aggregate of behaviors, interactions, norms, personal and professional connections through which work gets done and relationships are built among people who share a common organizational affiliation or cluster of affiliations. It comprises of a dynamic arrangement of personal relationships, social systems, groups of normal hobby, and emotional wellsprings of motivation. The informal organization develops organically and spontaneously in light of changes in the workplace, the flux of individuals through its permeable boundaries, and the unpredictable social dynamics of its members. An informal organization is one which is not reliant on a hierarchical structure, typical of large-scale companies. It is not typical for a whole organization to be informal, as this could cause issues which are examined in a minute, however formal organizations do tend to have informal ones inside of them. Informal organizations have free structures. Individuals can get to be members unreservedly and infrequently spontaneously; relationships are vague and the sharing of obligation and inclusion of members will vary considerably. The best example to give is an organization's football team. One may locate a managing executive, a manager and a manual worker all on the same team-and we realize that relationships between them will be altogether different than in the workplace place. Along these lines, the football team is an informal organization; the company all in all is formal since it has increasing levels of force. The advantages of informal organizations are that they create solid relationships between their members. There is no theoretical "boss" and this makes all members feel like a larger part of the organization all in all. The disadvantages, which explain why there are few simply informal organizations, are that a lack of structure can bring about a decrease in professionalism. The company cannot profit by distinctive individuals managing diverse areas easily. Finally, the members cannot look to the future-after all, with nobody above them, they cannot search for advancement and in this way discover themselves stayed with the same employment.

**Banker-customer relationship is very important in a banking Organization.

Banker customer relationship, is only an extraordinary contract where a man endows significant things with someone else with an expectation that such things should be recovered on demand from the guardian by the individual who so depend. Therefore the investor is the person who is depended with the aforementioned significant things, while the individual who endow the terms with a perspective to recovering it on demand is known as the customer. The relationship is along these lines in view of contract. It depends on specific terms and conditions. Case in point, the customer has the privilege to gather his store on demand actually or as a substitute. The investor too is under commitment to pay, so long the intermediary is properly authorized by the customer. It has a similarity of creditor/indebted person relationship. Accordingly the customer is the creditor who has the privilege of demand on the cash from the banker. The length of the financier is keeping the customer things, the investor is obligated to the customer. The relationship is likewise fiducial. The terms and conditions governing the relationship ought not be spilled to an outsider, especially by the investor. Additionally the things kept ought not be discharged to an outsider without due approval by the customer.

Broker customer relationship, is only an extraordinary contract where a man endows significant things with someone else with an expectation that such things should be recovered on demand from the attendant by the individual who so depend. In this manner the financier is the person who is depended with the aforementioned important things, while the individual who endow the things with a perspective to recovering it on demand is known as the customer. The relationship is along these lines taking into account contract. It depends on specific terms and conditions. For example, the customer has the privilege to gather his store on demand by and by or as a substitute. The investor too is under commitment to pay, so long the intermediary is appropriately authorized by the customer It has a similarity of creditor/borrower relationship. Accordingly the customer is the creditor who has the privilege of demand on the cash from the broker. The length of the financier is keeping the customer things, the investor is obligated to the customer. The relationship is likewise fiducial. The terms and conditions governing the relationship ought not be spilled to an outsider, especially by the broker. Likewise the things kept ought not be discharged to an outsider without due approval by the customer.

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Departmentation, Centralization & Decentralization.

Departmentation :

The procedure of grouping of activities into units with the end goal of organization is called departmentation. It can be characterized "as the procedure by which exercises or elements of big business are gathered homogeneously into distinctive gatherings." The regulatory units are called divisions, units or offices. The followings are the premise of departmentation :

(a) When departmentation is done on the relax of capacities the offices made are generation, showcasing, bookkeeping, money and staff divisions. 

(b) When departmentation is done on the premise of land region, the offices are known as eastern        office, western office, northern and southern office. 

