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HI6005
MANAGEMENT AND ORGANISATIONS IN A GLOBAL ENVIRONMENT
SUPPLEMENTARY ASSESSMENT
TRIMESTER 1 2021
TIME ALLOWED: 4.5 hours
.
Assessment Weight: 50 total marks
Instructions:
 All questions must be answered by using the answer boxes provided in this paper.
 Completed answers must be submitted to Blackboard by the published due date
and time.
Submission instructions are at the end of this paper.
Purpose:
This assessment consists of six (6) questions and is designed to assess your level of
knowledge of the key topics covered in this unit
HI6005 Online Supp T1 2021

Question 1 (7 marks)
Team-based organizations emphasize the value and importance of all employees regardless of
their specific roles or the simplicity and complexity of the tasks that they perform. In your
opinion, explain the benefits of team-based environment in an organisation. Answer this
question in not more than 300 words.
ANSWER: ** Answer box will enlarge as you type
In a team-based organisation there are a lot of benefits which the business receives. Some
benefits of the organisation which fosters teamwork are,
Creativity and Learning: In a team were there is development of new ideas which brainstorms
the organisation with creativity. Ideas come from people, and with the help of team work these
people learn to improve and implement these ideas. There is increase of brainstorming of ideas
and providing view points which will not come when working on solo basis. Teamwork will
maximise the shared knowledge in the workplace leading to learn new skills.
Blending complementary strength: In an organisation hired individuals are all talented in their
own retrospect, but only with team work can these ideas be used together for organisations
productivity. When one of strength is creative thinking, an individual must not hesitate in sharing
knowledge and capabilities with the whole team. When a team member uses a different
approach to in the business operation of the company, it increases the chances of adjusting and
improving the methods.
Trust: Team-based organisations are known to increase the trust of the individuals working in the
organisation. This helps as the trust is considered to be very beneficial for collaboration of the
employees. Trusting the members of the team will provide a sense of safety and being
comfortable for forming the platform to allow the ideas to emerge. In cases with the high level of
trust, team will strengthen each member in order to create a cohesive group. Team work builds
in confidence in different abilities which each individual posses.
Conflicts Resolution Skills : For a team-based organisation its is very easy to resolve the conflicts
which take place in the work place. This is because the relationship between the employees is
very strong. When there is a conflict happening within a team, employees are forced to push
themselves in resolvi9ng them and. Learning to resolve the conflicts is a skills which helps in
making an efficient manager for the future context.
Question 2 (7 marks)
What are the Hofstede’s primary cultural dimensions. Explain with examples. Answer this
question in not more than 400 words.
ANSWER:
Hofstede's primary cultural dimensions is a framework which is used for understanding the
differences in the culture the world also determining the differences in the ways of doing
business due to these differences. These dimensions are,
Identity : A group of people which are focused towards the individual achievement and not
group achievements. As per the theory culture in which the value of individualism rights are
given more priority the management of people in the organisation is effected. For example a
manager in the organisation which is individualist will make decisions that will benefit managers
own activities practices. Increase in the identification of the organisation is very useful for the
organisation to improve their operations. Identification of the organisation powers are very
important for the organisation.
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Power : In this dimension strict relationship is established for the type of relationship the
individuals have with each other. Power is said to be the level of equality or inequality in a
present organisation. For example managers which shows leadership and authority when
delegate responsibility with which comes power, a more democratic engagement is seen
between the employees. Power increases the decision making process which helps in the
improved actions and also makes the employees follow the actions explained to them by the
organisation.
Uncertainty : This dimension which are emphasised over the orientation of the creating of
uncertain and unstable or vice versa. For example in organisation there are some decision which
are made with uncertain outcome which have more chances of failure rather than those which
are done with a certain outcome. Having uncertainty in the decision of the individual it affects
the organisations policy to provide the sustainability to their employees in the their management
which can affect them the organisation negatively.
Time : In the organisation which have punctuality for its operations and for those which don’t
have any specific time for doing their services. For example practising activities time to time can
decrease the chances of failure. It is very important for any organisation to have time on their
side as it improves their performances. With the increase in the organisational performance the
business can increase its profit as well. It allows the organisation to improve their business
Question 3 (11 marks)
Given today’s risks because of Covid-19, keeping your global team motivated is challenging. In
this situation, how a global manager can motivate employees according to the learning-base
perspectives on motivation? Answer this question in not more than 700 words.
ANSWER:
For motivating the employees in the Covid-19 pandemic, an organisation can follow the following
motivational strategies,
Motivational behaviours : In such negative scenario when most employees are suffering from
either financial or health problem. In such a scenario the consideration of the having a motivated
behaviour as the manager or the leader of the organisation can be an effective way of keeping
them motivated. This concept is derived from the perspective of behaviourism. Motivation is
required at every step because demotivated employee cannot contribute in the growth of the
company. So in order to motivate employees leaders should have brought various strategies.
