B0039 Q3.

List and briefly describe the five most important guidelines, in your opinion, to be followed when making oral business presentations.
Feb

242011

Answer: Some basic rules need to be followed when using them

1. Use Visual Aids only if they Add Value Make sure that you have a reason to use a visual, rather than using it for its own sake. If your ideas are better explained through words, avoid the visual, since this will only distract the attention of the audience. 2. Match your Visuals with the Level of the Audience Your visual aids should be made more or less sophisticated, depending on your audience. For example, if you are making a presentation to top management, the graphics should be extremely polished. For less formal presentations, simple graphics created on your own computer or laptop should be sufficient. 3. Make the Visuals Clear and Large enough Avoid creating visuals that are so small that that they have to be described. It is better to use no visual support, than to use visuals that cannot be seen.

4. Make the Visuals Simple When creating visuals, avoid making them too intricate and detailed, so that the audience can understand them without difficulty.

5. Avoid Too Much Text with Visuals Visuals should have short captions, using only key words and simple typefaces, so that attention is drawn to the visual alone. For the sake of easy identification, make sure that each visual is given an appropriate caption and is numbered.

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15 Responses to MB0039 Q3. List and briefly describe the five most important guidelines, in your opinion, to be followed when making oral business presentations.

1.

suchaitra says:
March 1, 2011 at 1:02 pm

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2.

anita says:
March 18, 2011 at 2:21 pm

hi all MBA Student. plz provide me first set of solved assignmentof MB0038, MB0039, MB0040,MB0041,MB0042,MB0043.

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sanjay says:
May 3, 2011 at 8:45 am

mboo38 Q.1 Explain controlling and also discuss different types of control [10]

Ans. Controlling: It involves monitoring the employees behavior and organizationalprocesses and take necessary actions to improve them, if needed. Control is the process through which standards for performance of people and processes are set, communicated and applied. Effective control systems use mechanisms to monitor activities There are and four steps take in the corrective control action, process. They if are as necessary. follows:-

Step 1. Establish Performance Standards. Standards are created when objectives are set during the planning process. A standard is any guideline established as the basis for measurement. It is a precise, explicit statement of expected results from a product, service, machine, individual, or organizational unit. It is usually expressed numerically and is set for quality, quantity, and time. Tolerance is permissible deviation from the standard.

Step 2. Measure Actual Performance. Supervisors collect data to measure actual performance to determine variation from standard. Written data might include time cards, production tallies, inspection reports, and sales tickets. Personal observation, statistical reports, oral reports and written reports can be used to measure performance. Management by walking around, or observation of employees working, provides unfiltered information, extensive coverage, and the ability to read between the lines. While providing insight, this method might be misinterpreted by employees as mistrust. Oral reports allow for fast and extensive feedback. Computers give supervisors direct access to real time, unaltered data, and information. On line systems enable supervisors to identify problems as they occur. Database programs allow supervisors facts, and to be query, less spend dependent less on time other gathering people.

Step 3. Compare Measured Performance Against Established Standards. Comparing results with standards determines variation. Some variation can be expected in all

activities and the range of variation the acceptable variance has to be established. Management by exception lets operations continue as long as they fall within the prescribed control limits. Deviations or differences that exceed this range would alert the supervisor to a problem.

Step 4. Take Corrective Action. The supervisor must find the cause of deviation from standard. Then, he or she takes action to remove or minimize the cause. If the source of variation in work performance is from a deficit in activity, then a supervisor can take immediate corrective action and get performance back on track. Types of Control

Controls are most effective when they are applied at key places. Supervisors can implement controls before the process begins (feed forward), during the process (concurrent), or after it ceases (feedback).

Feed forward controls focus on operations before they begin. Their goal is to prevent anticipated problems. An example of feed forward control is scheduled maintenance on automobiles and machinery.

Concurrent controls apply to processes as they are happening. Concurrent controls enacted while work is being performed include any type of steering or guiding mechanism such as direct supervision, automated systems (such as computers programmed to inform the user when they have issued the wrong command), andorganizational quality programs.

Feedback controls focus on the results of operations. They guide future planning, inputs, and process designs. Examples of feedback controls include timely (weekly, monthly, The quarterly, following diagram annual) represents reports an so integrated that model almost connecting instantaneous all the adjustments can functions of be made. management.

abovementioned

Q.2 Veer Prabhakar is the Vice President of web bazaar, online portal for shopping of various products. He has team of 100 people at different levels and departments. He Challenge 1 To is maintain motivation facing levels of sales associated certain who are doing good challenges. sales

Challenge 2 How to deal with the supply chain associates who are not following up properly for order delivery. (Currently, they are getting Cell Phone allowance for consistence Challenge Suggest 3 To suitable follow-up deal with the people to after who keep taking shape office leaves without employee prior hours) information. behavior.

methods

Ans. Veer Prabhakar the Vice President of web bazaar, online portal should use sales contests, a popular tool used by business owners to encourage sales activities. Under these programs, sales personnel who meet certain sales goals are rewarded with cash bonuses, paid vacations, etc. But business experts contend that sales contests can have unintended consequences for organizations if they are poorly defined or structured so that only a small segment of the sales force is rewarded. Indeed, some organizations provide incentives only to a certain percentage of top-level performers. Such programswhether commissions or sales contestsare usually implemented in hopes of creating a competitive environment, but all too often they have the opposite effect. Sure, your top salespeople are thrilled about the program for them, it most likely means another trip to Hawaii or Europe, wrote Melanie Berger in Sales and Marketing Management. But for the vast majority of your sales force, the incentive is yet another opportunity to do one thing: lose. And nobody feels good about losing. All too often, executives planning incentive programs for their sales forces assume they need to motivate and reward their top performersthe ones who already generate the bulk of their business. Less successfulshall we say, averageplayers are ignored, left to remain, well, average.

In addition, increased emphasis on customer satisfaction and increasing market share with current customers is likely to broaden the responsibilities of salespeople, who will in turn expect to be compensated appropriately. Todays selling environment is frustrating and fascinating, said Marchetti. Technology is propelling us into a new way of thinking about business strategy and the way we define success. As always, though, salespeople will do what theyre rewarded for doing. Thats why compensation plans have to keep up with the changing selling methods. Mr. Veer Prabhakar must motivate their reps to build real relationships between customers and company, in order to increase the share of each customers business and to increase the value of each customer to the company.

All the three challenge can be solved by analysis of individual level according to view of OB. Organizational Behavior emphasizes on intellectual capital as represented by the sum total of knowledge, expertise, and dedication of an organizations workforce. It recognizes that even in the age of hi gh technology, people are the indispensable human resources whose knowledge and performance advance the organizations purpose, mission, and strategies. Only through human efforts can the great advantages be realized from other material resources of organizations, such as, technology, information, raw materials, and money.