(c) Departmentation should be possible on the premise of clients. 

(d) Departmentation should be possible on the premise of item taken care of. 

Departmentation is a procedure coming about out of decision to gathering assignments as per some standard. The resultant procedure of departmentation incorporates decisions with respect to isolating hierarchical work, designation of work to persons, telling all included who is in control and accommodate the backing required by those. Given the nature of these decisions and decisions, departmentation and the criteria or bases utilized for making offices can have genuine effect on the association's viability.  

Types of Departmentation

Nine bases of departmentation are normal among administrative decisions:

Departmentation by numbers,

Departmentation by time of duty, 

Departmentation by function, 

Departmentation by Procedure or equipment, 

Departmentation by location or territory, 

Departmentation by product, 

Departmentation by customer, 

Departmentation by Business sector or Distribution Channel, 

Departmentation by services. 

Departmentation by Clients :

A few points of interest of this sort of structure are: 

(i) More noteworthy particular client administration. 

(ii) Where promoting channels are extensively diverse for different sorts of clients, this kind of structure is extremely valuable. A few weaknesses of this sort are: 

(iii) May not be sufficient work for specific sorts of clients. Henceforth, under job of offices and manpower had some expertise as far as client gatherings. 

(iv) Issues of co- appointment may posture troublesome. 

(v) Unequal advancement of client gatherings. 

Centralization 

Centralization is the procedure by which the exercises of an association, especially those with respect to arranging and decision 

- making, get to be thought inside of a specific area also, or bunch. The term has a mixture of implications in a few fields. In political science, centralization alludes to the centralization of a government's power 

– both topographically and politically 

– into a brought together government. In political sciences, centralization alludes to the developmental pattern of the sensory system to be parceled into a focal sensory system what's more, fringe sensory system. In business studies, centralization what's more, decentralization allude to where decisions are made in the levels of leadership. 

Centralization is said to be a procedure where the grouping of decision making is in a couple hands. All the imperative decision and activities at the lower level, all subjects and activities at the lower level are liable to the support of top administration. As indicated by Allen, "Centralization" is the orderly and reliable reservation of authority at essential issues in the association. 

The ramifications of centralization can be:- 

1. Reservation of decision making power at top level. 

2. Reservation of operating authority with the center level directors. 

3. Reservation of operation at lower level at the top's headings level.

The level of centralization and decentralization will rely on the measure of authority appointed to the most minimal level. As per Allen, "Decentralization alludes to the precise push to delegate to the most minimal level of authority aside from that which can be controlled and worked out at essential issues. 

Decentralization 

Decentralization is an orderly delegation of authority by any stretch of the imagination levels of administration furthermore, in the majority of the association. In a decentralization concern, authority in held by the top administration for taking major decisions and surrounding strategies concerning the entire concern. Rest of the authority may be assigned to the center level and lower level of administration. Decentralization is not the same as delegation. Truth be told, decentralization is all augmentation of delegation. Decentralization example is more extensive is degree and the powers are diffused to the least most level of administration. Delegation of authority is a finished process and happens from one for every child to another.While decentralization is finished just when fullest conceivable delegation has occurred. For instance, the general administrator of an organization is in charge of accepting the leave application for the worry's entire. The general administrator appoints this work to the staff supervisor who is currently in charge of getting the leave candidates. In this circumstance delegation of authority has occurred. Then again, on the solicitation of the staff supervisor, if the general chief representatives this power to all the departmental heads at all level, in this circumstance decentralization has occurred. There is a maxim that "Everything that expanding the part of subordinates is decentralization and that declines the part is centralization". Decentralization is more extensive in extension and the subordinate's obligation increment for this situation. Then again, in delegation the supervisors stay liable notwithstanding for the demonstrations of subordinates to their bosses. 

Ramifications of Decentralization 

1. There is less weight on the CEO as on account of centralization. 

2. In decentralization, the subordinates get an opportunity to choose and act autonomously which creates aptitudes what's more, capacities. Along these lines the association has the capacity procedure store of abilities in it. 

