Dear All,
Try to solve this........
Will provide answers later....
1. Which theory is commonly referred to as the 'Hierarchy of Human Needs'?
2. Joseph Luft and Harry Ingham developed a framework to improve the effectiveness of communication. Name it.
3. Name the person who called for the scientific selection of workers and 'Harmonious Cooperation' between labor and management.
4. Where did Elton Mayo and F.J. Roethlisberger conduct their famous studies which dealt with the influence of work groups on performance?
5. In HR parlance, what is known as an 'Agency Shop'?
6. Who is known as 'The father of Social Systems Approach' to organization and management?
7. The degree to which a person prefers doing two or more things simultaneously is known as what?
8. Name the creativity-simulation technique which tries to make the strange familiar and the familiar strange.
9. An illegal strike called by employees who refuse to work during the term of a binding contract is known as 'Wildcat Strike'. State True or False.
10. What do 'Theory X' and 'Theory Y' argue?
Thank you.
From India, Delhi
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67Try to solve this........
Will provide answers later....
1. Which theory is commonly referred to as the 'Hierarchy of Human Needs'?
2. Joseph Luft and Harry Ingham developed a framework to improve the effectiveness of communication. Name it.
3. Name the person who called for the scientific selection of workers and 'Harmonious Cooperation' between labor and management.
4. Where did Elton Mayo and F.J. Roethlisberger conduct their famous studies which dealt with the influence of work groups on performance?
5. In HR parlance, what is known as an 'Agency Shop'?
6. Who is known as 'The father of Social Systems Approach' to organization and management?
7. The degree to which a person prefers doing two or more things simultaneously is known as what?
8. Name the creativity-simulation technique which tries to make the strange familiar and the familiar strange.
9. An illegal strike called by employees who refuse to work during the term of a binding contract is known as 'Wildcat Strike'. State True or False.
10. What do 'Theory X' and 'Theory Y' argue?
Thank you.
From India, Delhi
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Which theory is commonly referred to as the 'Hierarchy of Human Needs'?
Answer: Maslow's Need Theory
Brief Explanation: https://www.citehr.com/143959-buisne...tml#post609340
From India, Delhi
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Answer: Maslow's Need Theory
Brief Explanation: https://www.citehr.com/143959-buisne...tml#post609340
From India, Delhi
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Some questions from my end:
1. What visionary management thinker wrote "The Age Of Unreason" and "The Empty Raincoat"?
2. What are the names of the (nine) Belbin 'team roles'?
3. In marketing, what are the "The Four P's"?
4. A lot of the traditional 20th-century sales theory and training was influenced by the 1937 book "How to Win Friends and Influence People"; who wrote it?
From India, Pune
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1. What visionary management thinker wrote "The Age Of Unreason" and "The Empty Raincoat"?
2. What are the names of the (nine) Belbin 'team roles'?
3. In marketing, what are the "The Four P's"?
4. A lot of the traditional 20th-century sales theory and training was influenced by the 1937 book "How to Win Friends and Influence People"; who wrote it?
From India, Pune
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hi abhshek, i saw ur query regarding 4’ps in marketing. may be product, price, people, promotion ( Advt). am i rite?
From India, Madras
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From India, Madras
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Name the person who called for the scientific selection of workers and 'Harmonious Cooperation' between labour and management?
Answer: Henry L Gantt (1901)
Brief Explanation:
Called for scientific selection of workers and Harmonious cooperation between labours and management. Also developed the famous Gantt chart that we use for project management, etc. Henry was also instrumental in stressing for the need for training.
Henry Laurence Gantt (1861-1919) was a mechanical engineer, management consultant and industry advisor. This question relates to his role as a management consultant more than Gantt Chart development.
In context of scientific management, Henry Gantt came up with a new idea. Every worker who finished a day's assigned work load would win a 50 cent bonus. Then he added a second motivation. The supervisor would earn a bonus for each worker who reached the daily standard, plus an extra bonus if all the workers reached it. This, Gantt reasoned would spur supervisors to train their workers to do a better job.
Every workers progress was rated publicly and recorder on individuals bar charts in black on days the worker made the standard in red when he or she fell below it. Going this, Gantt originated a charting system for production scheduling; the Gantt chart is still in use today.
