JAIBB ORGANIZATION AND MANAGEMENT Banking Diploma

JAIBB ORGANIZATION AND MANAGEMENT Banking Diploma

Banking Diploma: Ethics, Code of Conduct, Conflict Resolutions

Organizational Ethics, Business Ethics, Code of Conduct, Conflict Resolutions
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Banking Diploma: Personal Management

Perspective of Personnel Management, Organization for Personnel Management, Manpower Planning, Job Analysis and Job Evaluation, Personnel Compensation, Manpower Recruitment and Selection, Career Planning, Appraising Personnel Performance, Manpower Development, Handling Personnel Grievances, Disciplinary Actions.
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Define Performance Appraisal with its objectives

Performance Appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development. Performance appraisal is generally done in systematic ways which are as follows:

1. The supervisors measure the pay of employees and compare it with targets and plans.

2. The supervisor analyses the factors behind work performances of employees.

The employers are in position to guide the employees for a better performance.

Objectives of Performance Appraisal

Performance Appraisal can be done with following objectives in mind:

1. To maintain records in order to determine compensation packages, wage structure, salaries raises, etc.

2. To identify the strengths and weaknesses of employees to place right men on right job.

3. To maintain and assess the potential present in a person for further growth and development.

4. To provide a feedback to employees regarding their performance and related status.

5. To provide a feedback to employees regarding their performance and related status.

6. It serves as a basis for influencing working habits of the employees.

7. To review and retain the promotional and other training programs.

Advantages of Performance Appraisal

It is said that performance appraisal is an investment for the company which can be warranted by following advantages:

1. Promotion:

Performance Appraisal aids the supervisors to chalk out the promotion programs for proficient employees. In this regards, inefficient workers can be dismissed or demoted in case.

2. Compensation:

Performance Appraisal helps in chalking out compensation packages for employees. Merit rating is possible through performance appraisal. Performance Appraisal tries to give worth to a performance. A compensation package which includes bonus, high salary rates, extra benefits, allowances and pre-requisites are dependent on performance appraisal. The criteria should be merit rather than seniority.

3. Employees Development:

The systematic procedure of performance appraisal helps the supervisors to frame training policies and programs. It helps to analyze strengths and weaknesses of employees so that new jobs can be designed for efficient employees. It also helps in framing future development programs.

4. Selection Validation:

Performance Appraisal helps the supervisors to understand the validity and importance of the selection procedure. The supervisors come to know the validity and thereby the strengths and weaknesses of selection procedure. Future changes in selection methods can be made in this regard.

5. Communication:

For an organization, effective communication between employees and employers is very important. Through performance appraisal, communication can be sought for in the following ways:

                         i.  Through performance appraisal, the employers can understand and accept skills of subordinates.

                      ii.The subordinates can also understand and create a trust and confidence in superiors.

                    iii.     It also helps in maintaining cordial and congenial labour management relationship.

                    iv.            It develops the spirit of work and boosts the morale of employees.

All the above factors ensure effective communication.

6. Motivation:

Performance appraisal serves as a motivation tool. Through evaluating performance of employees, a person’s efficiency can be determined if the targets are achieved. This very well motivates a person for better job and helps him to improve his performance in the future.

Banking Diploma: Basic Management Concept, Environment and Process JAIBB

Banking Diploma: Organizational Behavior in Perspective JAIBB

Models of Organizational Behavior, Limitations of Organizational Behavior. Applied Aspects of Human & Organizational Behavior in Banks

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Banking Diploma: Leadership and Its Development

Leadership and Supervision, Employee Participation, Interpersonal and Group Dynamics, Managing Change & Conflict, Organizational Development and Training.
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Q. What do you understand by Leadership? Discuss the functions of Leadership?

Ans.: Keith Davis - “Leadership is the ability to persuade others to seek defined objectives enthusiastically. It is the human factor which binds the group together and motivates it towards goal.”

Keys and Case – “Leadership is the process of influencing and supporting others to work enthusiastically towards achieving objectives.”

Weihrich and Koontz – “Leadership is the art or process of influencing people so that they will strive willingly and enthusiastically towards the achievement of group goals.”

Thus leadership is the process and the art influencing the behaviour, attitudes, activities of people to work willingly and enthusiastically towards the accomplishment of group goals.