3. In decentralization, expansion and even can be effectively embedded. 

4. In decentralization, concern expansion of exercises can put viably since there is more degree for making new offices. In this way, expansion development is of a degree. 

5. In decentralization structure, operations can be composed at divisional level which is impractical in the centralization set up. 

6. On account of decentralization structure, there is more prominent inspiration and resolve of the workers since they get more independent to act and decide.

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Job analysis, Job evaluation & Job Description.

Job Analysis :

A job analysis is the procedure used to gather data about duties,  responsibilities,  necessary skills, outcomes, and work environment of a specific job. You require however much information as could reasonably be expected to assemble a job depiction, which is the continuous result of the job analysis. Extra results incorporate enrolling arrangements, position postings and commercials, and execution improvement arranging inside of your performance management system.

Job analysis is the formal procedure of distinguishing the substance of a job in wording exercises included and credits expected to perform the work and recognizes real job prerequisites. Job analysis was conceptualized by two of the originators of modern/authoritative psychology, Frederick Taylor what's more, Lillian Moller Gilbreth in the early 20th century. Job investigations give data to associations which serves to figure out which representatives are best fit for particular jobs. Through job analysis, the examiner needs to comprehend what the imperative undertakings of the job are, the way they are done, and the important human qualities expected to finish the job effectively. The job analysis may incorporate these exercises:

 surveying the job obligations of current representatives, 

 doing Web research and review test job depictions on-line or disconnected from the net highlighting comparable jobs, 

 examining the work obligations, assignments, and obligations that should be proficient by the representative filling the position, 

 looking into and offering to different organizations that have comparable jobs, and 

 explanation of the most critical results or commitments required from the position. 

Job evaluation 

A job evaluation is an efficient method for deciding the worth/worth of a job in connection to different jobs in an association. It tries to make an efficient correlation between jobs to survey their relative worth for the motivation behind setting up a rational pay structure. Job evaluation is a strategy for contrasting diverse jobs with give a premise to a reviewing and pay structure. Its point is to assess the job, not the jobholder, and to give a generally target method for surveying the requests of a job. It is an appraisal of the relative worth of different jobs on the premise of a reliable set of job and individual variables,, for example, 

capabilities also, abilities needed . 

The objective of job evaluation is to figure out which jobs ought to get more pay than others. A few routines for example, job positioning, job evaluating, and component correlation are utilized in job evaluation. Research demonstrates, in any case, that every system is almost as precise what's more, dependable as the other in positioning and estimating diverse jobs. Job evaluation frames the premise for wage what's more, pay arrangements. 

The job evaluation process built up the relative estimation of jobs all through the college. There are two steps included in this procedure: 

1. Job Analysis & Job Depiction - 

Utilizing a "job profile," the substance of every job is examined to distinguish key obligations, obligations, and capability important to perform the job. Composed job depictions are then arranged to contain this information. 

2. Job Evaluation - 

A PC helped job evaluation arrangement, measuring 17 measurements of non-exempt work and 28 measurements of excluded work, is utilized to assess the relative worth of staff positions. This evaluation procedure concentrates on valuing the substance of every position as far as a progression of all around characterized compensable components. 

Job Description :

A job description is a run down that a man may use for general undertakings, or capacities, and obligations of a position. It might regularly incorporate to whom the position reports, determinations, for example, the capabilities then again aptitudes required by the individual in the job, or a pay range. Job description are typically story, yet some many rather contain a straight forward run down of capabilities; for occurrence, key human asset arranging systems may be utilized to build up a competency building design for an association, from which job portrayals are manufactured as a short list of capabilities. 

Job description  are composed proclamations that portray the: 

 Duties 

 responsibilities

 most critical commitments and results required from a position, 

 obliged capabilities of applicants, and 

 reporting relationship and associates of a specific job. 