Mr Prabhakar needs to do Individual level of analysis. This level of analysis at individual level is more related to the study of aspects like learning, perception, creativity, motivation, personality, turnover, task performance, cooperative behavior, deviant behavior, ethics, and cognition. Remuneration of personnel: this may be achieved by various methods but it should be fair, encourage effort, and not lead to overpayment. Individuals will be motivated to exhibit the modeled behavior if positive incentives or rewards are provided. Finally, in order for observational learning to be successful, you have to be motivated to imitate the behavior that has been modeled. Reinforcement and punishment play an important role in motivation. While experiencing these motivators can be highly effective, so can observing other experience some type of reinforcement or punishment? For example, if you see another student rewarded with extra credit for being to class on time, you might start to show up a few Q.3 minutes early Write each day. a Through Individual level note of analysis on Mr. Prabhakar Myers-Briggs can shape type employee behavior. indicator.

detailed

Ans. The MyersBriggs Type Indicator: The MBTI classifies human beings into four opposite pairs (dichotomies), base on their psychological opposites. These four opposite a. b. c. d. These pairs result into 16 possible combinations. or or or or are then combined into In MBTI, Individuals are classified (E (S (T (P personality types. as (McCrae and or or or or For example: Costa, 1989) :I). N). F). J). -

Extroverted Sensing Thinking Perceiving classifications

introverted intuitive feeling judging sixteen

a. INTJs are visionaries. They usually have original minds and great drive for their own ideas and purposes. They are characterized as skeptical, critical, independent, determined, and often stubborn.

b. ESTJs are organizers. They are realistic, logical, analytical, decisive, and have a natural head for business or mechanics. They like to organize and run activities. c. The ENTP type is a conceptualizer. He or she is innovative, individualistic, versatile, and attracted to entrepreneurial ideas. This person tends to be resourceful in solving The challenging problems big but may neglect five routine assignments. model

Many researchers argue that five basic dimensions underlie all other personality dimensions (e.g; McCrae and Costa, 1990; Digman, 1997). The five basic dimensions are: 1. Extraversion. Comfort level with relationships. Extraverts tend to be gregarious, assertive, and sociable. Introverts tend to be reserved, timid, and quiet. 2. Agreeableness. Individuals propensity to defer to others. High agreeableness peoplecooperative, warm, and trusting. Low agreeableness peoplecold, disagreeable, and antagonistic.

3. Conscientiousness. A measure of reliability. A high conscientious person is responsible, organized, dependable, and persistent. Those who score low on this dimension are easily distracted, disorganized, and unreliable.

4. Emotional stability. A persons ability to withstand stress. People with positive emotional stability tend to be calm, selfconfident, and secure. Those with high negative scores tend to be nervous, anxious, depressed, and insecure.

5. Openness to experience. The range of interests and fascination with novelty. Extremely open people are creative, curious, and artistically sensitive. Those at the other end of the openness category are conventional and find comfort in the familiar.

Research suggested important relationships between these personality dimensions and job performance (Barrick, & Mount , 1991). For example, conscientiousness predicted job performance for all occupational groups. Individuals who are dependable, reliable, careful, thorough, able to plan, organized, hardworking, persistent, and achievement oriented tend to have higher job performance. Employees higher in conscientiousness develop higher levels of job knowledge. For the other personality dimensions, predictability depended upon both the performance criterion and the occupational group. Extraversion predicted performance in managerial and sales positions. Q.4 Ans. 1. 2. 3. Factors Openness Explain Influencing Perception: to experience the Three is important factors factors shape in predicting influencing perception of an training proficiency. perception individual:Perceiver Target Situation

Perceiver Refers to the most prevalent personal characteristics affecting perception of the perceiver, which are attitudes, motives, interests, past experiences, and expectations. Target- Characteristics of the target can also affect what is being perceived. This includes, attractiveness, gregariousness, and an individuals tendency to group similar things together.

Situation- The context in which objects or events are seen by individuals also influence their attention. This includes time, heat, light, or other situational factors. Perception is our sensory experience of the world around us and involves both the recognition of environmental stimuli and action in response to these stimuli. Through the perceptual process, we gain information about properties and elements of the environment that are critical to our survival. A number of factors operate to shape and sometimes i) ii) iii) In In the the context of distort In Object the or situation in target which perception These the being the perceived perception is factors can reside:perceiver or made.

1. Characteristics of the Perceiver: Several characteristics of the perceiver can affect perception. When an individual looks at a target and attempts to interpret what he or she stands for, that interpretation is heavily influenced by personal characteristics of the individual perceiver. The major characteristics of the perceiver influencing perception are:

a) Attitudes: The perceivers attitudes affect perception. For example, Mr. X is interviewing candidates for a very important position in his organization a position that requires negotiating contracts with suppliers, most of whom are male. Mr. X may feel that women are not capable of holding their own in tough negotiations. This attitude with doubtless affect his perceptions of the female candidates he interviews.

b) Moods: Moods can have a strong influence on the way we perceive someone. We think differently when we are happy than we do when we are depressed. In addition, we remember information that is consistent with our mood state better than information that is inconsistent with our mood state. When in a positive mood, we form more positive impressions of other. When in a negative mood, we tend to evaluate others unfavourably.

c) Motives: Unsatisfied needs or motives stimulate individuals and may exert a strong influence on their perceptions. For example, in an organizational context, a boss who is insecure perceives a sub ordinates efforts to do an outstanding job as a threat to his or her own position. Personal insecurity can be translated into the perception that others are out to get my job, regardless of the intention of the subordinates.

d) Self Concept: Another factor that can affect social perception is the perceivers self-concept. An individual with a positive self-concept tends to notice positive attributes in another person. In contrast, a negative self-concept can lead a perceiver to pick out negative traits in another person. Greater understanding of self allows us to have more accurate perceptions of others.

e) Interest: The focus of our attention appears to be influenced by our interests. Because our individual interests differ considerably, what one person notices in a situation can differ from what other perceive. For example, the supervisor who has just been reprimanded by his boss for comi ng late is more likely to notice his colleagues coming late tomorrow than he did last week.

f) Cognitive structure: Cognitive structure, an individuals pattern of thinking, also affects perception. Some people have a tendency to perceive physical traits, such as height, weight, and appearance, more readily. Cognitive complexity allows a person to perceive multiple characteristics of another person rather than attending to just a few traits.

g) Expectations: Finally, expectations can distort your perceptions in that you will see what you expect to see. The research findings of the study conducted by Sheldon S Zalking i) ii) iii) iv) These four and Knowing Ones People own who Accuracy characteristics accept Timothy W oneself characteristics themselves in greatly Costello makes affect are more the likely on it some specific easier characteristics to others how a person be able is perceives one to characteristics to is see not other int see likely favourable a he to aspects of the others see of single environmental in other perceiver reveal accurately. other. people. skill. situation.

perceiving influence

2) Characteristics of the Target : Characteristics in the target that is being observed can affect what is perceived. Physical appearance pals a big role in our perception of others. Extremely attractive or unattractive individuals are more likely to be noticed in a group than ordinary looking individuals. Motions, sound, size and other attributes of a target shape the way we see it.