From India, Delhi
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Answer: Henry L Gantt (1901)
Brief Explanation:
Called for scientific selection of workers and Harmonious cooperation between labours and management. Also developed the famous Gantt chart that we use for project management, etc. Henry was also instrumental in stressing for the need for training.
Henry Laurence Gantt (1861-1919) was a mechanical engineer, management consultant and industry advisor. This question relates to his role as a management consultant more than Gantt Chart development.
In context of scientific management, Henry Gantt came up with a new idea. Every worker who finished a day's assigned work load would win a 50 cent bonus. Then he added a second motivation. The supervisor would earn a bonus for each worker who reached the daily standard, plus an extra bonus if all the workers reached it. This, Gantt reasoned would spur supervisors to train their workers to do a better job.
Every workers progress was rated publicly and recorder on individuals bar charts in black on days the worker made the standard in red when he or she fell below it. Going this, Gantt originated a charting system for production scheduling; the Gantt chart is still in use today.
From India, Delhi
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In HR parlance, what is known as an 'Agency Shop'?
An establishment in which a union represents all employees regardless of union membership but requires that nonmembers pay union dues or fees. A provision in a collective bargaining agreement that all employees of the firm (whether or not members of the union) pay a fixed monthly sum to the union as a condition of employment. This arrangement (where it is legal) serves as a compromise between the union's objective to eliminate free riders and management's objective to make union membership a voluntary decision of each employee.
1. A contract arrangement between an employer and the union representing the majority of employees, which requires those who do not wish to be members to pay the union a fee equivalent to union dues.
2. A factory, store, etc., in which this arrangement is in effect.
From India, Delhi
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An establishment in which a union represents all employees regardless of union membership but requires that nonmembers pay union dues or fees. A provision in a collective bargaining agreement that all employees of the firm (whether or not members of the union) pay a fixed monthly sum to the union as a condition of employment. This arrangement (where it is legal) serves as a compromise between the union's objective to eliminate free riders and management's objective to make union membership a voluntary decision of each employee.
1. A contract arrangement between an employer and the union representing the majority of employees, which requires those who do not wish to be members to pay the union a fee equivalent to union dues.
2. A factory, store, etc., in which this arrangement is in effect.
From India, Delhi
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In HR parlance, what is known as an 'Agency Shop'?
An establishment in which a union represents all employees regardless of union membership but requires that nonmembers pay union dues or fees. A provision in a collective bargaining agreement that all employees of the firm (whether or not members of the union) pay a fixed monthly sum to the union as a condition of employment. This arrangement (where it is legal) serves as a compromise between the union's objective to eliminate free riders and management's objective to make union membership a voluntary decision of each employee.
1. A contract arrangement between an employer and the union representing the majority of employees, which requires those who do not wish to be members to pay the union a fee equivalent to union dues.
2. A factory, store, etc., in which this arrangement is in effect.
From India, Delhi
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An establishment in which a union represents all employees regardless of union membership but requires that nonmembers pay union dues or fees. A provision in a collective bargaining agreement that all employees of the firm (whether or not members of the union) pay a fixed monthly sum to the union as a condition of employment. This arrangement (where it is legal) serves as a compromise between the union's objective to eliminate free riders and management's objective to make union membership a voluntary decision of each employee.
1. A contract arrangement between an employer and the union representing the majority of employees, which requires those who do not wish to be members to pay the union a fee equivalent to union dues.
2. A factory, store, etc., in which this arrangement is in effect.
From India, Delhi
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Theory X and Theory Y both present contrasting views on how workers are perceived and motivated.
Theory X posits that workers are inherently lazy and lack motivation. The belief is that the only way to drive productivity is through threats and constant supervision, with the fear of job loss always looming. This theory was prevalent in management during the industrial era.
In contrast, Theory Y suggests that workers are motivated and eager to do a good job. Managers following this theory see their role as supporting and enabling employees to excel. They aim to eliminate barriers to performance, align energy towards common goals, provide encouragement, and resolve conflicts that may arise from differing motivations.
By understanding these theories, managers can adapt their leadership styles to better engage and motivate their teams effectively.
From India, Delhi
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Theory X posits that workers are inherently lazy and lack motivation. The belief is that the only way to drive productivity is through threats and constant supervision, with the fear of job loss always looming. This theory was prevalent in management during the industrial era.