Job descriptions are in view of goal information particle got through job analysis , a comprehension of the capabilities and aptitudes needed to finish required assignments, and the association's needs to deliver work. The best job depictions are living,breathing records that are redesigned as obligations change. They do not  limit  employees,  but  rather, make them extend their experience, develop their abilities, and build up their capacity to contribute inside of their organization.

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Risks facing by the Financial Institutions . Part-1

Different  types  of  risks  faced  by  a  financial  institution.

As  per  Central Bank  guideline  different  types  of  risks  faced  by  a  financial  institution  are:

1.  Residual  risks: 

Collaterals  can  pose  the  risks  like  legal  and  documentation risks.

2.  Credit  concentration  risk: 
Exposure  in  the  same  economic  or  geographic sector  and/or  in  dependent  industries

3.  Interest  rate  risk: 

It  in  banking  book  has  to  be  taken  into  account  as  a potential  risk.

-  Basis  risk.

-  Embedded  option  risk.

-  Gap  or  mismatch  risk.
-  Net  interest  position  risk.

4.  Liquidity  risk:  

-  Term  liquidity  risk.

-  Withdrawal/call  risk.

-  Structural  liquidity  risk . 

-  Market  liquidity  risk.

5.  Settlement  risk: 

It  arises  when  an  executed  transaction  is  not  settled 6.  Reputation  risk:  It  arise  due  to  lack  of  compliance, customer-friendly service, fair  market  practices, failure to deliver on  commitments,  high  costs, etc.

7.  Strategic  risk.

8.  Environmental  risk: 

The  uncertainty  or  probability  of  losses  that  originates from  any  adverse  environmental  or  climate  change  events

9. Other material risks.

What  do  you  mean  by  reputation  risk?  What  type  of  losses  may  be induced  in  a  bank  due  to  reputation  risk?

Reputation  risk  is  the  present or imminent circuitous danger to income and capital, decrease in the client base, immoderate suit emerging from antagonistic view of the banks' picture with respect to its partners. It may start from the absence of consistence with administration benchmarks, inability to convey on responsibilities, absence of client cordial administration and honest practices, preposterously high expenses, unseemly business conduct or unfavorable power sentiment and activities.


A few ways by which reputation  risk  can affect misfortunes for a firm / Bank: 

1.  Loss  of  current  or  future  customers,  for  example  increased  advertising  costs are  necessary  to  restrain  reputation  damage.

2.  Loss  of  employees  or  managers  within  bank,  an  increase  in  hiring  costs.

3.  Reduction  in  current  or  future  business  partners.

4.  Increased  costs  of  financial  funding .

5.  Increased  costs  due  to  govt.  policy,  supervisory  regulations  fines  or penalties.

Discuss  the  purpose  of  Market  Discipline  in  relation  with accounting  disclosures  under  revised  Regulatory  Capital  Framework for  banks  in  line  with  Basel-II.

The  purpose  of  market  discipline  in  the overhauled ampleness system is to supplement the base capital necessities and the supervisory audit handle that the point is to build up more straightforward and more trained money related market with the goal that partners can evaluate the position of a bank in regards to holding of benefits and to distinguish the dangers identifying with the advantages and capital sufficiency.

1.  It  is  expected  that  the  disclosure  framework  does  not  conflict  with requirement  under  accounting  standard  as  set  by  central bank.

2.  Under  minimum  capital  requirement, banks will utilize indicated methodologies/techniques for measuring the different dangers they confronted and the subsequent capital prerequisites.

3.  The  disclosures  ought to be liable to satisfactory acceptance, since data in the yearly money related explanations would for the most part be inspected and distributed.

What  are  the  components of  Tier-I  &  Tier-II  capital  according  to Basel Accord?