Verbal Communication from targets also affects our perception of them. Nonverbal communication conveys a great deal of information about the target. The perceiver deciphers eye contact, facial expressions, body movements, and posture all in a attempt to form an impression of the target.

3) Characteristics of the Situation: The situation in which the interaction between the perceiver and the target takes place, has an influence on the perceivers impression of the target. The strength of the situational cues also affects social perception. Some situations provide strong cues as to appropriate behaviour. In this situation, we assume Q.5 that + i.e individuals behaviours can be accounted for by the situation, and the that it may help not reflect of the individuals the disposition. diagram.

Describe

the

leadership

Grid

with

Ans. The Leadership Grid: Robert Blake and Jane Mouton developed theory called the Leadership Grid, focusing on production/relationship orientations. They went a little further by creating a grid based on Leaders concern for people (relationships) and production (tasks). This theory suggest there is a best way to lead people the 9,9 way. The Major Leadership Grid Styles

1,1 Impoverished management. Often referred to as Laissez-faire leadership. Leaders in this position have little concern for people or productivity, avoid taking sides, and stay out of conflicts. They do just enough to get by.

1,9 Country Club management. Managers in this position have great concern for people and little concern for production. They try to avoid conflicts and concentrate on being well liked. To them the task is less important than good interpersonal relations. Their goal is to keep people happy. (This is a soft Theory X approach and not a sound human relations approach.)

9,1 Authority-Compliance. Managers in this position have great concern for production and little concern for people. They desire tight control in order to get tasks done efficiently. They consider creativity and human relations to be unnecessary.

5,5 Organisation Man Management. Often termed middle-of-the-road leadership. Leaders in this position have medium concern for people and production. They attempt to balance their concern for both people and production, but they are not committed.

9+9 Paternalistic father knows best management. A style in which reward is promised for compliance and punishment threatened for non-compliance

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9,9 Team Management. This style of leadership is considered to be ideal. Such managers have great concern for both people and production. They work to motivate employees to reach their highest levels of accomplishment. They are flexible and responsive to change, and they understand the need to change. Q.6 Given below are certain observations done by an OD consultant for an organization dealing with manufacturing of tyres. She makes the following observations about two key people in the organization.

1. Mr. Raovikram He is a very friendly person and encourages his team members by giving them recommendations and appreciation. This helps HR to decide about giving a bonus or promotion to employees.

2. Mr. Ranjan kumar- He is an aggressive person. He frequently loses his temper. Ritu observes that he frequently punishes the non-performers and also gives them warnings regarding suspension etc. Now explain what base of power Mr. Raovikram and Mr. Ranjan Kumar belong to. Explain the type of power they use often. Ans. Power is the ability to make things happen in the way an individual wants, either by self or by the subordinates. The essence of power is control over the behavior of others (French & Raven, 1962). Managers derive power from both organizational and individual sources. These sources are called position power and personal power, respectively. In an organizational context leadership and power are related to each others. Power is used by leaders as a means to attain group goals. In other words, power is a means of facilitating their achievement of goals and objectives that they have set for themselves in view of organizational requirements. Power can be categorized into two types: Formal and informal.

Formal Power: is based on the position of an individual in an organization. Formal power is derived from either ones ability to coerce or reward others or is derived from the formal authority vested in the individual due to his/ her strategic position in the organizational hierarchy. Formal power may be categorized into four types: Coercive Power, Reward Power, Legitimate Power, Information Power.

1. Coercive Power: The coercive power base is being dependent on fear. It is based on the application, or the threat of appli cation, of physical sanctions such as the infliction of pain, the generation of frustration through restriction of movement, or the controlling by force of basic physiological or safety needs. In an organization one can exercise power over another if they have the power to dismiss, suspend, demote another assuming that the job is valuable to the person on whom power is being unleashed. Mr. Ranjan kumar as he is an aggressive person by nature frequently losing his temper and frequently punishes the non-performers and also gives them warnings regarding 2. suspension etc creates fear and threat which generate frustration. So, Mr. Ranjan kumar power is based on coercive power Power:

Reward

The opposite of coercive power is reward power. Reward power is the extent to which a manager can use extrinsic and intrinsic rewards to control other people. Examples of such rewards include money, promotions, compliments, or enriched jobs. Although all managers have some access to rewards, success in accessing and utilizing rewards to achieve influence varies according to the skills of the manager.

Reward Power can be gained from ones capacity to reward compliance. Reward power is used to support legitimate power. When someone is rewarded or might receive a potential reward such as through recognition, a good job assignment, a pay rise, or additional resources to complete a job, the employee may respond in kind by carrying through with orders, requests and directions, according to Gibson et al. (1991:331).

Rewards often comprises financial remuneration. They can also be intangible as well. Studies have revealed that verbal approval, encouragement and praise can very often be very positive substitutes in place of tangible rewards. Experiments involving positive reinforcement and behaviour modification in the classroom or work setting revealed that verbal rewards could consist of: extreme politeness, compliments, and praise for past behaviour.

Non-verbal rewards might comprise: Giving individuals in the other party more space at the table Nodding of the head to signal your acceptance and that you approve; Eye contact to indicate attention and By using open and non-aggressive gestures to designate acceptance and respect. Rewards could also consist of verbal promises

to gain financially by establishing a relationship. Ingratiation is occasionally referred to as the art of flattery. It is one example of the use of reward power in social settings. Friedman, Carlsmith and Sears (1974) provide a fascinating synopsis on the affect of ingratiation in interpersonal situations. Many of us realize that if other people like us, they will be more prepared to perform favours for us. On the other hand, we are also aware that they will be less likely or carry out actions if they dislike us. Individuals seeking to increase others liking of them can convince these persons that they share basic values or are similar in other ways. The most common tactic of ingratiation in negotiation is to complement the abilities of the people whom you wish to influence. This tactic, frequently referred to as other enhancement often entails the use of flattery the exaggerated praise of others. Such a tactic usually succeeds because people tend to like the flatterer who is praising them. It is common that the use of reward power seems to be very effective, particularly in the longer term. Reward power is occasionally combined with coercive power, although the two different forms of power can be subject to semantic confusion. It is important to understand coercive power before comparing it with and measuring it against reward power.

Mr. Raovikram is a very friendly person and encourages team members by giving them recommendations and appreciation which helps HR to decide about giving a bonus or promotion to employees by using power based on reward power.

mb0038 Q.1 Write a detailed note on

st management theories developed during classical

2 Era.

Ans. We see this trend to continue in what is called as the classical era which covers the period between 1900 to mid 1930s. the first general theories of management began to evolve and the main contributors during this era were Frederick Taylor, Henri Fayol, Max Weber, Mary parker Follet and Chester Barnard. Frederick Taylors main emphasis was on finding one best way of doing each job. He stressed on selecting the right people for the job , train them to do it precisely in one best way. He favored wage plans to motivate the workers. His scientific principles of management stressed the following principles:-

1. Shift all responsibility for the organization of work from the worker to the manager; managers should do all the thinking relating to the planning and design of work, leaving the workers with the task of implementation.