In contrast, Theory Y suggests that workers are motivated and eager to do a good job. Managers following this theory see their role as supporting and enabling employees to excel. They aim to eliminate barriers to performance, align energy towards common goals, provide encouragement, and resolve conflicts that may arise from differing motivations.
By understanding these theories, managers can adapt their leadership styles to better engage and motivate their teams effectively.
From India, Delhi
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An illegal strike called by employees who refuse to work during the term of a binding contract is known as a 'Wildcat Strike'. State True or False?
Answer: TRUE
Brief Explanation:
A wildcat strike is a strike action undertaken while a union contract is still in effect, or while a union is negotiating for benefits. Since a wildcat strike is not authorized by a union, it is technically an illegal action. In most countries, employees who participate in a wildcat strike can be dismissed without legal repercussions for the company. Because wildcat strikes are not legally protected, most workers try to avoid them.
In labor terms, a strike is a stoppage or slowdown of work designed to force a company into making concessions. There are different styles of strikes, ranging from strikes where workers simultaneously call in sick in a "sick-out" to strikes where workers picket their company to draw attention to the cause. In many countries, better labor laws and union protections have made strikes much less common.
Striking workers enjoy certain legal protections, such as the right to return to work. Many modern workers are organized in a union, which bargains on behalf of the protected workers. A union may also call for a strike or another sort of protest action if it deems the action necessary. In this case, the strike is legally permitted because it is authorized by the union. Typically, a union will notify a company that a strike is imminent, allowing the company to decide whether to concede to the union's requests or deal with the strike.
When a wildcat strike is organized, workers strike without the benefit of union protection. There are reasons to organize a wildcat strike. In some cases, workers may feel that the union is not doing enough to protect them, so they strike on their own to force their company to pay attention to the issue. A wildcat strike may also occur when a serious safety issue is not addressed, or when workers want to protest a dismissal they believe to be unfair.
Unlike a regular strike, a wildcat strike appears with no notice. The striking workers may picket the company to highlight the cause and force temporary workers out, or they may simply choose not to come to work. In some cases, a wildcat strike lasts only a day, and is held more to make a point than to decide a major issue. In other instances, a wildcat strike lasts until the perceived problem has been addressed or corrected.
From India, Delhi
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Answer: TRUE
Brief Explanation:
A wildcat strike is a strike action undertaken while a union contract is still in effect, or while a union is negotiating for benefits. Since a wildcat strike is not authorized by a union, it is technically an illegal action. In most countries, employees who participate in a wildcat strike can be dismissed without legal repercussions for the company. Because wildcat strikes are not legally protected, most workers try to avoid them.
In labor terms, a strike is a stoppage or slowdown of work designed to force a company into making concessions. There are different styles of strikes, ranging from strikes where workers simultaneously call in sick in a "sick-out" to strikes where workers picket their company to draw attention to the cause. In many countries, better labor laws and union protections have made strikes much less common.
Striking workers enjoy certain legal protections, such as the right to return to work. Many modern workers are organized in a union, which bargains on behalf of the protected workers. A union may also call for a strike or another sort of protest action if it deems the action necessary. In this case, the strike is legally permitted because it is authorized by the union. Typically, a union will notify a company that a strike is imminent, allowing the company to decide whether to concede to the union's requests or deal with the strike.
When a wildcat strike is organized, workers strike without the benefit of union protection. There are reasons to organize a wildcat strike. In some cases, workers may feel that the union is not doing enough to protect them, so they strike on their own to force their company to pay attention to the issue. A wildcat strike may also occur when a serious safety issue is not addressed, or when workers want to protest a dismissal they believe to be unfair.
Unlike a regular strike, a wildcat strike appears with no notice. The striking workers may picket the company to highlight the cause and force temporary workers out, or they may simply choose not to come to work. In some cases, a wildcat strike lasts only a day, and is held more to make a point than to decide a major issue. In other instances, a wildcat strike lasts until the perceived problem has been addressed or corrected.
From India, Delhi
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Who is known as 'The father of Social Systems Approach' to organization and management?
