1) is management an art or science ?

explain with proper reasoning

}Ans: Management is both an art and a science. It is a science because it has universally accepted
principles and cause-and-effect relationships. It is an art because it requires practical knowledge,
creativity, personal skills, and perfection through practice. Management involves both the elements of
art and science 1.

The scientific aspect of management is evident in the fact that it has an organized body of knowledge
that contains certain universal truths. These principles may be applied in all situations, at all times, and
at all places. For instance, the principle of unity of command, which states that one man should have one
boss, is applicable to all types of organizations, whether business or non-business 2.

On the other hand, the artistic aspect of management is reflected in the fact that managing requires
certain skills that are personal possessions of managers. These skills include practical knowledge,
creativity, personal skills, and perfection through practice. A manager must acquire the knowledge of
science and the art of applying it to be successful in his or her profession 1.

Therefore, management is a judicious blend of science as well as an art because it proves the principles,
and the way these principles are applied is a matter of art. Science teaches to ‘know,’ and art teaches to
‘do’ 2. In conclusion, management is both an art and a science, and it is the combination of these two
aspects that makes it a unique and challenging field 1.

2) Characteristics of scientific management along with limitations

✓ Developed standard method for performing each job

✓ Selected workers with appropriate abilities
✓ Trained workers in standard methods
✓ Supported workers (planned works and elimination of interruptions)
✓ Wage incentives to workers

Criticism: failure to deal with the social context and workers’ needs led to
increased conflict between managers and employees
3)”Manager at all levels required 10 managerial rule” Explain briefly
4)Compare and contrast between formal and informal organization

Informal organization: personal and social relationships do not appear on the organizational chart.

- Based on personal relationships rather than positional authority

- provides social satisfaction, & may gain recognition

- Informal authority is not commanded through organizational assignment.

- Authority comes from the follower’s natural respect for a colleague’s knowledge and abilities

- Provides social control of behavior

- formal organization:Formal organizational structure: executive decision as a result of planning.

- The relationships among people and their positions can be diagramed.

- Describes positions, task responsibilities and relationships

5)Write down the steps involved in planning

1. Determining the goals or objectives for the entire organization.

2. Making assumptions on various elements of the environment.

3. To decide the planning period.

4. Examine alternative courses of actions.

5. Evaluating the alternatives.

6. Real point of decision making

7. To make derivative plans

6)

Line organization and line – and – staff organization, are the most common structures in large health care

facilities:

- Organization’s structure commonly draw in an organization chart.

- Line positions shown by either horizontal or vertical unbroken lines.

- Horizontal unbroken lines represent communication between similar power but different functions

- Vertical unbroken lines between positions means formal paths of communication & authority.

- Greatest decision making and authority persons are located at the top, and the least are at the bottom

- *Dotted or broken lines on the organization chart:

- represent staff position.

- (advisory, provides information and assistance to manager but has limited organizational authority)

- - specialization that would be impossible for any one manager to achieve alone

- Command way indicated by vertical solid line between individuals.

- One person / one boss. .

- Line Organizations have no advisory positions.

- Line -and- staff have advisory positions

- In these structures authority and responsibility are clearly defined with simplicity of relationships
7) The purpose of an organizational structure is to help the organization work towards
its goals by bringing members of the organization together and demarcating functions
between them. It also helps in ensuring smooth and efficient functioning 12. A clearly-
established structure gives the group a means to maintain order and resolve
disagreements. It also binds members together and gives meaning and identity to the
people who join the group, as well as to the group itself 1. The structure provides
members with clear guidelines for how to proceed and ensures that everyone is aware
of their roles and responsibilities 1. It also establishes accountability, information
flow, authority, and distribution of responsibilities 3.

In summary, the purpose of an organizational structure is to:

• Help the organization work towards its goals

• Ensure smooth and efficient functioning
• Maintain order and resolve disagreements
• Bind members together and give meaning and identity to the people who join
the group
• Provide members with clear guidelines for how to proceed
• Ensure that everyone is aware of their roles and responsibilities
• Establish accountability, information flow, authority, and distribution of
responsibilities 132.

8) the core job characteristics involved in job enrichment process .justify their significance in individual

work outcomes’

Job enrichment is a process that involves enhancing the job characteristics to increase employee motivation and

job satisfaction. The following are the core characteristics of job enrichment 1:

1. Direct job feedback: Employees receive immediate feedback on their work, which helps them understand

how well they are performing and what they need to improve.

2. Relationship with clients: Employees have the opportunity to interact with clients and customers, which

can help them develop better communication and interpersonal skills.

3. Enhanced learning: Employees are given opportunities to learn new skills and take on new

responsibilities, which can help them grow professionally and personally.