They can organise programs in which leaders should be given motivational speeches or company
can also provide financial help to the employees because in covid crisis employees need financial
help. So this is also the way of motivating the workforce.
Operant : This is the behaviour which is seen when there is a requirement of reinforcement. It is
important for the leaders to show motivation in this scenarios so that the employees can
themselves get motivated and help each other to get motivated and stay motivated. At this also
motivation is important. Leaders should have create su8ch workplace environment which
automatically motivates employees. Proper resources and equipment should be provided to
workers. Employees should also explain about their job role in starting only so that they cannot
get confused. Motivation comes from inside. Respect and recognition is also the way to motivate
the workforce. Respect is the right of everyone so leaders or managers should respect their
subordinates. They should not insult their employees and if they had make any mistakes also
then at that situation also they should not scold them rather should support them and help them
so that they can improve.
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Reinforcement : It is said as the stimulus which has the power of increasing the likelihood
behaviour in the individuals. This can be used for motivating the employees in these conditions.
It is very essential for the leaders to make sure that the employees are listening to them, and
praise when they do. It is very important that leaders provide feedback to their workforce so that
they come to know that where improvement is needed. Leaders should have also appreciate
employees for their good performance in order to motivate them and that will also increase their
productivity.
Punishment : In case of when the stimulus along with that the likelihood of being introduced to
the topic also increases. It is important to not consider this as it can result in decreased
motivation. For example warning can be given by the manager rather than taking actions directly
during any mistake. Punishment can demotivate workforce. If employees are making any
mistakes then manager should call them and discuss with them that what issues they are facing.
If manager if seeing that due to carelessness of employees company is facing problems or there is
delay in work then warning can be given to them. If beside giving several warnings also employee
is not changing its habit then manager can take action.
Extinction : For this it is said that the reinforcement technique can be removed for obtaining a
particular behaviour. This can also decrease motivation thus, it is important for the organisation
to not address every employee for the mistake of one. Leaders should have not address
employees mistakes in front of other employees because they can feel demotivated if their
weakness is disclosed in front of their co workers.
Motivating goals : For some organisation establishment of goals which can increase the
motivation of the employees by what they occur when are achieved can be very effective way of
motivating employees specially during Covid- 19 period. In covid 19 crisis motivation is playing
important role. As due to financial problems and family issues employees are already
demotivated. At this condition managers should help employees by asking them about what
problems they are facing and how company can help them. If possible company should also
provide them financial help because it will solve finance related issues and also motivate
workforce. Because employees think that company is helping them so that will also work hard
and contribute in increasing company's growth.
Question 4 (11 marks)
Decision making is a fundamental management function. In the light of this statement, explain
how managers make decisions on the basis of rational approach? Explain the advantages and
disadvantages of rational decision-making approach. Answer this question in not more than 700
words.
ANSWER:
The managers of an organisation are able to make decision for the benefits of the organisation in
many ways. Rational approach is also one of the most effective approach of decision-making. It is
a multi-step process which consists of the identification of the problem through the solution in
order to make logically correct decision. The advantages of rational decision-making are,
High quality decision-making : This approach of rational method is effective because it helps the
managers to make decision on the basis of logic due to which the decision-making faces fewer
chances of errors, distortions, assumptions, guesswork and also subjectivity. These are the main
issues which come in front of the managers while making the decision. Rational decision are out
of the gut feeling which are usually for the benefit.
Optimal decision – This method is known for infusing the decision-making of the decision-
making process due to which the discipline, consistency and logic can be maintained. As this is a
step by step approach that requires definition of the problem. It provides optimal decision as it is
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a sequential approach to making a decision. Rational decisions are often took as to be a positive
i9nsticnt about anything. No business is run without having risks.
Addresses complex issues : This method is known for addressing the complex issues of the
managers due to which breaking down of simple steps is considered to be the aspects of the
solution of every problem. Rational decision are made quickly which addresses the complex
issues in a the most abrupt way. Decisions are focused on eliminating the main issue and not
about its impact on other things.
The disadvantages of the rational method of decision-making are,
Preciseness : For this type of decision-making it is important to have a accuracy as without that
the outcomes may be wrong. Any confusion in the data gathered can create delay in the decision-
making process.
Limitation in decision-making : In situation when the managers need to deal with a new scenario
or product the rational method is not so effective as the decision-making is based on some logical
assumptions which may or may not be fulfilled for a new product.
Rational decision making approach leads to slower process in the which desired oputcomes are
not achieved. Company will be successful when the managers will follow their gut instincts and
seize the opportunity. Rational decision making leads to rational actions which in turn leads to
high level of risks. Rational decisions are more structured and informed but are very unpopular.
The intuitive nature of managers leads to present the feeling response. It will not make the
accomplishment of what was required and can be illogical and produce irrational perceptions
which is preferable choice for having a bigger picture.
Rational decision arrive at the time of being consistent beliefs. Irrationality can lead to have false
believes and cause people to act in a way which is less likely to achieve the goals.