Answer: Vilfredo Pareto
Brief Explanation:
This approach was introduced by Vilfredo Pareto and later developed by Chester I. Barnard. His contribution in the form of the book "The functions of the executive" is regarded as the most influential contribution to management.
According to this approach, an organization is essentially a cultural system composed of people who work in cooperation.
Main Features:
Organization is a social system.
Relationships exist among the external as well as the internal environment of the organization.
Cooperation is essential among the group members for the achievement of the organizational objectives.
Efforts should be made to develop harmony between organizational goals and group goals.
From India, Delhi
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Answer: Vilfredo Pareto
Brief Explanation:
This approach was introduced by Vilfredo Pareto and later developed by Chester I. Barnard. His contribution in the form of the book "The functions of the executive" is regarded as the most influential contribution to management.
According to this approach, an organization is essentially a cultural system composed of people who work in cooperation.
Main Features:
Organization is a social system.
Relationships exist among the external as well as the internal environment of the organization.
Cooperation is essential among the group members for the achievement of the organizational objectives.
Efforts should be made to develop harmony between organizational goals and group goals.
From India, Delhi
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Where did Elton Mayo and F.J. Roethlisberger conduct their famous studies that dealt with the influence of work groups on performance?
Location: Hawthorne plant of the General Western Electric Company
See attachment for a brief explanation
From India, Delhi
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Location: Hawthorne plant of the General Western Electric Company
See attachment for a brief explanation
From India, Delhi
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The degree to which a person prefers doing two or more things simultaneously is known as what?
Answer: Polychronicity. This term describes people who prefer to work on multiple activities at the same time. Examples include talking on the phone while driving a car, browsing the internet while sitting in meetings, or watching television, surfing the Internet, and talking on the telephone at the same time, or having meals while watching TV (typical Indian context).
EXAMPLE: CITEHR BLOGS WHILE WORKING IN OFFICE, SWITCHING BETWEEN BROWSER WINDOWS.
In contrast, people could prefer monochronicity (doing one thing at a time). This concept of polychronic-monochronic was first developed by Edward Hall in 1959 in his anthropological studies of time use in different cultures.
Monochronic time use emphasizes planning and the establishment of schedules, with significant energy being put into the maintenance of established schedules. In contrast, polychronic time use occurs when two or more activities are carried out within the same clock block; switching among activities can be both desirable and productive.
From India, Delhi
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Answer: Polychronicity. This term describes people who prefer to work on multiple activities at the same time. Examples include talking on the phone while driving a car, browsing the internet while sitting in meetings, or watching television, surfing the Internet, and talking on the telephone at the same time, or having meals while watching TV (typical Indian context).
EXAMPLE: CITEHR BLOGS WHILE WORKING IN OFFICE, SWITCHING BETWEEN BROWSER WINDOWS.
In contrast, people could prefer monochronicity (doing one thing at a time). This concept of polychronic-monochronic was first developed by Edward Hall in 1959 in his anthropological studies of time use in different cultures.
Monochronic time use emphasizes planning and the establishment of schedules, with significant energy being put into the maintenance of established schedules. In contrast, polychronic time use occurs when two or more activities are carried out within the same clock block; switching among activities can be both desirable and productive.
From India, Delhi
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Name the creativity-simulation technique that tries to make the strange familiar and the familiar strange?
Answer: Synectics
Brief Explanation:
Synectics is a creativity technique closely related to brainstorming. The main difference is that Synectics is more formalized and rigorous than brainstorming. It might seem strange to formalize a creative process; however, many people feel the open-ended nature of free-form brainstorming is overwhelming. Synectics helps by providing a guide for generating new ideas. It is often summarized as "making the strange familiar and making the familiar strange."
Although normally considered a creativity technique or process, synectics can also be seen as a state of mind or even a philosophy. It is essentially about combining entities, whether those entities are people, existing ideas, or physical objects.
Its main tool is analogy or metaphor. The approach, often used by groups, can help students develop creative responses to problem-solving, retain new information, assist in generating writing, and explore social and disciplinary problems. It helps users break existing mindsets and internalize abstract concepts. Synectics can be used with all ages and works well with those who withdraw from traditional methods (Couch, 1993). Teacher-facilitators can use synectics in the classroom by leading students to:
One distinguishing factor of synectics is its emphasis on metaphor and fantasy. For example, if trying to determine how to respond to a business threat, then this could be likened to defeating a fire-breathing dragon. What are the dragon's strengths (its "fire"), weaknesses (the "soft underbelly"), desires (a pile of gold? human sacrifices? worship?), what weapons would dragonslayers need?, can the dragon be tamed instead of slain?, etc. All of these fantasies could provide ideas on how to deal with a very real commercial "opportunity."
