DEPARTMENT OF BUSINESS MANAGEMENT
FACULTY OF MANAGEMENT SCIENCES
Instruction:
Question No1 carries 30% mark and will serve as quiz while other questions
carry 25% each.
Question
No.1A
With
the aid of a diagram, explain the process of motivation
Answer: An unsatisfied need is the starting point in the
process of motivation. An unsatisfied need is a deficiency of something within
the individual, and it provides the spark that begins the chain of events
leading to behaviour (i.e goal oriented behaviour). The unsatisfied need causes
tension (physical and psychological) within the individual, leading the
individual to engage in some kind of behaviour to satisfy the need and thereby
reduce the tension.
Diagram
1. UNSATISFIED NEED
2. NEED UNSATISFIED
3. TENSION
4. GOAL ORIENTED BEHAVIOUR
Question 1B
Abraham Maslow hierarchically hypothesized five levels
of needs. Discus each of them.
Answer: Abraham Maslow hierarchically hypothesized
five levels of need, they are:
1. Physiological
need which comprises of the most basic of all human needs eg need for water, shelter, food and clothing. And accept the needs in this category are satisfied, to
beg for satisfaction.
2. Safety
need: This is need for security, protection, and stability in the physical and interpersonal events of
day-to-day life.
3. Social
need: need for love, affection and sense of belonging in one’s relationships with other people
around him.
4. Esteem
need: This comprises the need for esteem by others, respect, prestige, recognition, need for self esteem, personal sense of competence, mastery etc.
5. Self
actualization: This is the highest point of need for highest need level. Need to fulfill one’s dream
in life, to grow and use abilities
t fullest and most creative extent.
Question No.2A
Discuss McGregor’s X and y theory and its
applicability to management.
Answer:
According to McGregor theory X assumptions are that:
1. The
average worker hates work and will try to avoid it.
2. Most
workers need to be forced, controlled and directed and even threatened with punishment to get them to
work towards organizational goals.
3. The
average worker wants to be directed, shuns responsibility, has little ambition and seeks security above all.
Theory Y
1. Most
employees do not inherently dislike works; they like work as naturally as play and rest.
2. Employees
will exercise self-direction, to reach goal to which they are committed. External control and threat of
punishment are not necessary.
3. Commitment
to goals is a function of the rewards available.
4. An
average worker learns; not only to accept but also to seek responsibility.
5. Workers
have the capacity to exercise a high degree of creativity and innovation in solving organizational
challenges.
Applicability
to management
Using theory X, a manager assumes that employees dislike working and
uses an authoritarian management style or leadership style to lead and manage.
Using theory Y, a manager assumes that workers like work and are self
motivated and therefore uses a participative style of leadership in this case.
McGregor
then recommended the use of theory Y, he urged leaders to recognize that the
majority of workers want more responsibility and should be encouraged to
develop skills, and knowledge, improve processes and give feedback.
2B: Explain
reinforcement theory as much as you can
Answer:
Reinforcement
theory considers the use of positive and negative reinforcement to motivate or
create an environment of motivation. For example, suppose Elvis, a hard-working
employee, is given a N50,000 bonus for doing such a good job. In future, Elvis continues
to work hard expecting another bonus payment. Under reinforcement theory,
praise” could be used to get someone motivated. All these are under positive
reinforcement.
Negative
reinforcement could as well come in form of punishment withholding the praise,
bonus or even demotion from one’s higher position to a lower position; hence it
could come in form of extinction. (which is the same as withholding positive
reinforcement).
3a. Bohlander
and Snell (2004) explain, that the word ‘Union” evokes in some people, positive
feelings while others it evokes negative opinion.
The
above assertion by Bohlander and Snell points to the fact that there are people
who view union as a matter of labour management unrest characterized by
grievance, strikes, lockup and boycotts etc while other people view word in terms
of industrial democracy, fairness, workforce participation, equal opportunity
etc in summary, many people view unionization as the creation of an adversary
relationship between employ on one hand and management in the other. However,
no matter the views held by any of the parties, one important fact remains that
unions have are by, important force helping to shape organizational
practice.
(b) Labour
management relations have variously defined as “a continuing institutional
relations between an employer as an entity and a labour organization concerned
with the negotiation and administration of agreements covering joint
understanding about waves or salaries, hours of work and other terms and
conditions of employment.
In
otherworld, Bartol and Martin (1998) explain labour management relations as,
“the process through which employers and unions negotiate pay, hours of work
and of conditions of employment sign a contract governing such conditions for a
specific period of time and share responsibilities for administering the
resultant contract”.
4a. The
1943 trade union congress of Nigeria emerged with a constitution whose objectives include: to unite all trade
unions into one organized body.
(i) To
unite all trade unions into one organized body
(ii) To
deal with the general labour problems affecting workers in the whole country.
(iii) To
protect the legal status and rights of trade union organizations
(iv) To see
the proper organization of trade unions.
(v) To
organize annually a congress of all trade unions
(vi) To
establish a workers newspaper
Any five of the points should suffice
4a. In line
with the assertion that each industrial union has its own specific objectives the academic staff
union of universities have the
following objectives.
(i) Organization
of academic staff who are qualified for membership
(ii) Regulation
of relations between academic staff and employers and between members.
(iii) Establishment
and maintenance of a high standard of academic performance
and professional practice.
(iv) Advancement
of the education and training of its members
(vi) Provision
of benefits and other assistance to the members as provided in the constitution.
(vii) Encouragements
of the participation of its members in the affairs of the university system and that of the nation.
(viii) such
other objectives as are lawful and not incontinent with the spirit and practice.
In other words, Bartol and Martin (1998) explain
labour management relations as “the process through which employers and unions
negotiate pay, hours of work and other conditions of employment sign a contract
governing such conditions for a specific period on time and share
responsibilities for administering the resultant contract.
4a. The
1943 trade union congress of Nigeria emerged with a constitution whose objectives include:
i. To
unite all trade unions into one organized body
ii. To
deal with the general labour problems affecting workers in the whole country.
Iii. To
protect the legal status and rights of trade union organizations
iv. To see
the proper organization of trade unions.
v. To
organize annually a congress of all trade unions
vi. To
establish a workers newspaper.
Any five of the points should suffice.
Question
No.(6A)
Name and discuss
five types of interview
Answer
·
Personnel
interview
·
Evaluation
interview
·
Persuasive
interview
·
Structured
interview
·
Unstructured
interview
·
Stress interview
Any five
of the above, are acceptable with a good explanation
6B: What are
the ways by which interviews could be improved by human resources managers?
Answer:
·Always put the applicant at ease, a comfortable chair
and handshake are pre-requisites even if it is a stress interview.
·The interviewer should be so trained and grounded so
as know what to look for.
·The interviewer should be prepared to ask the right
questions. These can be structured, semi-structured and unstructured.
·Utilization of multiple interview methods; and
utilization of several interviews which can facilitate a comparison of evaluation
and perceptions;
·Avoid the halo effect, the interviewer should not be
carried away by personal bias or prejudice.
·The interviewer should avoid undue interruptions and
be a good listener.
·The interviewer should remain neutral until the end of
the interview no reaction or personal opinions.