2. Use scientific methods to determine the most efficient way of doing work; assign the workers task accordingly, specifying the precise way in which the work is to be done. 3. 4. 5. Monitor Select Train worker performances the the to ensure best person worker that appropriate work to to procedures perform do are followed the the and that job work appropriate results are thus designed. efficiently. achieved.

Taylor was one of the first to attempt to systematically analyze human behavior at work. He insisted the use of time and moti on study as a means of standardizing work activities. His scientific approach called for detailed observation and measurement of even the most routine work, to find the optimum mode of performance. The results were dramatic, with productivity increasing significantly. With passing time, new organizational functions like personnel and quality control were created. Of course, in breaking down each task to its smallest unit to find what Taylor called the one best way to do each job, the effect was to remove human variability. Hence he lay the ground for the mass production techniques that dominated management thinking in the first half of the twentieth century.

Henri Fayol, a mining engineer and manager by profession, defined the nature and working patterns of the twentieth century organization in his book, General and Industrial Management, published in 1916. In it, he laid down what he called 14 principles of management. This theory is also called the Administrative Theory. The principles of the theory are:-

1. Division of work: tasks should be divided up with employees specializing in a limited set of tasks so that expertise is developed and productivity increased. 2. Authority and responsibility: authority is the right to give orders and entails enforcing them with rewards and penalties; authority should be matched with corresponding

responsibility. 3. Discipline: this is essential for the smooth running of business and is dependent on good leadership, clear and fair arguments, and the judicious application of penalties. 4. Unity of command: for any action whatsoever, an employee should receive orders from one superior only; otherwise authority, discipline, order, and stability are threatened. 5. Unity of direction: a group of activities concerned with a single objective should be co-coordinated by a single plan under one head.

6. Subordination of individual interest to general interest: individual or group goals must not be allowed to override those of the business. 7. Remuneration of personnel: this may be achieved by various methods but it should be fair, encourage effort, and not lead to overpayment. 8. Centralization: the extent to which orders should be issued only from the top of the organization is a problem which should take into account its characteristics, such as size and the capabilities of the personnel.

9. Scalar chain (line of authority): communications should normally flow up and down the line of authority running from the top to the bottom of the organization, but sideways communication between those of equivalent rank in different departments can be desirable so long as superiors are kept informed. 10. Order: both materials and personnel must always be in their proper place; people must be suited to their posts so there must be careful organization of work and selection of personnel.

The management function, Fayol stated, consisted of planning, organizing, commanding, co-coordinating and controlling. Many practicing managers, even today, list these functions as the core of their activities. Fayol was also one of the first people to characterize a commercial organizations activities into its basic components. He suggested 1. 2. 3. 4. 5. 6. that organizations could be subdivided into six main areas of activity: Technical Commercial Financial Security Accounting Management.

In defining the core principles governing how organizations worked and the contribution of management to that process, Fayol laid down a blueprint that has shaped organization thinking for almost a century.

Max Weber developed a theory based on authority relations and was he a pioneer in looking at management and OB from a structural viewpoint. His theory is also known as bureaucratic theory in management. he described an ideal types of organization and called it a bureaucracy. This was a system marked by division of labor, a clearly defined hierarchy, detailed rules and regulations and impersonal relationships. He wanted this ideal types construct to be taken as a basis for creating organizations in real Q.2. Ans. Write a short (a) note on: (a) Contemporary Contemporary work work cohort (b) world. Alexithymia cohort

Robbins (2003) has proposed Contemporary Work Cohort, in which the unique value of different cohorts is that the U.S. workforce has been segmented by the era they entered the workforce. Individuals values differ, but tend to reflect the societal values of the period in which they grew up. The cohorts and the respective values have been listed below:-

1. Veterans Workers who entered the workforce from the early 1940s through the early 1960s. They exhibited the following value orientations:They were influenced by the Great Depression and World War II

1. 2. 3. Tended Terminal

Believed to values: be Comfortable

in loyal life to and

hard their family

work employer security

2. Boomers Employees who entered the workforce during the 1960s through the mid1980s belonged to this category. Their value orientations were:1. Influenced heavily by John F. Kennedy, the civil rights and feminist movements, the Beatles, the Vietnam War, and baby boom competition 2. 3. 4. 3. 1. 2. 3. 4. 5. ? 4. 1. 2. 3. 4. 5. (b) Enjoy Terminal Alexithymia team values: Grew up Xers Shaped Value Family Money Less Distrusted authority, who values: to by flexibility, and was willing Terminal Nexters in prosperous times, to enter the but gave employed sense workforce two options, were but personal true recent high expectation, ideal believe job; a high them of from career and important would sacrifices friendship, entrants in themselves, see and trade for and off the emphasis were accomplishment mid1980s. parents, They MTV, achievement enjoyed for employers happiness, into confident in on achievement vehicles and cherished AIDS, of team increased than for social the following and job oriented leisure previous and the their ability with to and material their success careers recognition values:computers satisfaction work time generations pleasure workforce. succeed jobhopping success are and emotional highly comfortable selfreliant life disorder

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Some people have difficulty in expressing their emotions and understanding the emotions of others. Psychologists call this alexithymia. People who suffer from alexithymia rarely cry and are often seen by others as bland and cold. Their own feelings make them uncomfortable, and they are not able to discriminate among the ir different emotions. People, suffering from alexithymia, may be effective performers in jobs where little or no emotional labor. Alexithymic symptoms may be seen in people 1. 2. 3. 4. 5. 6. Other mental health Eating disorders Posttraumatic Certain (i.e., Substance bulimia, anorexia, use who stress brain or bingeeating experience: disorder injuries disorder) dependence Depression conditions

A number of research findings supports the view that women are more emotional than men (e.g., Broverman, Vogel, Broverman, Clarkson, & Rosenkrantz, 1972; Widiger & Settle, 1987). Women are assumed to experience more frequent and intense emotions, whereas men are assumed to be emotionally inexpressive and to have less intense emotional experiences. However, researchers have argued that the stereotype of men as unemotional is more accurate for adult targets than for child targets because males learn to control their emotions as they get older (Fabes and Martin, 1991). Likewise, women and men may experience happiness in a similar way, but

women have been taught that they can strongly express the emotion of happiness, whereas men have been taught to control it. The impact of socialization practices accumulate are likely to over apply more time, strongly to and, adult thus, populations (Geer these and Shields, stereotypes 1996).