See attachment for details
From India, Delhi
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Answer: Synectics
Brief Explanation:
Synectics is a creativity technique closely related to brainstorming. The main difference is that Synectics is more formalized and rigorous than brainstorming. It might seem strange to formalize a creative process; however, many people feel the open-ended nature of free-form brainstorming is overwhelming. Synectics helps by providing a guide for generating new ideas. It is often summarized as "making the strange familiar and making the familiar strange."
Although normally considered a creativity technique or process, synectics can also be seen as a state of mind or even a philosophy. It is essentially about combining entities, whether those entities are people, existing ideas, or physical objects.
Its main tool is analogy or metaphor. The approach, often used by groups, can help students develop creative responses to problem-solving, retain new information, assist in generating writing, and explore social and disciplinary problems. It helps users break existing mindsets and internalize abstract concepts. Synectics can be used with all ages and works well with those who withdraw from traditional methods (Couch, 1993). Teacher-facilitators can use synectics in the classroom by leading students to:
One distinguishing factor of synectics is its emphasis on metaphor and fantasy. For example, if trying to determine how to respond to a business threat, then this could be likened to defeating a fire-breathing dragon. What are the dragon's strengths (its "fire"), weaknesses (the "soft underbelly"), desires (a pile of gold? human sacrifices? worship?), what weapons would dragonslayers need?, can the dragon be tamed instead of slain?, etc. All of these fantasies could provide ideas on how to deal with a very real commercial "opportunity."
See attachment for details
From India, Delhi
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Hi Vijeta
Here goes my list of remembrance..
1. Which theory is commonly referred to as the 'Hierarchy of Human Needs'?
Ans. Maslow's Need Hierarchy Theory
2. Joseph Luft and Harry Ingham developed a framework to improve the effectiveness of communication. Name it?
Ans. Johari Window
3. Name the person who called for the scientific selection of workers and 'Harmonious Cooperation' between labor and management?
Ans. Henry L. Gantt
4. Where did Elton Mayo and F.J. Roethlisberger conduct their famous studies which dealt with the influence of work groups on performance?
Ans. Hawthorne Plant of the Western Electric Company in Cicero, Illinois.
5. Who is known as 'The father of Social Systems Approach' to organization and management?
Ans. Charles Babbage
6. The degree to which a person prefers doing two or more things simultaneously is known as what?
Ans. Multitasking
7. An illegal strike called by employees who refuse to work during the term of a binding contract is known as a 'Wildcat Strike.' State True or False?
Ans. False
8. What do 'Theory X' and 'Theory Y' argue?
Ans. Theory X on Negative Motivation (Punishment as a reward)
Theory Y - Positive Motivation for work (positive outlook)
Please let me know how many correct answers I have given...
Cheers...
Ruchi
From India, Chandigarh
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Here goes my list of remembrance..
1. Which theory is commonly referred to as the 'Hierarchy of Human Needs'?
Ans. Maslow's Need Hierarchy Theory
2. Joseph Luft and Harry Ingham developed a framework to improve the effectiveness of communication. Name it?
Ans. Johari Window
3. Name the person who called for the scientific selection of workers and 'Harmonious Cooperation' between labor and management?
Ans. Henry L. Gantt
4. Where did Elton Mayo and F.J. Roethlisberger conduct their famous studies which dealt with the influence of work groups on performance?
Ans. Hawthorne Plant of the Western Electric Company in Cicero, Illinois.
5. Who is known as 'The father of Social Systems Approach' to organization and management?
Ans. Charles Babbage
6. The degree to which a person prefers doing two or more things simultaneously is known as what?
Ans. Multitasking
7. An illegal strike called by employees who refuse to work during the term of a binding contract is known as a 'Wildcat Strike.' State True or False?
Ans. False
8. What do 'Theory X' and 'Theory Y' argue?
Ans. Theory X on Negative Motivation (Punishment as a reward)
Theory Y - Positive Motivation for work (positive outlook)
Please let me know how many correct answers I have given...
