AboutLeo Lingham Expertise In Managing a business, I can cover all aspects of running
a business--business planning, business development, business auditing, business communication, operation management, human
resources management , training, etc.
Experience 18 years of working management experience covering such areas
as business planning, business development, strategic planning,
marketing, management services, personnel administration.
PLUS
24 years of management consulting which includes business planning, strategic planning, marketing, product management, training, business coaching etc.
Question 1.explain behavioural theories and relevant issues.discuss their implications for policies and practices in any organization you are familiar with.briefly describe the orgaization you are referring to.
2.explain the purpose and application of the payment of wages act,1936.discuss the procedure of fine deduction from wages of employee in an organization you are familiar with.briefly describe the organisation you are referring to.
3.explain the difference between a pay commission and a wage board.why collective bargainning is superior to other methods of wage determination.explain suitable examples.
4.explain the classifications of incentives.describe the incentive system of any organization you are familiar with.bring out their advantage and limitations.briefly describe the organisation you are referring to.
5.distinguish between tax planning and avoidence.discuss the tax implications of employees compensation package to the employer in any organization you are familiar with.briefly describe the organisation you are referring to.
Answer UMAMAHAESHWARI,
HERE IS SOME USEFUL MATERIAL.
REGARDS
LEO LINGHAM
=============================
1.Explain behavioural theories and relevant issues. Discuss their implications for policies and practices in any organization you are familiar with. Briefly describe the organization you are referring to.
Behaviour is a theory of learning and it believes that
behaviours are acquired as a result of conditioning.
Conditioning occurs after a person interacts with his/her
environment.
CLASSIFIED CONDITIONING.
is used in behavior training in which a natural stimulus
is coupled with a response. Then a prior neutral stimulus
is coupled with the natural stimuli. Finally the person responds
to the natural stimuli even when the natural stimuli is not
present.
OPERATION CONDITIONING
This conditioning is something refers to as instrumental
conditioning. It is a method of learning, when the person
is taught using rewards and punishment for a particular
behavior. Through the conditioning, a person learning to
make an associate behave a particular behavior and the
resultant consequences.
There are three types of behavioral learning theories
1.contiguity,
2.classical conditioning, and
3.operant conditioning).
Behavioral Learning Theory
Learning can be defined as “the relatively permanent change in behavior brought about as a result of experience or practice.”
Learning is an internal event. However, it is not recognized as learning until it is displayed by overt behavior.
-The term "learning theory" is often associated with the behavioral view.
-The focus of the behavioral approach is on how the environment impacts overt behavior.
-Remember that biological maturation or genetics is an alternative explanation for relatively permanent change.
The behavioral learning theory is represented as an S-R paradigm. The organism is treated as a “black box.” We only know what is going on inside the box by the organism’s overt behavior.
Stimulus
(S)
Organism
(O)
Response
(R)
The feedback loop that connects overt behavior to stimuli that activate the senses has been studied extensively from this perspective.
There are three types of behavioral learning theories:
Contiguity theory
Classical or respondent conditioning theory
Operant or instrumental conditioning theory
1.Contiguity Theory
It proposes that any stimulus and response connected in time and/or space will tend to be associated.
EXAMPLES
1.A baseball player wearing a certain pair of socks on the day he hits three home runs associates wearing the socks and hitting home runs.
2.A student making a good grade on a test after trying a new study technique makes an association between the stimulus of studying and the response of getting a good grade.
Contiguity theory is one foundation for the more cognitively-oriented learning theory of neural networks.
-------------------------------------------
2.Classical Conditioning Theory
Classical conditioning was the first type of learning to be discovered and studied within the behaviorist tradition .
It is a learning "respondent conditioning” since in this type of learning, one is responding to an environmental antecedent.
-General model: Stimulus (S) elicits >Response (R)
-Classical conditioning starts with a reflex (R): an innate, involuntary behavior.
-This involuntary behavior is elicited or caused by an antecedent environmental event.
