DHRM303 EMPLOYEE RELATIONS MANAGEMENT

Description

SESSION	JULY-AUGUST 2025
PROGRAM	MASTER OF BUSINESS ADMINISTRATION (MBA)
SEMESTER	III
COURSE CODE & NAME	DHRM303 EMPLOYEE RELATIONS MANAGEMENT

 

 

Assignment Set – 1

 

Q1. Briefly describe the following concepts:

1. a) Charles Handy’s model of organisational culture
2. b) Robert A. Cooke’s model of organisational culture 5+5

Ans 1.

1. a) Charles Handy’s Model of Organisational Culture

Charles Handy’s model of organisational culture is one of the most influential frameworks that classifies workplace culture into four distinct types based on power distribution, control mechanisms, and employee relationships. According to Handy, every organization develops a dominant culture that shapes how people interact, make decisions, and accomplish goals.

Power Culture

The first type is Power Culture, symbolized by a “web.” In this culture, power is concentrated in a few individuals, often at the top. Decision-making is centralized, and success depends on the leader’s authority. Such cultures are found in small entrepreneurial firms or family-run businesses where

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Q2. Discuss in detail any five different leadership styles with suitable explanations. 2+2+2+2+2        

Ans 2.

Autocratic Leadership Style

Autocratic leadership, also known as authoritarian leadership, is characterized by centralized decision-making, where the leader retains complete control over policies and processes. Leaders in this style expect strict compliance and rarely encourage employee participation. This style is effective in situations

 

 

Q3. Define organisational discipline. Elaborate on any two types of organisational discipline with examples. 5+5     

Ans 3.

Organisational Discipline

Organisational discipline refers to the systematic adherence to established rules, policies, and behavioral standards within a workplace. It ensures order, harmony, and efficiency by regulating employee actions in line with organizational objectives. Discipline creates a framework where employees understand their duties, respect authority, and maintain decorum. The achievement of coordination, the prevention of misconduct, and the development of a professional working

 

Assignment Set – 2

 

 

Q4. Define organisational justice. Discuss in detail the various types of organisational justice with suitable examples. 5+5           

Ans 4.

Organisational Justice

Organisational justice refers to employees’ perceptions of fairness within the workplace, particularly regarding decision-making processes, resource distribution, and interpersonal treatment. It reflects how individuals judge whether their organization treats them equitably and ethically. The concept plays a crucial role in shaping employee satisfaction, trust, and commitment. When employees feel they are treated fairly, they demonstrate higher engagement, loyalty, and productivity. Conversely, perceptions of injustice can lead to dissatisfaction,

 

Q5. Write brief notes on the following:

1. a) The Minimum Wages Act
2. b) The Industrial Disputes Act 5+5

Ans 5.

(a) The Minimum Wages Act, 1948

The Minimum Wages Act, 1948 is a fundamental labor legislation enacted in India to ensure that workers receive fair remuneration for their work. Its objective is to prevent exploitation by prescribing the minimum rate of wages that must be paid to employees in both organized and unorganized sectors. The Act empowers both the Central and State Governments to fix and periodically revise minimum wage rates for different types of employment based on skill level, nature of work, and regional cost of living.

The law covers various

 

Q6. Explain the concept of a trade union. Discuss the key reasons why employees choose to join trade unions?            5+5

Ans 5.

Trade Union

A trade union is an organized association of workers formed to protect and promote their collective interests concerning employment, wages, working conditions, and benefits. Trade unions act as a bridge between employees and employers, ensuring that workers’ voices are represented in negotiations and policymaking. They play a vital role in maintaining industrial democracy, preventing