Cheers...
Ruchi
From India, Chandigarh
Acknowledge(0)Amend(0)- Which theory is commonly referred as the 'Hierarchy of Human Needs'?
- Joseph Luft and Harry Ingham developed a framework to improve the effectiveness of communication. Name it?
- Name the person who called for the scientific selection of workers and 'Harmonious Cooperation' between labour and management?
- Where did Elton Mayo and F.J.Roethlisberger conduct their famous studies which dealt the influence of work groups on performance?
- In HR parlance what is known as an 'Agency Shop'?
- Who is known as 'The father of Social Systems Approach' to organisation and management?
- The degree to which a person prefers doing two or more things simultaneously is known as what?
- Name the creativity-simulation technique which tries to make the strange familiar and the familiar strange?
- An illegal strike called by employees who refuse to work during the term of a binding contract is known as 'Wildcat Strike'. State True or False?
- What does 'Theory X' and 'Theory Y'
These kind of people have to be pressurized and are not self motivated
Theory Y= people view work as natural as play and are responsible,imaginative and can work on their own
These kind of people are self motivated
From India, Calcutta
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What do 'Theory X' and 'Theory Y' argue?
Theory X assumes that the average person:
1) Dislikes work and attempts to avoid it.
2) Has no ambition and wants no responsibilities.
3) Would follow rather than lead.
4) Is self-centered and does not think about organizational goals.
5) Resists change.
Theory Y makes the following assumptions:
1) Work can be as natural as play and games.
2) People will be self-directed and goal-oriented if they are committed to them.
3) People seek responsibilities.
4) Most people can handle responsibilities and do not need to be pushed at every step.
Hope my attempt is right...? :)
From India, Mumbai
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Theory X assumes that the average person:
1) Dislikes work and attempts to avoid it.
2) Has no ambition and wants no responsibilities.
3) Would follow rather than lead.
4) Is self-centered and does not think about organizational goals.
5) Resists change.
Theory Y makes the following assumptions:
1) Work can be as natural as play and games.
2) People will be self-directed and goal-oriented if they are committed to them.
3) People seek responsibilities.
4) Most people can handle responsibilities and do not need to be pushed at every step.
Hope my attempt is right...? :)
From India, Mumbai
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Dear All,
I need your help to know whether the Gratuity amount is payable in Full and Final settlement to an employee if they leave the organization before completing five years of service in the company. Is it a part of CTC or not?
I am waiting for your responses. :)
Thank you.
From India, Mumbai
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I need your help to know whether the Gratuity amount is payable in Full and Final settlement to an employee if they leave the organization before completing five years of service in the company. Is it a part of CTC or not?
I am waiting for your responses. :)
Thank you.
From India, Mumbai
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Dear vijeta , Ans 1 . Maslow need hierarchy theory. Ans 2.Johari Window Ans3.F.W.Taylor Ans 4. Hawthron Ans 9 . Correct
From India, Gurgaon
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From India, Gurgaon
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Good try... Only one wrong... keep trying...
Ans 1. Maslow's Hierarchy of Needs theory.
Ans 2. Johari Window.
Ans 3. F.W. Taylor and Henry L. Gantt.
Ans 4. Hawthorne (Hawthorne Plant at Western Electric Company).
Ans 9. Correct.
From India, Delhi
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Ans 1. Maslow's Hierarchy of Needs theory.
Ans 2. Johari Window.
Ans 3. F.W. Taylor and Henry L. Gantt.
Ans 4. Hawthorne (Hawthorne Plant at Western Electric Company).
Ans 9. Correct.
From India, Delhi
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Hi, I am new to this site. I wanted to have some examination types of questions for a class that I will be teaching soon. While browsing, I came across this site. Thank you very much. I hope to learn a lot from all of you. There are very interesting comments. I will try to answer the questions and post the answers.
From Mauritius, Port Louis
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From Mauritius, Port Louis
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Hi Vijeta,
Good job done so far!!