Q.3 Mr. Khanna wants to improve his conflict management skills. He visits a consultant to help him. He gives the list of situations to the consultant. The 1. 2. 3. 4. 5. 6. 7. Suppose Ans Q.4 Ans. Doctors call Explain the bodys reaction General to stress as Adaptation General Adaptation syndrome Syndrome (GAS). There are (GAS) three stages to [10] GAS. When To On that you On When important To When issues are gain issues are the vital consultant, issues quick, where merge you more unpopular decisive actions need situations action implementing from no to others by company suggest appropriate than chance to you (e.g., people of to satisfy is cost vital cutting, with satisfying others into know then explain you briefly the and enforcing (e.g., unpopular different your maintain a are approaches. are: emergencies). rules, discipline). perspectives. concerns. cooperation. consensus. right. [10]

insights perceive important commitment to first

incorporating welfare approach for when each

concerns you situation and

In the first stage of GAS called alarm reaction, the body releases adrenaline and a variety of other psychological mechanisms to combat the stress and to stay in control. This is called fight or flight response. The muscles tense, the heart beats faster, the breathing and perspiration increases, the eyes dilate, the stomach may clench. Believe it or not, this is done by nature to protect you in case something bad happens. Once the cause of the stress is removed, the body will go back to normal. If the cause for the stress is not removed, GAS goes to its second stage called resistance or adaptation. This is the bodys response to long term protection. It secretes further hormones that increase blood sugar levels to sustain energy and raise blood pressure. The adrenal cortex (outer covering) produces hormones called corticosteroids for this resistance reaction. Overuse by the bodys defense mechanism in this phase eventually leads to disease. If this adaptation phase continues for a prolonged period of time without periods of relaxation and rest to counterbalance the stress response, sufferers become prone to fatigue, concentration lapses, irritability and lethargy as the effort to sustain arousal slides into negative stress.

The third stage of GAS is called exhaustion. In this stage, the body has run out of its reserve of body energy and immunity. Mental, physical and emotional resources suffer heavily. The body experiences adrenal exhaustion. The blood sugar levels decrease as the adrenals become depleted, leading to decreased stress tolerance, progressive mental and physical exhaustion, illness and collapse.

The hypothalamus-pituitary-adrenal (HPA) chain of command has served humans well as a means of survival for thousands of years. However, for those suffering from chronic anxiety and depression this process malfunctions. Continual stress early in life disrupts the cycle. Instead of shutting off once the crisis is over, the process continues, with the hypothalamus continuing to signal the adrenals to produce cortisol. This increased cortisol production exhausts the stress mechanism, leading to fatigue and depression. Cortisol also interferes with serotonin activity, furthering the depressive effect.

Continually high cortisol levels lead to suppression of the immune system through increased production of interleukin-6, an immune-system messenger. This coincides with research findings indicating that stress and depression have a negative effect on the immune system. Reduced immunity makes the body more susceptible to everything from cold and flu to cancer. For example, the incidence of serious illness, including cancer, is significantly higher among people who have suffered the death of a spouse in the previous year. Fortunately, this immune-suppression process can be corrected with psychotherapy, medication, or any number of other positive influences that restore hope and a feeling of self-esteem. The ability of human beings to recover from adversity is remarkable.

Thus, very often, those under severe, prolonged stress may contract diseases related to immune deficiency and may even die of these diseases. The death does not come from stress itself. What happens is that the body loses all its resistance in its effort to ward off the stress. Thus the persons die of immune deficiency causes such as infection, cancer etc. So, it is very important that we recognize the cause for stresses and remove the causes to maintain a healthy lifestyle. Another result of stress is the clogging of the arteries by the fat and cholesterol released by the body during the attempt to fight stress. This may result in a heart attack or you may suffer a stroke by losing blood supply to the brain. Many people start drinking to combat the stress. Stress can also manifest itself into a number of diseases depression, headaches, insomnia, ulcers, asthma, and more.

When a person experiences stress, the brain responds by initiating 1400 different responses including the dumping of a variety of chemicals to our blood stream. This gives a momentary boost to do whatever needs to be done to survive. If left unchecked, however, the person can have a heart attack or stroke. Many people start drinking alcohol. They get depressed, find it difficult to sleep, experience chest pain. The body runs out of the immunity to fight diseases. So, very often, these persons die of disease such as cancer, pneumonia, etc. The stress will never be identified as the cause of the death. I call the stress the proxy killer. Some other disease always takes the blame for it.

Q.5

What

is

groupthink

what

are

its

symptoms

and

also

suggest

measures

to

prevent

groupthink.

[10]

Ans. Groupthink, a term coined by social psychologist Irving Janis (1972), occurs when a group makes faulty decisions because group pressures lead to a deterioration of mental efficiency, reality testing, and moral judgment (p. 9). Groups affected by groupthink ignore alternatives and tend to take irrational actions that dehumanize other groups. A group is especially vulnerable to groupthink when its members are similar in background, when the group is insulated from outside opinions, and when there Symptoms Janis 1. 2. Illusion Collective has of invulnerability documented Creates Members excessive discount are no clear of eight optimism warnings and symptoms that do encourages not of taking reconsider extreme their rules for decision making. Groupthink groupthink:risks.

rationalization

assumptions.

3. Belief in inherent morality Members believe in the rightness of their cause and therefore ignore the ethical or moral consequences of their decisions. 4. 5. 6. 7. Stereotyped Direct views on of out-groups Negative are views under of enemy not the and make to effective responses to conflict any of are to seem the not be unnecessary. groups views.

pressure

dissenters Doubts

Members and

pressure from view

express

arguments group are

against consensus assumed

Self-censorship Illusion of

deviations majority

perceived judgments

expressed. unanimous.

unanimity

The

8. Self-appointed mindguards Members protect the group and the leader from information that is problematic or contradictory to the groups cohesiveness, view, and/or decisions. When the above symptoms exist in a group that is trying to make a decision, there is a reasonable chance that groupthink will happen, although it is not necessarily so. Groupthink occurs when groups are highly cohesive and when they are under considerable pressure to make a quality decision. When pressures for unanimity seem overwhelming, members are less motivated to realistically appraise the alternative courses of action available to them. These group pressures lead to carelessness and irrational thinking since groups experiencing groupthink fail to consider all alternatives and seek to maintain unanimity. Decisions shaped by groupthink have low probability Remedies Decision a) experts The have leader determined should that groupthink assign the may of achieving for be role prevented of by adopting some evaluator of the to following each successful outcomes. Groupthink measures:member

critical

b)

The

leader

should

avoid

stating

preferences

and

expectations

at

the

outset

c) Each member of the group should routinely discuss the groups deliberations with a trusted associate and report back to the group on the associates reactions d) One or more experts should be invited to each meeting on a staggered basis. The outside experts should be encouraged to challenge views of the members. e) At least one articulate and knowledgeable member should be given the role of devils advocate (to question assumptions and plans)

f) The leader should make sure that a sizeable block of time is set aside to survey warning signals from rivals; leader and group construct alternative scenarios of rivals intentions.