For example, if air is blown into your eye, you blink. You have no voluntary or conscious control over whether the blink occurs or not.
The specific model for classical conditioning is:
A stimulus will naturally (without learning) elicit or bring about a reflexive response
Unconditioned Stimulus (US) elicits > Unconditioned Response (UR)
The specific model for classical conditioning is:
Neutral Stimulus (NS) --- does not elicit the response of interest
This stimulus (sometimes called an orienting stimulus as it elicits an orienting response) is a neutral stimulus since it does not elicit the Unconditioned (or reflexive) Response.
The Neutral/Orientiing Stimulus (NS) is repeatedly paired with the Unconditioned/Natural Stimulus (US).
The Neutral Stimulus (NS) is transformed into a Conditioned Stimulus (CS).
That is, when the CS is presented by itself, it elicits or causes the CR (which is the same involuntary response as the UR.
The name changes because it is elicited by a different stimulus.
This is written CS elicits > CR.
In the area of classroom learning, classical conditioning is seen primarily in the conditioning of emotional behavior.
Things that make us happy, sad, angry, etc. become associated with neutral stimuli that gain our attention.
For example, the school, classroom, teacher, or subject matter are initially neutral stimuli that gain attention.
Activities at school or in the classroom automatically elicit emotional responses and these activities are associated with the neutral or orienting stimulus
After repeated presentations, the previously neutral stimulus will elicit the emotional response
Classical Conditioning Theory
Child is harassed at school
Child feels bad when harassed
Child associates being harassed and school
Child begins to feel bad when she thinks of school.
3.Operant Conditioning Theory
-Operant conditioning is the study of the impact of consequences on behavior.
-With operant conditioning we are dealing with voluntary behaviors.
=========================================
The organization, I am referring to, is a
-a large manufacturer/ marketer of safety products
-the products are used as [personal protection safety] [ industrial safety]
-the products are distributed through the distributors as well as sold directly
-the products are sold to various industries like mining/fireservices/defence/
as well as to various manufacturing companies.
-the company employs about 235 people.
-the company has the following functional departments
*marketing
*manufacturing
*sales
*finance/ administration
*human resource
*customer service
*distribution
*warehousing/ transportation
*TQM
======================================
IN THIS COMPANY,
-EVERY TIME A NEW PRODUCT IS LAUNCHED,
-FOR THE FIRST 12 MONTHS, THE STAFF IN THE
*SALES DEPARTMENT.
*CUSTOMER SERVICE DEPARTMENT
are put on an incentive for learning about the
product / application/features/benefits.
-the knowledge is provided---through class room
sessions/ printed material/ intranet.
-the staff use the knowledge to push / sell
the product at every opportunity.
THE RESULT OF THIS BEHAVIOR CHANGE
HAS BEEN ENORMOUS, AS IT IS REFLECTED
IN THE SALES/ GROSS PROFIT OF THE PRODUCT
PERFORMANCE.
##############################################################
2. Explain the purpose and application of the payment of Wages Act, 1936. Discuss the procedure of fine deduction from wages of employee in an organization you are familiar with. Briefly describe the organization you are referring to.
I AM NOT CLOSE TO THE INDIAN SCENE AND
I CANNOT HELP YOU WITH THIS ONE.
################################################################
3. Explain the difference between a pay commission and a wage board. Why collective bargaining is superior to other methods of wage determination. Explain with suitable examples.
A Pay Commission is a panel of members of the Union Cabinet of India for raising the salaries of government employees
The Pay Commission is an administrative system/mechanism that the government of India set up in 1956 to determine the salaries of government employees.
The First Pay Commission was established in 1956, and since then, every decade has seen the birth of a commission that decides the wages of government employees for a particular time-frame.
The second Pay Commission was set up in August 1957 and gave its report in two years. The third Pay Commission, set up in April 1970, submitted its report in March 1973.
The recommendations of the Fourth Pay Commission covered the period between 1986 and 1996. The Fifth Pay Commission covered the period between 1996 and this year.