The  components  of  Tier-I  &  Tier-II  capital  according  to  BASEL  accord  are:

TIER-1  (core  capital):

1.  Paid  up  capital.

2.  Non  payable  share  premium  account. 

3.  Statutory  reserve.

4.  General  reserve.

5.  Retained  earning.

6.  Minority  interest  to  subsidiaries 

7.  Non  cumulative  irredeemable  preference  shares.

8. Dividend equalization account.

TIRE  2  (supplementary  capital):

1.  General  provision  (1%  of  CL)

2.  Assets  revaluation  reserves

3.  All  other  preference  shares

4. Exchange equalization a/c.

Risks facing by the Financial Institutions . Part-1

Risks facing by the Financial Institutions . Part-2

Risks facing by the Financial Institutions . Part-3

Risks facing by the Financial Institutions . Part-4

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Organizing , Supervision & Directing

** Organizing?

In generally organizing means group of people who unity then selves and do their jobs fo a particular objectives.

According to L.A. Allen

Organizing means a process of defining, identifying, classifying, analysing and distributing works, jobs, authority and responsibility according to the employee’s qualifications. Skills, and performance and establishing better relationship among the employees so that they can perform their works of jobs perfectly.

According to J.W. shewldge:

Organizing is the well combination of necessary manpowers, equipments, mechinaries and job sectors and positions for predetermining goals and objectives of and organization.

** Principles of organizing.

 The principles of organizing are given below:

1. Principles of objective:

To create effective organization, the objective factor should be considered that principle may be devided into two categories, those are given below-

a) Overall aim principle:

Total organization and every part of it should be taken under overall aim and objectives of an organization.

b) Efficiency principles:

organization structure should be made in such way so that every person can achieve the most efficiency easily.

2. Numerical principle:

It concerns to the span of supervision. This principle is also called the principle of span of supervision, that means the numbers of subordinate under a super visor must be definite so that he can supervise the jobs of his subordinates.

3. Principles of structure:

This principle has been divided for 6 categories. Those are:

a) Principle of scalar chain:

A chain should be maintained from top to bottom and all persons and divisions have to be adjusted with each other:

b) Principle of responsibilities:

No executive should not be free from responsibility. Responsibility should be defined and specified in such a way so that every executive can understand and performed their jobs and responsibilities perfectly.

c) Equal authority and responsibility principle:

Authority and responsibility must be equal, not less or high from each other. If it is less or high, the jobs can not be performed perfectly.

d) Principle of unity of command:

One person must have one head and one plan. The individual will do his work according to the direction and command of his immediate head.

e) Principle of authority stages:

Every stages of an organization will contain authority. But more authority at the top level and less authority at the lower level.

f) Principle of clarification:

Every position and division should be clearly defined. The responsibilities and relation among the employees must be well specified so that no shadow is created at any place or position.

4. Principles of processing:

This principle has been divided in to four categories. The are:

a) Balance principle:

Balance principle means the authority and responsibilities should be divided in such a way so that the balance of power is maintained in every stage of organization.

b) Principle of flexibilities:

The rules, regulation and principles must be flexible to solve all kinds of problems concerning with the organization.

c) Scattered principle:

All ways and elements should be utilized in such a way so that every thing become more organized.

d) Principles of leadership:

Organization structure should be as like as pyramid as though executives become motivated to use it.

** Organizational process / steps /system. 

Organizational process/steps/system:

1. Defining the jobs. Authority and responsibility.

2. Identifying the jobs.

3. Classifying the jobs.

4. Analysing the jobs.

5. Departmentation of the jobs.

6. Distributing authority according to the stillness, qualities, ability of employees.

7. Making relation among the employees, departments and division of subdivision.

** Organization Structure.

 In generally organization structure is a structure which show the relation of employees in the organization, the acts, jobs, authorities and responsibilities of employees and also sattle the frame and picture of various positions, divisions, subdivisions, powers and the numbers of the employees in the organization.