Q.6 Unique fashions is a textile company. it is undergoing a process of change and expanding its business. The company is facing several obstacles. There are lot of problems related to different departments. It needs some Intervention that may help the company to diagnose its problems and developing the action plan for problem solving. The company also expects that the intervention should help in improving the relationships amongst group members of different departments. [10] Ans. The Unique fashions Development textile company should uses a variety of processes, approaches, methods, techniques, applications, etc., (these are often termed interventions) to address organizational issues and goals in order to increase performance. The following partial list of i nterventions is organized generally in the order presented by Cummings and Worley in their Organization Development and Change (West Publishing, 1993). The following types of interventions are often highly integrated How with People each other Choose during Organizational a project Development for change. Activities

There are no standard activities that always successfully address certain types of issues in organizations. Many times, the success of a project lies not with having selected the perfect choice of activities, but rather with how honest and participative people were during the project, how much they learned and how open they were to changing their plans for change.

However, there are some basic considerations that most people make when selecting from among the many choices for organizational development, or capacity building, activities. Considerations include:-

1. First, does the change-management method (if one was used) suggest what organizational development activities to use now, for example, the method of strategic management might suggest that a SWOT analysis be done, strategic goals be established along with action plans for each goal, and then implementation of the action plans be closely monitored.

2. Is the activity most likely to address the findings from the discovery, that is, to solve the problems or achieve the goals? To find out, review any research about use of the activity, discuss the potential outcomes with experts and also with members of the organization. Consider posing your questions in online groups of experts about change. 3. Does the nature of the activity match the culture of the organization? The best way to find out is to discuss the activity with members of the organization. 4. Does the change agent and key members of the organization have the ability to conduct the activity? For example, technostructural and strategic interventions sometimes require technical skills that are not common to many people.

5. Does the activity require more time to conduct than the time available in which to address the problem or goal? For exampl e, a cash crisis requires immediate attention, so while a comprehensive strategic planning process might ultimately be useful, the four to five months to do that planning is impractical. 6. Does the clients organization have the resources that are necessary to conduct the activity, considering resources such as funding, attention and time from people and facilities. Before you and your client select types of interventions for the project, be aware of your strong biases about how you view organizations. Without recognizing those biases, you might favor certain types of interventions primarily because those are the only ones you can readily see and understand, even if other types of interventions might be much more effective in your project.

Human

Process

Interventions

(Group

and

Individual

Human

Relations)

With todays strong emphasis on humanistic values, the following interventions are getting a great deal of attention and emphasis during efforts for change. They focus on helping members of the organization to enhance themselves, each other and the ways in which they work together in order to enhance their overall organization. Although the types of interventions selected for a project depend on a variety of considerations and the interventions in a project often are highly integrated with each other, the following human process interventions might be particularly helpful during change projects in organizations where there is some combination of the following: many new employees, different cultures working together, many complaints among organizational members, many conflicts, low morale, high turnover, ineffective teams, etc. Technostructural Interventions (Structures, Technologies, Positions, etc.)

The following are examples of activities that focus on improving the performance of organizations primarily by modifying structures, technologies, operations, procedures and roles/positions in the organization. Although the types of interventions selected for a project depend on a variety of considerations and the interventions in a project often are highly integrated with each other, the following techno structural interventions might be particularly helpful in the following ki nds of situations: rapid growth but few internal systems to sustain that growth, much confusion about roles, a new major technology or process has been introduced, many complaints from customers, etc. These interventions might also be useful in new organizations where internal operational systems must be developed and implemented.

Regards Sanjay.

Reply

Latha says:
July 19, 2011 at 1:34 pm

Thank you so much for answers

Regards Latha

Reply

sheela says:
September 1, 2011 at 3:36 pm

Dear Sanjay,

Due

to

less

time,

could

not

able

to

find

answer

of

assignments.

pls try to provide me answers of MB0039, MB0040,MB0041,MB0043, MB0045(summer2011- may drive). i will be very thankful to you.

Regards, Sheela (sheela_tole@rediffmail.com)

Reply

hamid says:
September 6, 2011 at 8:17 pm

BUSINESS COMNICATION

Set 2

Ans John ABC Sometown Somewhere, Dear I have just been made

Example

Letter Doe Corporation

NA

12345 John,

aware

of

the

problems

you

encountered

with

your

recent

purchase

of

an

XYZ

Corp

television.

We do our utmost to ensure our products arrive in perfect working order. On this occasion it seems we failed. I believe you have already been issued with a replacement. Please accept my sincere apologies for this unfortunate incident, do not hesitate to contact me if you have any further queri es. Sincerely, [Signature] Manager

Answer Colgate-Palmolive Colgate Main Powai, INNOVATION

2)

Example

Press

Release (India) Research

(Write

On

ur

Own) Limited Centre,

Street, Mumbai FROM GARNIER FRUCTIS

Hiranandani 400 + OIL 2 in

Gardens, 076. 1

CONDITIONER

Mumbai Does your dry, damaged, hair look dull and feel rough? Does it lack nourishment? The latest innovation from the house of Garnier Fructis will detangle your tresses and give it the required nourishment. Garnier Fructis Conditioner + Oil 2 in 1 deeply treats your hair after each shampoo while penetrating each layer of hair and nourishing it without loading them down.Garnier Fructis introduces a revolution in hair care with its Conditioner + Oil 2 in

1, a unique new innovation which provides the benefits of a highly efficient conditioner along with the benefits of Oil. It performs the dual action on your hair; it nourishes and fortifies the hair fibre leaving one with smoother, stronger, shinier and healthy looking hair. This unique product is a perfect blend of 3 Nutritive non sticky fruit oils, carefully balanced together, the product works on your hair as a conditioner giving it the care of hair oil. The oils penetrate each layer of hair and nourish it from within, each oil works differently on the layers of the hair fibre the heart, the middle of the fibre and the surface. Wash after wash, the nutritive fruit oils penetrate the hair fibre and nourish it from the inside, without weighing down your hair, it stays soft and light all day. Garnier Fructis Conditioner + Oil 2 in1 is enriched with Nutritive Fruit Oils which wash after wash penetrate each layer of the hair fibre and nourish it from the inside. The blend of 3 Fruit Oils give 3X* Nourishment to your hair. Olive Oil Olives contain proteins, minerals & vitamins. Whats more, olive oil is rich in lipids, which deeply nourish the heart of the hair fibre. Avocado Oil- Avocado is an extremely rich fruit. Each avocado contains on average 14% essential fatty acids as well as different vitamins. Avocado Oil nourishes the middle of the hair fibre and makes it supple. Shea Oil Used for centuries, Shea helps to soothe fragile hair. Shea Oil, composed of incredibly nourishing active ingredients, nourishes & softens the surface of dry hair. The formula works on your hair as a conditioner giving it the care of hair oil to leave your hair healthy, smooth and shiny all day long! So Detangle your hair and get the care of Oil with Garnier Fructis Conditioner + Oil 2 in 1 Price)Garnier Fructis Conditioner + Oil 2 in 1 (180g): Rs 130 ,Garnier Fructis Condi tioner + Oil 2 in 1 (90g): Rs 68 For any questions or advice, please call our Consumer Advisor on 1800-22-3000 or email at advisor@garnierindia.com Answer 4) Sample Letter (Write On ur own)