The Union Cabinet, under the stewardship of Prime Minister Manmohan Singh , approved the setting up of the 6th Pay Commission to revise the payscales of central government employees in July 2006.
The 6th Pay Commission is headed by its Chairman Justice B N Srikrishna, and has Ravindra Dholakia, J S Mathur and Sushama Nath as its other members.
The Pay Commission was supposed to submit its report in 18 months.
==============================================
The Government has issued notifications constituting the Wage Boards for Working Journalists and Non-working Journalists of newspapers and news agencies with effect from. 24th May 2007.
The Boards have been constituted for the purpose of fixing or revising rates of wages of working journalists and newspaper employees and non-journalists newspapers employees in accordance with the provisions of the Working Journalists and Other Newspaper Employees (Conditions of service) and Miscellaneous Provisions Act, 1955. The headquarters of the Wage Boards will be New Delhi. The Boards have been asked to submit their reports within three years.
Both the Wage Boards will have 10 members each headed
Payment of Bonus Act, 1965 and Rules framed there under. Representations/ Grievances/ Court Cases.
Working Journalist and Other Newspaper Employees (Conditions of Service) and Miscellaneous Provisions Act, 1965.
Review of the Progress of the Implementation of the recommendations of the Wage Board Awards for Journalists & Non-journalists News Paper Employees. Compilation of Progress Reports on quarterly basis received from all States/ UTs. Representations/ Grievances/ Court Cases.
Constitution of Central Level Monitoring Committees to review the Progress of the Implementation of the Wage Board Awards.
Constitution of State Level Monitoring Committee to review the Progress of the Implementation of the Wage Board Awards – follow up action.
Establishment and financial matters relating to the Wage Boards for Working Journalists and Non-Journalists Newspaper Employees.
Setting up and administration of Wage Boards for different industries.
Industry-wise wage revision.
Working Journalists (Fixation of Rates of Wages) Act, 1958.
=========================
In ORGANIZED , collective bargaining is the method whereby workers organize together (usually in unions) to meet, converse, and negotiate upon the work conditions with their employers normally resulting in a written contract setting forth the wages, hours, and other conditions to be observed for a stipulated period. It is the practice in which union and company representatives meet to negotiate a new labor contract. In various national labor and employment law contexts, the term collective bargaining takes on a more specific legal meaning. In a broad sense, however, it is the coming together of workers to negotiate their employment.
A collective agreement is a LABOR CONTRACT between an EMPLOYER and one or more UNIONS. Collective bargaining consists of the process of NEGOTIATION between representatives of a UNION and EMPLOYERS (represented by MANAGEMENT , in some countries by EMPLOYERS' ORGANIZATION) in respect of the terms and conditions of EMPLOYMENT of EMPLOYEES , such as WAGES , hours of work, working conditions and GRIEVANCE-procedures, and about the rights and RESPONSIBILITIES of TRADE UNIONS. The parties often refer to the result of the negotiation as a Collective Bargaining Agreement (CBA) or as a Collective Employment Agreement (CEA).
Collective bargaining includes not only negotiations between the employers and unions but also includes the process of resolving labor-management conflicts. Thus, collective bargaining is, essentially, a recognized way of creating a system of industrial jurisprudence. It acts as a method of introducing civil rights in the industry, that is, the management should be conducted by rules rather than arbitrary decision making. It establishes rules which define and restrict the traditional authority exercised by the management.
It increases the strength of the workforce, thereby, increasing their bargaining capacity as a group.
Collective bargaining increases the morale and productivity of employees.
It restricts management’s freedom for arbitrary action against the employees. Moreover, unilateral actions by the employer are also discouraged.
Effective collective bargaining machinery strengthens the trade unions movement.
The workers feel motivated as they can approach the management on various matters and bargain for higher benefits.
It helps in securing a prompt and fair settlement of grievances. It provides a flexible means for the adjustment of wages and employment conditions to economic and technological changes in the industry, as a result of which the chances for conflicts are reduced.
