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Question 1:
(a) Distinguish between monitoring and assessment. Support your answer by giving one example of each.
(b) Write short notes on the two types of assessment.
(c) Discuss the importance of assessment to you, as supervisors.
Question 2:
There are many different styles and theories of leadership which a supervisor/leader we studied in ‘Supervision and Leadership'. Write in detail on any two of them which will assist you in your task as supervisors. Provide evidence from your field of work wherever possible.
Question 3:
(a) Define ‘change'.
(b) Mention the two sources of change.
(c) What are the two forms of change?
(d) Suggest reasons why people fear change and how would you as supervisors assist your staff in overcoming their fear of change.
Question : OSHU is a consulting firm providing professional advice and support services in the field of Occupational Safety and Health to client organizations, both in the publ
all
What are the objectives of organisational development? Objectives of Organisational Development (OD) are as follows: 1. Enhancement in the performance of the organisation.
What are the techniques used for data mining? Statistical techniques, e.g., regress ional analysis, discrimination analysis, factor analysis, principal component analysis, wor
The literal meaning of the compensation is to counter balance. In the case of human resource management, compensation is referred to as money and other benefits by an employee for
Explain FIVE main disadvantages of an organisational policy of HR succession planning. Organisational size Succession planning is unrealistic for most organisations and on
Explain Memorandum and Purpose for writing Memorandums? • Memorandums are notes that are written to people who work in the same organization of office. • Purpose for writing M
detail out issues a reward strategy should deal with
As simple observation will not capture the complex leadership developed by effective leaders, interview the leader. Ask them to describe their leadership style, behaviours, traits
effective human resource management depends upon sound reward system comment
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