A. B. Metropolitan P. Philadelphia, Attn: Re: Dear Director Robin for O. Customer

N. Services Childrens Box Penn. Boyd, Patient Mrs. Human Financial

Other Director Hospital 411067 19002 Resources Services Boyd:

I was very interested to see your advertisement for a Director of Patient Financial Services in the Philadelphia Inquirer (8-11-06). I have been seeking just such an opportunity as this, and I think my background and your requirements may be a good match. My resume is enclosed for your review. Of particular note for you and the members of your team as you consider this management placement are my strong accomplishments in reducing outstandings and reorganizing accounting and collections functions to achieve improved operating efficiency internally and improved cashflow for the institution Consider Reduced Reduced Improved Reduced staff by patient 6.5 A/R FTEs complaints cashflow days with with by concurrent as the from increase in increase million 110 total in per to departmental A/R a whole. following: 60.4. performance. collected. month.

simultaneous $1.6

Additionally, my contributions have been mainly achieved by improving information flow within the patient financial services function, improving patient financial services utilization of already available MIS services, and improving cooperation between patient services and admissions, UR, contracting, and medical records functions.

After fifteen years in patient accounting, I have a thorough understanding of every aspect of this function in a modern hospi tal/medical center setting. My current employer is very happy with my performance, but I view myself as somewhat of a troubleshooter, and most of the reorganizations initiated here have already come to fruition, so I am eager to consider new challenges.

If you are seeking a manager who stays abreast of her field, who understands technology, who earns 100% staff support, and who is as career-committed as it takes to achieve total success, then please consider what I have to offer. I would be happy to have a preliminary discussion with you or members of your committee to see if we can establish a mutual interest. I will call you within the week to answer any initial questions you may have, and to hear about your Thank Yours Brenda Enclosure J. you for your attention to these hiring materials. I certainly look forward to exploring this process. further. truly, Wilson

Answer The application cant included some other A educational generally professional The Describe Contains Contains Explain prospective Focus A career on objective the expresses employers what you needs want to rather achieve than in your on career how application letters should be tailored to the needs job & skill related resume action the job application resume objective should resume is qualification, used in get in useful job letter. you the application While a short guidelines types a experience graduate document and resumes more job, list for a process well they of can begins drafted resume certainly to with and increase be resumes, your considered. writing application chances This resumes letter of unit letter

6) and alone being offers and letter. your career job seekers objective use background, is a objective. be:

candidates writhing of

effective

application

employment that interests. summarizes A

experienced

process

verbs.

keywords.

of employer.

yours. and

which Specific A good resume

position

you career

aspire

to. Objective:-

will

have

the

some

basic

information

or

standard

components1)Contact mobile prospective 2)ObjectiveAn the While resume. and 3)Education Since part of education your experience is so far, most it is likely appropriate the to list most education position not It is objective you are necessary, a purpose brief, should seeking an one be and the objective sentence of very area in specific, which gives which your you focus describes stating want to to the clearly work. the goal resume. prevalent early in info number and employer This email includes id. to The the name, information reach address, provides telephone should you allow number a easily.

statement statement

your resume. Educational qualifications should be listed in reverse

chronological The the include profile. 4)Experience paid internship company/organization description may title 5)Skills -If also of degree degree high

order, earned, should school

starting the be information, mane

with of

the the It you is

most institution, not feel it

recent and always will

qualifications date of recommended add to

first. receiving to your

mentioned. unless

-The

experience Some of volunteer for your which

section your

of best position.

your experiences List

resume may

is have your worked,

not been title, and is work,

limited at

to an the

experience. or

you

worked, If internship work your

dates

a limited, under

brief you the experience.

responsibilities. part-time jobs,

experience and voluntary

list

you

have

significant

computer

skills,

language

skills,

computer skills or technical skills, you may want to create a section to emphasize them. You might also include any certifications or licenses you have if relevant. 6)ReferencesStating request is that not your necessary; however references some people are feel it available gives closure on to

the on

resume. request.

If

appropriate, You and can Activities

you

may decide

state which

that works

portfolio best of

is for student

available you. and

7)Organizations

Membership

professional associations, clubs and committees, offices held, as well as extra-curricular activities such as sports, music and photography, should be listed, in this section. This information gives prospective employers an idea of your aptitudes, attitudes and personality.

. List and briefly describe the five most important guidelines, in your opinion, to be followed when making oral business presentations. (10 marks).

Ans: Oral communication describes any type of inter-action that makes use of spoken words, and it is a vital, integral part of the modern business world. The ability to communicate effectively through speaking as well as in writing is highly valued, and demanded, in business,

ORAL PRESENTATIONS:

The Five most important guidelines for Oral Presentations according to my opinion are:

1. We have to Plan our presentation keeping in mind the audience profile. We should understand audions needs, desires, knowledge level, and attitude toward your topic.

2. We should be specific on the topic of desire and presentation should be very practical and relevant to the occasion. We should not concentrate on the same point again and again unnecessarily.

3. Understanding the importance of why the presentation has been set up is also an important aspect, as we have to understand the purpose of the presentation or the objective of the presentation and act accordingly to it. There may be presentations require to motivate the team or to teach a team on particular need.

4. The presentation should be have a meaningful message and should not be time wasting without any clear goal at the end of the topic.

5. After the end of the presentation we should be in the position to justify our ideas and should be in a position to clarify the audience with their doubts and concerns regarding particular situation. Motivating the audience may be required in some situations where in an extra effort is required to understand the mindset of the audience.

BUSINESS COMNICATION

Set 2

Ans John ABC Sometown Somewhere, Dear I have just been made

Example

Letter Doe Corporation

NA

12345 John,

aware

of

the

problems

you

encountered

with

your

recent

purchase

of

an

XYZ

Corp

television.

We do our utmost to ensure our products arrive in perfect working order. On this occasion it seems we failed. I believe you have already been issued with a replacement. Please Sincerely, [Signature] Manager accept my sincere apologies for this unfortunate incident, do not hesitate to contact me if you have any further queries.