Importance to employers
It becomes easier for the management to resolve issues at the bargaining level rather than taking up complaints of individual workers.
Collective bargaining tends to promote a sense of job security among employees and thereby tends to reduce the cost of labor turnover to management.
Collective bargaining opens up the channel of communication between the workers and the management and increases worker participation in decision making.
Collective bargaining plays a vital role in settling and preventing industrial disputes.
Importance to society
Collective bargaining leads to industrial peace in the country
It results in establishment of a harmonious industrial climate which supports which helps the pace of a nation’s efforts towards economic and social development since the obstacles to such a development can be reduced considerably.
The discrimination and exploitation of workers is constantly being checked.
It provides a method or the regulation of the conditions of employment of those who are directly concerned about them.
· Its an open means of airing grievances in an orderly negotiating factor. employees which has issues regarding certain aspects of their work can adress them in a calm collectiveenvironment.
· Redrsses the imbalance of power. employers have major power within society the use of collective bargaining restores a balance beteen employees and employers
· Flexible.
· Involves workers.
· Manages conflict. conflict between the social partners can be managed through negoation which in turn creates industrial peace and a harmonised society.
· Requires consent of all representatives involved.
collective bargaining encourages industrial peace and less strikes which is a major factor wich encourages FDI ( foreign direct investment)
#####################################################
4.Explain the classification of incentives. Describe the incentive system of any organization you are familiar with. Bring out their advantages and limitations. Briefly describe the organization you are referring to.
An incentive is any factor (financial or non-financial) that enables or motivates a particular course of action, or counts as a reason for preferring one choice to the alternatives. It is an expectation that encourages people to behave in a certain way.Since human beings are purposeful creatures, the study of incentive structures is central to the study of all economic activity (both in terms of individual decision-making and in terms of COOPERATION and COMPETITION within a larger institutional structure).
Eventually, incentives' aim is providing value for money and contributing to organizational success.
Incentives can be classified according to the different ways in which they motivate agents to take a particular course of action. One common and useful divides incentives into 5 broad classes:
Remunerative incentives (or financial incentives) are said to exist where an agent can expect some form of material reward — especially money — in exchange for acting in a particular way.
Moral incentives are said to exist where a particular choice is widely regarded as the right thing to do, or as particularly admirable, or where the failure to act in a certain way is condemned as indecent. A person acting on a moral incentive can expect a sense of self-esteem, and approval or even admiration from his community; a person acting against a moral incentive can expect a sense of guilt, and condemnation from the community.
Coercive incentives are said to exist where a person can expect that the failure to act in a particular way will result in physical force being used against them (or their loved ones) by others in the community — for example, by inflicting pain in punishment, or by imprisonment, or by confiscating or destroying their possessions.
Normative
Purposive
------------------------------------------------------
Types of Incentives
Straight piece rate: In the straight piece rate system, a worker is paid straight for the number of pieces which he produces per day. In this plan, quality may suffer.
Straight piece rate with a guaranteed base wage: A worker is paid straight for output set by management even if worker produces less then the target level output. If worker exceeds this target output, he is given wage in direct proportion to the number of pieces produced by him at the straight piece rate.
Bonus Plan: W = R.T + (P/100) (S-T).R where W: wage of worker, R : wage rate, T : actual time taken to complete job, P : percentage of profit shared with worker, S : std. time allowed. Output standards are based upon previous production records available. Here management also shares a percentage of bonus.
Special Plan: W=R.T + ((S-T)/S).R.T Unlike previous Plan, gives bonus on (S-T)/S , thus it can be employed even if the output standard is not very accurate.
======================================
The organization, I am referring to, is a
-a large manufacturer/ marketer of safety products
-the products are used as [personal protection safety] [ industrial safety]
-the products are distributed through the distributors as well as sold directly
-the products are sold to various industries like mining/fireservices/defence/
as well as to various manufacturing companies.
-the company employs about 235 people.