According to “Albert K. Wickesberg”
“The set of interpersonal relation which operates in the context of position, procedure, process, technology and social environment comprises what is known as organization structure”

According to “Koontz and O. Donnell”

“The structure looks like a pyramid with a broadened base and cone shaped top”

** Describe the importance of organization structure in management.

Importance of organization structure in management:

1. Support to achieve the goals.

2. To achieve flexibilities.

3. To develop the business.

4. To utilize the manpower, raw materials and technology.

5. Easy controlling.

6. Easy co-ordination.

7. To help to specialization.

8. Scope of showing-creativity.

** What are the facts or principles that should be considered in designing an organization structure?

 Facts / Principles in designing an organization structure:

1. To determine the objective and principle.

2. Unity of objectives.

3. Skillfulness should be achieved.

4. Specification of duties, authority and responsibility of each individual.

5. Balance.

6. Equality of authority and responsibility.

7. Span of management and supervision.

8. Scalar chain.

9. Flexibility.

10. Distribution of jobs or works according to capacity, skillfulness and equality.

11. Easiness.

12. Reduction of costs.

13. Opportunity of leading.

14. Unity of direction.

15. Management by direction.

** Discuss the types of organization structure.

 Types of organization structure:

There are four types of organization structure. Those are given below:

1. Line organization structure.

2. Line and staff organization structure.

3. Functional organization structure.

4. Committee organization structure.

1. Line organization structure.

In such organization structure the power and authority come down chronologically from to to bottom of management is called the line organization structure. It is applicable to the difference organization. Such organization structure is used to the limited are a of organization and difficulties free organization.

Figure: Showing Line organization structure.

2. Line and staff organization structure.

This organization structure is as same as line organization structure, but advisor of staff is used to help to the line executives in this organization structure. In this organization structure two types of employees are available. One is line executive and another one is staff or used by line executives any staffs help them giving advise only. Such type of organization structure is applicable for those organization which are a is large and holding critical job environment.

Figure: Showing Line & Staff organization structure.

3. Functional organization structure.

Such an organization structure: Where all the activities of manager are divided in to the various divisions and sub-divisions according to the nature of works and each activity is under taken or submitted to an specialist. This is applicable for factory of an organization. F.W. Tailor is the inventor of this organization structure.

                                                             
                                                  Figure: Functional organization structure.


4. Committee organization structure.

Committee is a group of people who are unified and responsible for solving a particular or special administrative problem.

                                         Figure: Committee organization structure.

** Advantages or reasons for wide use of committee?

 Advantages or reasons for wide use of committee:

1. Opportunity of good judgement.

2. Easy combination.

3. Communication facilities.

4. Helping hand raising.

5. Opportunity of training and better or crucial knowledge achievement.

6. Power de-centralization.

7. Practice of democracy.

8. Opportunity of personal responsibilities avoidance.

9. Most critical circumstances protection as a medicine.

10. Making free to an executive from over work load.

11.  No scope of using autocracy.

** Limitations or disadvantages of committee. 

Limitations or disadvantages of committee:

1. Divided responsibility.

2. Slow moving.

3. Personal interest gain.

4. Problem of power de centralization.

5. Group conflict.

6. Tendency to indecision making.

7. Tendency to establish person opinion.

8. More presser to lower number of member.

9. Failure to gain the expected result.

10. Hindrance for creative thinking.

11. More expensive.

** Suggest for effective use of committee?

Suggestions for effective use of committee:

1. Use of committee in the perfect sectors or area.

2. The proper objectives, duties, responsibilities, power and authority of committee must be described.

3. The members and area of committee should be determined according to the nature of its work.

4. To select the qualified, skilled, efficient and experienced members and chairman.

5. To determine the actual facts which should be discussed in the meeting.

6. To make appropriate procedures.

7. To maintain the systems of making fast or early decision.

8. To give an aid or a suggestion by the necessary advisor.

** Span of Supervision?

Span of supervision means the number of subordinates controlled, directed and supervised by an executive.

It is also called the span of controlling; span of management and span of supervision.