Functions of Leadership:

    

                      I.                     Guides or Inspires or Motivates

                      II.                  Boosts Morals

                   III.                  Creates Confidence and Enthusiasm

                  IV.                  Develops Team Spirit

                     V.                  Creates Vision and Initiative

                  VI.                  Transforms Potential into Reality

               VII.                  Sincerity and Honesty

            VIII.                  Courage and Will Power

               IX.                     Flexible and Dynamic

                  X.                     Emotional Stability i.e. Maturity

                  XI.                  Sound Judgment

               XII.                  Tact and Humour

         XIII.                     Education and Knowledge

           XIV.                  Conceptual Skills

              XV.                  Administrative Skills

           XVI.                  Analytical Skills

              XVII.            Human Relations Skills

           XVIII.            Technical Skills

Q.  Explain the various styles of Leadership.

Ans.: Leadership style is the general way or pattern of behaviour of a leader towards his followers in order to influence their behaviour to attain a goal.

The main styles of leadership are as follows:-

(1) Autocratic and Authoritarian Leadership: An autocratic leader is one who centralizes power and make all the decisions himself. He tells his followers what to do and expects to be obeyed without questions. Thus, such a leader imposes his will on his followers.

Autocratic leaders may be of two types:-

(i) Pure Autocratic or Negative Leader : He is a director and makes all decisions himself. He superimposes his decisions on his subordinates. He uses fear of punishment or penalty to carry out his decisions. Thus, it is a negative leadership.

(ii) Benevolent Autocrat or Positive Leader : When an autocrat leader avoids negative coercive power and uses reward power to influence his subordinates, he is called a benevolent autocrat leader. Such a leader shows active concern for the feelings and welfare of his subordinates.

(2) Participative/ Democrative Leadership: Participative leaders decentralize authority. Such leaders involve subordinates in decision making process. The leaders and their group members work as a social unit. They freely exchange their views and express opinions and suggestions.

(3) Free Rein or Laissez Faire Leadership Style : Such a leader completely delegates his authority to his subordinates and allow them to make their own plans, procedures and decisions. He simply aids his subordinates in performing their job. He exist as a contact person with the subordinates external environment. Free rein leadership style is permissive and leader least intervenes his subordinates. The leader remains passive observer but intervenes only during the crisis. Free rein leadership is suitable where subordinates are highly competent and duty conscious.

(4) Paternalistic Leadership: A paternalistic leadership is authoritarian by nature. It is heavily work centered but has consideration after his subordinates the way father looks after his children. Such a leader helps, guide and encourages his subordinates to work together as member of a family. The subordinate in turn tend to remain submissive and faithful.

Q.3 Discuss the different theories of Leadership.

 

Answer: Several theories of leadership have been developed by management theoreticians. These theories may be classified into three categories.

1)    Personality Theories

2)    Behavioral Theories

3)    Situational or Contingency Theories

1) Personality Theories: Personality theories are theories that focus on the personal qualities or traits of leader. Such theories include the following:-

                                                                                   i.            Great Man Theory

                                                                                ii.            Trait Theory

i. Great Man theory of Leadership: Great man theory of leadership claims that “Leaders are born, not made”. Leadership qualities are inherited or carried in genes. Leadership qualities cannot be acquired or developed through education or training.

ii. Trait Theory of Leadership: This theory states that there are certain unique traits or qualities essential for successful leader. Any person who wants to be a successful leader must posses those traits. This theory emphasizes that those traits need not necessarily be inborn but may be acquired through education, training and practice.

2) Behavioural Theory of Leadership: Behavioural theory focuses on what the leaders do i.e. on the actual behaviour of the leader. Behavioural theory is based on the premise that effective leadership is the result of effective behaviour of the leader. Success of leadership depends on the behaviour of the leader and not on his traits.

A particular behaviour pattern of a leader (functional behaviour) makes him a successful leader and its opposite (dysfunctional) would reject him as a leader. The functional dimensions include setting goals, motivating employees towards achievement of goals, making effective communication and interaction, building team spirit etc. The dysfunctional dimensions of leaders behaviour include in ability to accept subordinates ideas, poor communication and ineffective interaction, poor, human relations etc.

(3) Situational / Contingency Approach : The situational approach of a leadership emphasis that emergence and success of a leader is largely determined by supranational factors This theory stresses that a leadership behaviour which is effective under the particular situation may be ineffective under the other. These are several different situational models of leadership have been developed. Fiedler’s contingency model, path goal model, Blanchard’s model etc.