Benefit of the rationality is attaining what they want and the desperation to accomplish what is
desired without having to destroy the values.
This approach of the managers is considered to be the effective technique even though it has so
many difficulties. It is easy for the managers to implement as its procedures is very less complex
and has the potential of providing the organisation ease in their operations without affecting the
organisational policies which can effect it negatively. With the help of this approach the
employee are also benefited as the decision-making is in their favour along with the organisation.
Other factors of the approach also provides the organisation with the necessary alternatives
which can be implemented to the organisation.
Question 5 (7 marks)
Organizations are looking for ways to have higher employee engagement and productive
employees. A way that this may be accomplished is through employees’ positive organizational
behaviour practices. With reference to the above statement, explain the possible responses to
influence attempts with examples. Answer this question in not more than 400 words.
ANSWER:
Employee engagement in an organisation can help the workplace with the right conditions to
make the employee give their best every possible day. Thus, it can be said with increase in the
employee engagement the productivity of the employees also increases. Employee engagement
makes the employees more engaged towards being motivated and also helps in the contribution
of their success. The employee's engagement is done by them as the part of the own well-being
for the employees. Employees engagement is totally based on the trust and integrity with the
organisation. When there is two-way commitment and communication between the engaged
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employees and the organisation. Such an approach has been said to increase the organisation's
performance.
The behaviour of the organisation is basically the behaviour of the members of the organisation
collectively. The increase in the employee's engagement influences the employees to increase
their productivity such that organisation behaviour is more towards motivation and increased
productivity. For example in an organisation an employee working who's name is Mr. A, he is an
employee which has joined the organisation recently. The surrounding of the Mr A. is with
employees which are involved in the organisations process of employee engagement. Due to
which they constantly work hard and make the most of their time. Seeing this Mr. A is more likely
to get motivated. This is how the organisational behaviour is shaped by employee engagement.
Employee engagement in considered to be the important factor as it improves the relationship
between the employees and the organisation. The improved relationship between the
organisation and the employee allows the employee to improve their development and also
provide the company necessary benefit which can be made to improve their
productivity .organisation behaviour is on of those factors which explains the ways in which the
organisation will react to something that will affect their business activities or their ethical
situation. The increase in the productivity of the organisation helps the organisation to improve
its activities based on the the situation which they are facing,
Question 6 (7 marks)
In organizing its human resources, an organization must identify who will do what and where; in
some cases, they may also specify the how, why and when. Within any organization there is a
need to divide, allocate, coordinate and control activities so that goals and organizational aims
are achieved. In addressing such challenges, we may pose three related questions: what is the
organization trying to do? How is it trying to do it? And why does it in that way? With reference
to above, explain the characteristics of organisational structure with examples. Answer this
question in not more than 400 words.
ANSWER:
For understanding what the organisation will do it needs to prepare organisational goals which
will help the organisation and its employees for developing personal and professional aims to be
achieved. Without organisational goals there is no direction to the job the employees are hired
for.
In order to figure out the ways in which the organisation will do their business activities. There
should be designated planning towards the operations of the organisation which will help the
organisation to develop key way which are going to be essential for its operations. Consideration
of the principles of management will be an effective way for the organisation and its
management to formulate the process of doing what needs to be done as the business activities.
The Human resource management calls it the process of resource allocation In which they
designate the employees of the organisation different process which allows the business. The
action which are required to be take for this process by the HR department are,
The resource allocation should be done in the communicative process which will help the upper
management to connect with the employee which can help them to meet the goals of the
organisation.
The communication of the goals and the plans must be done in the quantitative methods so that
the shared progress and does not lack in any explanation.
It is important for the HR to ensure that the delegated task to the employees are according to the
goals of the organisation.
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For the HR management it is important to use this way of allocating the resources because
otherwise due to differences in job there can be conflicts between them, the task allocated may
not fulfil the organisational goals and due to some other method the measurement of the task
allocation may not be possible that will disable the organisation to measure the work of their
employees. For an HR it is important that their activities are done in a procedure so that they can
implement it even if the there is a change in the structure of the organisation. Due to this feature
of the organisation it is able to improve the organisations goals in such a manner that the
organisation can try to improve their performance. For the HR the one of the main consideration
is the to provide their employees necessary requirements which will help them to grow not only
in the organisation but also in their future development. It can be said that the organisational
benefits which the employee try to get can reduce the performance of the organisation. But in
such a scenario the organisation will be able to increase their productivity. It can be said that the
for an organisation the HR is very important as it is known to provide the information regarding
the structure of the company which can be distributional. When there is increase in the team
work of the organisation the ownership of senses of the organisation also increases. Due to the
increase in the team work the employees are more confident due to which their risk taking
abilities increases with having any negative effect on the organisation.
END OF SUPPLEMENTARY ASSESSMENT
Submission instructions:
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HI6005 Online Supp T1 2021