According to koontz and Donnell,

“Span of supervision is how many employees or workers or subordinates are directly supervised or controlled under/by a top level executive”.

Figure : Showing span of supervision 

** Is  it possible to use any formula to determine the span of supervision?

According to koontz and Donnell,

“If four to eight persons at to level are supervised by an executive then eight to twelve at lower level should be supervised”

According to V.A. Graicunus,

He disclosed a formula for span of supervision which is used in the management today. That is.

Example:

If the number of worker are 4, then what will be the number of relation?

Here,
n = 4 (number of worker)
y = ? ( number of relation )

If the number of worker are 4, then  the number of relation will be 28.

** What is directing? What are the process and features/qualities of good directing?

Definition of Directing:

Directing is a process by which, actual performance of subordinates is guided towards the common goal. It is also the heart of an organization.

It is concerned to permission order, request, suggest, prescribe etc.

Directing process:

1. Directing order and instruction.

2. Teaching and guiding.

3. Supervision.

4. Communicating.

5. Motivation.

6. Leading.

Features/qualities of good directing:

1. Logicality.

2. Completeness.

3. Limpidity.

4. Continuity.

5. Discipline.

6. Timeliness.

7. Maintenance of sequence.

8. Flexibility.

9. Written order.

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Leadership

** What is leadership? What are the types of leadership?
 Leading / Leadership  :

Leading is power / quality of a person to influence other to do or not to do any act or joy for achieving organizational goals and objective.

Otherwise, leading means influencing, enhancing and motivating power and men which are included in to internal or external qualities and focused on or lift up the personality and power of human beings.

“a  process  of social  influence in  which  one  person  can  enlist  the  aid  and support of others in the accomplishment of a common task.

"The ability of a company's management to make sound decisions and inspire others to perform well"

Leadership involves
(1) establishing a clear vision,
(2) sharing that vision with others so that they will follow willingly,
(3)providing the information, knowledge and methods to realize that vision, and
(4) coordinating and balancing the conflicting interests of all members and stakeholders.
.
A  leader steps up in times of crisis, and is able  to  think  and act creatively  in  difficult  situations. Unlike management, leadership  cannot  be  taught,  although it  may  be  learned  and  enhanced through coaching or mentoring. Someone with great leadership skills today is Bill Gates who, despite early failures, with continued passion and innovation has driven Microsoft and the software industry to success.

Types of leadership:

There are five types of  Leadership. such as-

1. Autocratic leadership.

2. Paternalistic Leadership.

3. Democratic leadership.

4. Free rain leadership.

5. Paternal-democratic leadership.

** Qualities of a good leader?

Qualities of a good leader are given below with detail :

1. Education.

2. Experience.

3. Physical fitness.

4. Organizing power.

5. Management knowledge.

6. Honesty.

7. Industrious.

8. Responsible.

9. Truthfulness.

10. Tactfulness.

11. General knowledge.

12. Intelligence.

13. Motivating power.

14. Democratic tendency.

15. Personality.

16. Cordial.

17. Tendency to take risk.

18. Adaptation power.

19. Brevity.

20. Well taste and choice.

21. Actuality.

22. Patience.

  

** What is decision making? What are the steps/process of decision making?

Decision making means Selecting the best among alternative courses of action. 

Other wise, decision making means accepting the right things in the right time at the right place.

Steps/Process of decision making:

1. Identifying the problems.

2. analysing the problems.

3. Find out the various methods and way to solve the problem.

4. Analysing the methods.

5. Selecting the best.

6. Receiving/accepting the best.

7. Making decision.

** What is controlling? What are  the steps / processes of controlling an organization?

Controlling means to examine whether the activities or jobs are being performed according to planning and principles of organization.

Steps/processes of controlling an organization:

1. To determine the standardization.
2. To measure the improvement of jobs.
3. To compare the standardization with the jobs which have been performed.
4. To determine and evaluate the cause of slippage.
5. To take steps for ratification.

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