-the company has the following functional departments
*marketing
*manufacturing
*sales
*finance/ administration
*human resource
*customer service
*distribution
*warehousing/ transportation
*TQM
-------------------------------------------------------------------
IN THIS COMPANY, WE HAVE FOUR DIFFERENT
TYPES OF INCENTIVES.
1.SALES REPRESENTATIVES/ BRANCH SALES MANAGERS.
-sales bonus on performance against set targets.[ dollars]
2.ALL SENIOR MANAGERS
-based on annual performance / managerial scope
utilization.
[ maximum of 20% of their annual salary ]
3.ALL STAFF MEMBERS.
-a proportion of individual salary, depending
on the sales/ profit performance of the company.
4.PRODUCT MANAGERS.
-special bonus based their performance
against target for their respective group.
==========================================
Benefits of Incentives
Some benefits of incentives are:
1.) Spill-over Effects: The decision to employ incentives will not only influence the immediate behavior of the target, but will also have a "spill-over effect" on relations in general. Incentives tend to enhance the willingness of the target to cooperate on other issues, while sanctions are likely to impede such cooperation.
2.) Legitimacy: It is generally much easier and less controversial to increase another's prosperity in return for a desired action, than to forcibly deprive them of something if they do not conform.
3.) Market Forces: incentives can be tailored to maximize their value to the targeted actor. Incentives can be unilateral and structured to fit the needs of the target, in a manner that maximizes their value and benefits particular group.
4.) Addressing Needs: Incentives add to a target's baseline and can be structured to address the need that is creating contentious behavior.
LIMITATIONS
Limitation with incentives include:
1.Imperfect knowledge at the launch,could have a destructive consequences.
2.Incentives poor constructed for the particular case.
3.Timing poor.
4.Poor Management of the system.
5. Distinguish between tax planning and tax avoidance. Discuss the tax implications of employees compensation package to the employer in any organization you are familiar with. Briefly describe the organization you are referring to.
Systematic analysis of differing tax options aimed at the minimization of tax liability in current and future tax periods. Whether to file jointly or separately, the timing of a sale of an asset, ascertaining over how many years to withdraw retirement funds, when to receive income, when to pay expenditures, the timing and amounts of gifts to be made, and estate planning are examples of tax planning. /topic/tax-software
Tax Planning in India is a basic duty of every person paying income tax, which should be followed diligently. Tax planning in India involves the selection of the right tax saving instruments and making proper investments.
The amount of the tax to be paid is calculated on the nature of investments made, income earned, and the quantum of other incomes like salary, rent from property, interest etc. There are many deductions and exemptions applicable on the net taxable amount, depending upon the source of income. To take advantage of these facilities tax planning is necessary. Moreover, the annual budget of the government should be taken into consideration before planning as tax plans are often changed
Steps in Tax Planning India:
There are three steps in Tax Planning India which would aid a person in making prudent tax plans to reduce their income tax liability and ensure a better tomorrow by making compulsory savings by investing in safe government schemes. These three steps in tax planning are:
Calculating taxable income. Calculating tax payable on gross taxable income for the entire financial year. To either pay the tax without tax planning or minimize tax through planning.
Deductions from Taxable Income:
Tax payers can avail themselves of tax incentives as furnished by the government and while making tax planning the exemptions should be taken to consideration. The exemptions are:
Deduction under Section 80C - This section has been introduced from the FY 2005-06, under which a deduction of up to Rs. 1,00,000 is allowed from taxable income by investing in some specified schemes.
Deduction under Section 80 CCC(1) - This section allows a deduction of up to Rs. 10,000 to an individual for making contribution to pension schemes.
Deduction under Section 80D - This section allows a deduction up to Rs 10,000 for paying the premium for health insurance policy.
Tax avoidance is the legal utilization of the tax regime to one's own advantage, to reduce the amount of tax that is payable by means that are within the law. By contrast tax evasion is the general term for efforts to not pay taxes by illegal means.
===================================
I AM NOT CLOSE TO THE INDIAN SCENE AND
I CANNOT HELP YOU WITH THIS part of the question.
