ABDM 3034 BASIC MANAGEMENT POLICIES

ABDM2083 Organisation and Human Resource

DIPLOMA IN BUSINESS STUDIES (ACCOUNTING) DAC Year 1
3rd Semester 2010/11

Team No. : 18-2

NAME
Ang Wan Xia Wong Mei Hong

ID
10WBD02506 10WBD06505

Lecturer: Tutor:

Mr. Tey Liang Miss Lim Pei Ling

Tutorial 9 Power and Politics Question (a) of Discussion Question Tutorial 11&12 Recruitment, Training and Performance Evaluation Question 5(b) of Discussion Question

Submission date:

15th March 2011

Tutorial 9 Power and Politics Question (a) of Discussion Question Tutorial 11&12 Recruitment, Training and Performance Evaluation Question 5(b) of Discussion Question
TEAM ASSIGNMENT EVALUATION FORM
Assessment Criteria Presentation Style Excellent 10-9 Was engaging, provocative, and captured the interest of the audience; and maintained this throughout the entire presentation; great visual aids with colour impact. Students had understood the questions and are able to answer the questions effectively. Offered in-depth analysis and interpretation of the document. Relfected clarity of arguement throughout. Excellent 5 Responsibility for answering was shared evenly. Able to answer the question effectively. Clear headings or hightlighting of key words. Good paragraphing and sentence construction; no spelling errors. Good 8-7 Was well done and interesting to the audience; was presented in a unique manner and was very well organised; some use of visual aids. Average 6-4 Was at times interesting and presented clearly and precisely; organised in a logical manner; limited variety of visual aids but were not colourful or clear. Students understood questions fairly answered all questions. had the and the Poor 3-1 Was not organised effectively, was not easy to follow and did not keep the audience interested; no use of visual aid. Total

Presentation Content

Students had understood most of the questions and answered effectively.

Limited understanding of the questions and unable to answer it.

Written Assignment Interpretation

Offered accurate analysis of the document. Showed good understanding of the requirements of questions. Good 4 Responsibility was shared by most team members. Able to answer all questions.

Demonstrated only a minimal understanding of the document. Not clear on the requirements of the questions. Average 3 Responsibility was shared 1/2 the team members. Able to answer only a few questions.

Reiterate one or two facts from the document but did not offer any analysis or interpretation of the document. Poor 2-1 Exclusive reliance on one person. Other wondered What is going on here? Total

Assessment Criteria Presentation Question & Answer

Written Assignment Presentation

Logical flow of answer with good formatting ; some noticeable main points, few spelling errors. Total

Reasonable answer structure with some spelling errors. Required some effort to understand what the students are trying to say.

Long paragraphing with poor sentence construction, cannot understand what the students are trying to say; many spelling errors.

Comment:

Tutorial 9 Power and Politics Question (a) of Discussion Question Tutorial 11&12 Recruitment, Training and Performance Evaluation Question 5(b) of Discussion Question Tutorial 9 Question (a) (Discussion Question) Contrast leadership and power. (5 marks) Answer Leadership is the ability to influence a group toward the achievement of goals. Power refers to a capacity that the person, for instance, Mr. Lee has to influence the behaviour of another person, for example, Mr. Wong, so that Mr. Wong acts in accordance with Mr. Lees wishes. Leadership and power are closely intertwined. Leaders use power as a means of attaining group goals. The first difference between leadership and power is that leaders focus on achieving goals, and power is a means of facilitating their achievement. Goal compatibility is one of the differences between leadership and power. Leadership requires goal compatibility, which means that it needs some similarity between the goals of the leader and goals of those who being led by the leader. It clearly depends on responsive followers in a directing process. On the other hand, power does not require goal compatibility, but merely dependence of the followers. For example, leaders need to influence those who are being led by them to develop the same goal just as the them in order to achieve that particular goal, however, a powerful person does not need to influence the people to have the compatible goal just as them, but only use the dependence of that person to the powerful person to facilitate in achieving the goal of that powerful person. The next difference among leadership and power is the direction of influence. Leadership concentrates on downward influence on the leaders followers. It minimizes the importance of lateral and upward influence patterns. Conversely, power is used to gain lateral and upward influence. All in all, a leader with leadership leads people and those who are being led follow the leader willingly, whereas a person with power demands people to follow him and people are forced to follow him, in some cases, unwillingly and helplessly.

Tutorial 9 Power and Politics Question (a) of Discussion Question Tutorial 11&12 Recruitment, Training and Performance Evaluation Question 5(b) of Discussion Question Tutorial 11 & 12 Question 5 (b) (Discussion Question) What are the purposes of performance evaluation in an organization? (6 marks) Answer

Performance evaluations are a company's way of evaluating the talent, skills and abilities of the staff. It also provides an opportunity for the employee and manager to have a one-on-one discussion of where the employee stands and what it takes to get to the next step. Performance evaluation serves a number of purposes in organization. Management uses evaluations for general human resource decisions. Evaluations provide input into important decisions such as promotions, transfers, and terminations. Evaluations identify training and development needs. They pinpoint employee skills and competencies that are currently inadequate but for which programs can be developed to remedy. Performance evaluations can be used as a criterion against which selection and development programs are validated. Newly hired employees who perform poorly can be identified through performance evaluation. Similarly, the effectiveness of training and development programs can be determined by assessing how well employees who have participated do on their performance evaluation. Evaluations also fulfill the purpose of providing feedback to employees on how the organization views their performance. Furthermore, performance evaluations are used as the basis for reward allocations. Decisions as to who gets merit pay increases and other rewards are frequently determined by performance evaluations. Each of these functions of performance evaluation is important. Yet their importance to us depends on the perspective were taking. Several are clearly relevant to human resource management decisions. But our interest is in organizational behavior. As a result, we shall be emphasizing performance evaluation in its role as a mechanism for providing feedback and as a determinant of

Tutorial 9 Power and Politics Question (a) of Discussion Question Tutorial 11&12 Recruitment, Training and Performance Evaluation Question 5(b) of Discussion Question reward allocations.