 4. Freedom to schedule their work: Employees have more control over their work schedules, which can help

them balance their work and personal lives.

5. Different experience: Employees are given the opportunity to work on different tasks and projects, which

can help them develop new skills and knowledge.

6. Control over resources: Employees have more control over the resources they need to do their jobs,

which can help them work more efficiently and effectively.

7. Direct communication with authority: Employees have direct communication with their supervisors and

managers, which can help them get the support and guidance they need to succeed.

8. Accountability of work done: Employees are held accountable for their work, which can help them take

pride in their accomplishments and feel more invested in their jobs.

These core characteristics are significant in individual work outcomes because they help employees feel more

engaged, motivated, and satisfied with their jobs. When employees are given more control over their work and are

able to see the impact of their efforts, they are more likely to feel a sense of ownership and pride in their work.

This can lead to increased productivity, better job performance, and higher levels of job satisfaction 1.

9}performance appraisal of an employee can be helpful for his career development How?

Performance appraisal is a process where a supervisor or manager evaluates an employee’s work against

expectations, competencies, and objectives over a certain time period 1. The purpose of the appraisal is to provide

constructive, actionable feedback and to recognize strengths and problems 1. Performance appraisal can be done

annually, semi-annually, monthly, or weekly depending on the organization 1. It can be helpful for an employee’s

career development in several ways. Here are some of them:

1. Identifying strengths and weaknesses: Performance appraisal helps identify an employee’s strengths and

weaknesses. This information can be used to create a development plan that focuses on improving the

employee’s skills and knowledge 1.

 2. Setting goals: Performance appraisal can help set goals for the employee. These goals can be aligned with

the organization’s objectives and can help the employee grow in their role 1.

3. Providing feedback: Performance appraisal provides feedback on an employee’s performance. This

feedback can be used to improve the employee’s performance and can help them understand how they

are doing in their role 1.

4. Career planning: Performance appraisal can help an employee plan their career. The feedback and goals

set during the appraisal can be used to create a career development plan that aligns with the employee’s

aspirations and the organization’s objectives 1.

5. Motivation: Performance appraisal can be a source of motivation for employees. It recognizes their

achievements and provides them with a sense of accomplishment 1.

Overall, performance appraisal can be a valuable tool for an employee’s career development. It provides feedback,

sets goals, and helps identify areas for improvement. By using this information, employees can grow in their role

and achieve their career aspirations.

10 method of job evaluation with suitable example) describe the mechanism of analytical.

Analytical job evaluation is a method of evaluating jobs based on their individual characteristics. This method

involves breaking down a job into smaller components, such as responsibility, decision-making, and required

knowledge and skills, and then comparing them to other jobs. This approach makes it easier to compare jobs and

determine their relative worth. There are three prominent analytical approaches: point-factor rating, analytical

matching, and factor comparison 1.

Point-factor rating is one of the most common forms of analytical job evaluation. It involves breaking down jobs

into several factors, such as responsibility, knowledge, and skill, and assigning each factor a specific maximum

points score based on its importance. Each factor is then scored based on the level of each factor in the job. The

scores are then added together to determine the overall value of the position 1.
For example, let’s say we have two jobs: a software engineer and a marketing manager. The software engineer’s job

requires a high degree of technical knowledge and skill, while the marketing manager’s job requires a high degree

of creativity and communication skills. Using point-factor rating, we would break down each job into several

factors, such as knowledge, skill, and responsibility, and assign each factor a specific maximum points score based

on its importance. We would then score each job based on the level of each factor in the job. The scores would be

added together to determine the overall value of each position 1.

11) 360 degree appraisal method is an effective performance method for mid level managers why ? justify your

answer

The 360-degree appraisal is a performance review process that gathers feedback from multiple sources, including

superiors, peers, subordinates, and clients 1. This multi-rater feedback system provides a holistic view of an

employee’s performance and helps organizations gain valuable insights into organizational leadership, team

functions, and overall company culture 1.

The 360-degree appraisal method is particularly effective for mid-level managers because it allows them to receive

feedback from multiple sources, including their subordinates and peers 1. This feedback can help managers identify

their strengths and weaknesses, improve their leadership skills, and develop a better understanding of their team’s

dynamics 1.

Moreover, the 360-degree appraisal method is an anonymous process, which encourages employees to provide

honest and constructive feedback without fear of retaliation 1. This feedback can help managers identify areas for

improvement and take corrective action to address them 1.

In conclusion, the 360-degree appraisal method is an effective performance review process for mid-level managers

because it provides a holistic view of their performance, helps them identify areas for improvement, and

encourages honest and constructive feedback from multiple sources 1.