I've been observing all the posts of this thread and cautiously noting down good explanations as well, e.g., Raj... But by reaching the end of the thread, I may get confused about what exactly the RIGHT ANSWERS are since too many users are attempting! Being an initiator, it is expected from you to list down the CORRECTS (even without explanation). Hope we'll get them soon. Keep sharing! Thanks, Laxshmi
From United States, Cambridge
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Good job done so far!!
I've been observing all the posts of this thread and cautiously noting down good explanations as well, e.g., Raj... But by reaching the end of the thread, I may get confused about what exactly the RIGHT ANSWERS are since too many users are attempting! Being an initiator, it is expected from you to list down the CORRECTS (even without explanation). Hope we'll get them soon. Keep sharing! Thanks, Laxshmi
From United States, Cambridge
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Hi ViJeTa, Is the answer to ur question No.7 - "multitasking"? If not please provide with an answer. I am getting curious to know.
From India, Mumbai
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From India, Mumbai
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Hi Vijeta, Is the answer to question 7 - "multitasking" Is not someone please provide with the correct one.
From India, Mumbai
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From India, Mumbai
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Sorry, dear, the correct answer is "Polychronic."
Polychronicity is a term that describes people who prefer to work on multiple activities at the same time. Examples of polychronic behaviors include talking on the phone while driving a car and browsing the internet while sitting in meetings. Polychronicity is in contrast to those who prefer monochronicity (doing one thing at a time). The polychronic-monochronic concept was first developed by Edward Hall in 1959 in his anthropological studies of time use in different cultures.
"Hi Vijeta, Is the answer to question 7 - 'multitasking'? If not, could someone please provide the correct one." - Vaishali Pargaonkar
From India, Delhi
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Polychronicity is a term that describes people who prefer to work on multiple activities at the same time. Examples of polychronic behaviors include talking on the phone while driving a car and browsing the internet while sitting in meetings. Polychronicity is in contrast to those who prefer monochronicity (doing one thing at a time). The polychronic-monochronic concept was first developed by Edward Hall in 1959 in his anthropological studies of time use in different cultures.
"Hi Vijeta, Is the answer to question 7 - 'multitasking'? If not, could someone please provide the correct one." - Vaishali Pargaonkar
From India, Delhi
Acknowledge(0)Amend(0)- Where did Elton Mayo and F.J.Roethlisberger conduct their famous studies which dealt the influence of work groups on performance?
For many years people have worked to improve productivity by promoting greater efficiency in the way things are done. Frederick Winslow Taylor and George Elton Mayo carried out an enormous amount of research and made a substantial contribution in this area. However, although their initial aims were very similar - to improve productivity, their methods and conclusions were very different. I will look at how Taylor hoped to solve the above problems, with his theory of Scientific Management. This will include his time and motion studies, his idea of ‘one best way' to perform a job and ‘one best' person to perform it, the fact that he thought people were primarily motivated by money, and the effects all of this would have on employees. Mayo initially seeked to prove Taylor's theories right, however, due to the Hawthorne Experiments, he became more interested in the involvement and fair treatment of workers and their social environment. He found that people weren't just motivated by money. The work of both Taylor and Mayo is still
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Researchers concluded that changes in output could be attributed to changes not only in work conditions but also work attitudes and social relations. From my experience, I would agree with the methods of Mayo. However, this does show the work of Taylor is still in use today as for some employees, the motivating factor is money. However, pieces can, and are taken from each and mixed together.
Sometimes an organisation can't afford to give their staff monetary bonuses or a rise. Output rose from one phase of the study to the next regardless of the change in working conditions, including whether they were getting paid more or not.
Production lines, similar to those used by Taylor are still used all over the world today. This shows Taylor may have been wrong in focussing only on the wages of workers as a factor of motivation. After the study, output declined, but not to its original level. This theory combines those of both Taylor and Mayo and appears to work for them. Also include Union membership for each employee, a factor encouraged by both Taylor and Mayo, and I feel this would be a good starting point.
Taylor believed in the theory of Scientific Management. A person needs some sort of social environment during work, no matter what sort of work this is or how well educated a person may be. This fair treatment, combined with a bonus for hard work, may be the difference between the success of the methods used now, compared to those of Taylor. However, one problem with this particular situation, which is currently under investigation, is that some of the targets appear to be very easy to achieve, and some impossible, therefore not giving the workmen much incentive to work to their full potential either way.
From India, Kochi
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