Answer Colgate-Palmolive Colgate Main Powai, INNOVATION

2)

Example

Press

Release (India) Research

(Write

On

ur

Own) Limited Centre,

Street, Mumbai FROM GARNIER FRUCTIS CONDITIONER

Hiranandani 400 + OIL 2 in

Gardens, 076. 1

Mumbai Does your dry, damaged, hair look dull and feel rough? Does it lack nourishment? The latest innovation from the house of Garnier Fructis will detangle your tresses and give it the required nourishment. Garnier Fructis Conditioner + Oil 2 in 1 deeply treats your hair after each shampoo whil e penetrating each layer of hair and nourishing it without loading them down.Garnier Fructis introduces a revolution in hair care with its Conditioner + Oil 2 in 1, a unique new innovation which provides the benefits of a highly efficient conditioner along with the benefits of Oil. It performs the dual action on your hair; it nourishes and fortifies the hair fibre leaving one with smoother, stronger, shinier and healthy looking hair. This unique product is a perfect blend of 3 Nutritive non sticky fruit oils, carefully balanced together, the product works on your hair as a conditioner giving it the care of hair oil. The oils penetrate each layer of hair and nourish it from within, each oil works differently on the layers of the hair fibre the heart, the middle of the fibre and the surface. Wash after wash, the nutritive fruit oils penetrate the hair fibre and nourish it from the inside, without weighing down your hair, it stays soft and light all day. Garnier Fructis Conditioner + Oil 2 in1 is enriched with Nutritive Fruit Oils which wash after wash penetrate each layer of the hair fibre and nourish it from the inside. The blend of 3 Fruit Oils give 3X* Nourishment to your hair. Olive Oil Olives contain proteins, minerals & vitamins. Whats more, olive oil is rich in lipids, which deeply nourish the heart of the hair fibre. Avocado Oil- Avocado is an extremely rich fruit. Each avocado contains on average 14% essential fatty acids as well as different vitamins. Avocado Oil nourishes the middle of the hair fibre and makes it supple. Shea Oil Used for centuries, Shea helps to soothe fragile hair. Shea Oil, composed of incredibly nourishing active ingredients, nourishes & softens the surface of dry hair. The formula works on your hair as a conditioner giving it the care of hair oil to leave your hair healthy, smooth and shiny all day long!

So Detangle your hair and get the care of Oil with Garnier Fructis Conditioner + Oil 2 in 1 Price)Garnier Fructis Conditioner + Oil 2 in 1 (180g): Rs 130 ,Garnier Fructis Conditioner + Oil 2 in 1 (90g): Rs 68 For any questions or advice, please call our Consumer Advisor on 1800-22-3000 or email at advisor@garnierindia.com Answer 4) Sample Letter (Write On ur own)

A. B. Metropolitan P. Philadelphia, Attn: Re: Dear Director Robin for O. Customer

N. Services Childrens Box Penn. Boyd, Patient Mrs. Human Financial

Other Director Hospital 411067 19002 Resources Services Boyd:

I was very interested to see your advertisement for a Director of Patient Financial Services in the Philadelphia Inquirer (8-11-06). I have been seeking just such an opportunity as this, and I think my background and your requirements may be a good match. My resume is enclosed for your review.

Of particular note for you and the members of your team as you consider this management placement are my strong accomplishmen ts in reducing outstandings and reorganizing accounting and collections functions to achieve improved operating efficiency internally and improved cashflow for the institution as a whole. Consider Reduced Reduced Improved Reduced staff by patient A/R 6.5 FTEs complaints cashflow days with with by concurrent the from increase in increase million 110 total in per to departmental A/R following: 60.4. performance. collected. month.

simultaneous $1.6

Additionally, my contributions have been mainly achieved by improving information flow within the patient financial services function, improving patient financial services utilization of already available MIS services, and improving cooperation between patient services and admissions, UR, contracting, and medical records functions. After fifteen years in patient accounting, I have a thorough understanding of every aspect of this function in a modern hospital/medical center setting. My current employer is very happy with my performance, but I view myself as somewhat of a troubleshooter, and most of the reorganizations initiated here have already come to fruition, so I am eager to consider new challenges.

If you are seeking a manager who stays abreast of her field, who understands technology, who earns 100% staff support, and who is as career-committed as it takes to achieve total success, then please consider what I have to offer. I would be happy to have a preliminary discussion with you or members of your committee to see if we can establish a mutual Thank Yours Brenda Enclosure J. interest. you I will for call your you within attention the week to to answer any initial I questions you may look have, and to hear to about your hiring this process. further. truly, Wilson

these

materials.

certainly

forward

exploring

Answer The job application process begins with writing resumes

6) and

application cant included some other A educational generally professional The Describe Contains Contains Explain prospective Focus A which Specific A components1)Contact mobile prospective 2)ObjectiveAn the While resume. and 3)Education position good career get in

letter. you the

While a short guidelines types job,

well they list for of writhing can

drafted certainly

resume increase to effective be

and your

application chances This

letter of unit letter

alone being offers and letter.

candidates

considered. application employment

useful

resumes,

of a experience graduate document and resumes more that interests. experienced

resume qualification, used in

is

summarizes A job career

your objective seekers

background, is a objective.

use

resume

objective

should

be:

the

job

application

process

resume

action

verbs.

job

&

skill

related

keywords.

how

application

letters

should

be

tailored

to

the

needs

of employer.

on objective

the expresses position

employers what you

needs want you career to

rather achieve

than in aspire your

on career

yours. and to. Objective:-

resume

will

have

the

some

basic

information

or

standard

info number

and employer

This email

includes id. to The

the

name, information reach

address, provides

telephone should you allow

number a easily.

objective you are necessary, is a

should seeking an brief, one

be and the objective sentence of

very area statement statement in

specific, which gives which your you

stating want focus describes to the to

clearly work. the goal resume.

not It

purpose

Since part of

education your experience

is so far,

most it is

likely appropriate

the to list

most education early

prevalent in

your resume. Educational qualifications should be listed in reverse

chronological The the include profile. 4)Experience paid internship company/organization description may title 5)Skills -If also of degree degree high

order, earned, should school

starting the be information, mane

with of

the the It you is

most institution, not feel it

recent and always will date

qualifications of recommended add to

first. receiving to your

mentioned. unless

-The experience. or for

experience Some of volunteer which your list part-time

section your

of best position.

your experiences List dates your and

resume may

is have your worked,

not been title, and is work,

limited at

to an the

you responsibilities. jobs,

worked, If internship work

a limited, under

brief you the experience.

experience voluntary

you

have

significant

computer

skills,

language

skills,

computer skills or technical skills, you may want to create a section to emphasize them. You might also include any certifications or licenses you have if relevant. 6)ReferencesStating request the on 7)Organizations is resume. request. and that not If necessary; appropriate, You can Activities your however you references some may decide people state which Membership that works of are feel a it available gives portfolio best is for student closure on to available you. and

professional associations, clubs and committees, offices held, as well as extra-curricular activities such as sports, music and photography, should be listed, in this section. This information gives prospective employers an idea of your aptitudes, attitudes and personality.