Organizational Behavior. 1. Role of Management – Concept – Significance – Functions – principles of. Management - Patterns of Management: Scientific...
1.1 Management Principles and Practice. Bharathiar University, Coimbatore - 641 046. MBA First Semester. Paper - 1. 1.2 ...
M.B.A with Diploma in Entrepreneur Development (CBCS Pattern) ... disciplines, management functions and relevance to Organisation Behaviour. Personality...
Foundations of Organisational Behaviour: The nature and determinants of ... there are established principles of management which are being applied in practice, ... managerial jobs, though MBA degree is not necessary to enter this profession.
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Factors on Organization, Line and Staff Relationship, Delegation and Decentralization and. Groups ... Principles of Management & Organizational Behaviour ... degree analogous to an MBA, a key credential for managers in the United States.
MBA I YEAR I SEM. R17MBA01 MANAGEMENT ... Udai Pareek, Sushma Khanna, Organizational Behavior, Oxford Publishing. • Stephen P. Robbins ... Principles of Management - Aims at Influencing Human Behavior. • Human behavior is...
core of management. By motivation managers directly encourage the employees towards the accomplishment of organisational objectives. 8.5 THEORIES OF...
Fundamentals Organisational Behaviour, India Edition – Slocum and Hell Riegel ... Science and an art: Management has developed certain principles and laws,...
[4870]-101. M.B.A.. 101:ORGANISATIONAL BEHAVIOUR & PRINCIPLES. AND PRACTICES OF MANAGEMENT. (2008 Pattern ) (Semester - I). Time : 3 Hours].
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From Principles of Management
Delegation reduces the workload of managers and allows them to focus on important tasks. It develops subordinates by giving them experience and responsibility, improves motivation and morale through trust, and enables quick decisions at lower levels. Delegation also supports organisational growth by creating a strong chain of managers for future expansion.
Business ethics is important because it builds trust among customers, employees, investors and society and improves corporate image. Ethical practices reduce fraud, corruption and legal penalties and support stable long-term growth. Ethics also improves employee morale and relations and helps the organisation maintain goodwill and competitive advantage.
Performance appraisal is the systematic evaluation of an employee’s performance and potential with reference to job standards. It is used for feedback, promotions, increments, transfers, identifying training needs and improving communication.
Methods: Traditional methods include confidential report, straight ranking, graphic rating scale and checklist. Modern methods include MBO (Management by Objectives), 360-degree appraisal (feedback from multiple sources) and BARS (behaviourally anchored rating scales).
Limitations: Appraisal may become subjective due to bias, halo effect, leniency or strictness errors. Poorly defined standards and inadequate feedback reduce usefulness. Employees may fear appraisal and resist it if they believe it is unfair. To be effective, appraisal should be objective, based on clear standards, conducted periodically and followed by proper counselling and training.