1. 5 IDENTIFY THE PRINCIPLES FOR COORDINATION: Principles of direct contact-there are straight connection between administrators and dependents and the result will be virtuous affiliation between them. Principle of continuity– it is not a erstwhile commotion. The progression of synchronization flinches when the association twitches and it’s endure until the association be existent. Principle of reciprocity-the arrangements of all the general public of association are inter-related in. so the pronouncements of one somebody will disturb to all other persons on an association. PAST AND CURRENT RELEVENCE TO MGT EFFECTIVITY: Perpendicular synchronization can be designated as cable of guidelines which is in mandate. in this management statement between companies and supervise is made by consultant who helps in accomplishing administrative goal. On the other hand in straight management there is announcement between sectors to constituent part. TASK 2 2. 1 RELEVANCE AND APPLICATION OF THE MOTIVATION THEORIES 2. 1. 1 –Humanistic Motivational Theory, Incentive Theory Relevance: Humanistic theory is the most well-known theory of motivation. According to these theory human is ambitious to perform their best potential and will always do so unless difficulties are placed in their way. These obstacles include food and shelter, financial problems. The relevance of incentive theory people is motivated to do things in the workforce because of external rewards like money, reward. This theory describes that particular motivation. Application: These theories can be used by the management employers to check the performance of their staff. Employers also understand that their staffs have number of needs that they want to be filled. This way the management comes aware of his responsibility to satisfy these needs. Expectancy theory, Equity theory Relevance: Expectancy theory is best described as process theory. it explains why individuals choose one behavioural options over others because they believe that their decision will lead them their desires. The concept of equity theory is that people get their job satisfaction by analyse their inputs and outputs with other people in the same workforce. Application These theories can be used as consideration example in workforce. it will very helpful for people who are doing their job very hardly. 2. 2MANAGERIAL APPROACHES TO MOTIVATION AND THEIR DISTINCTIVE CONTRIBUTIONS 1 Pay and job performance The main contribution of this approach is that it defines the belief in the employees that if they give outstanding performance in their organization then they will get some rewards. 2 Quality of work life programs The contribution of this approach is to describe the ways and programs so employees make their working life better. 2. 3POSITIVE OR NEGATIVE IMPLICATION OF THE SOME MANAGEMENT STYLE IN RELATION TO MGT PRATICE: Autocratic style: manager takes all the important decision without involvement from workers. Positive implication: decision making very quickly. Controlling large number of low skilled workers. Negative implication: one way communication. The staff would like to give new ideas to management but this creativity is not respected by the managers. Participative style: managers expect lots of feedback from their staff before coming to a conclusion and making a decision. Positive implication: two way communication to motivating. This is problem solving process and openness to new ideas can result in innovation. Negative implication: this is very slow down decision making process. Still quite dictatorial and autocratic style of management. 2. 4 EXAMINATION OF JOB DESIGN FOR MARKETING MANAGER Motivational effects: in terms of characteristics the motivational effect is very high and very exciting, in this task people from various culture involved. And they will get chance to share their views an get chance to gain knowledge. in terms of personal individual don’t get chance to mingle with other people. They have to do their things itself What are the implication of the job design for management The implication of the job design for management depends on capability. The organization looks for the most capable person to handle problems. The thing that is more demanding and needed mostly on the job design is not only the business skills. A person who is cultured and worldly is more entailed on the job design. 2. 5 SOCIAL INFLUENCE ON INDIVIDUAL WORK EFFECTIVENESS AND MOTIVATION Social influence like values, rules, customs which effect work effectiveness and motivation. People have their own way to working and solve problems. The management should conscious to these matters. The team leader should know that every member has its own personality and skills. And no one wants to change his/her beliefs for the team. Rather everyone should learn something new from other culture. TASK 3: 3. 1 LEADERSHIP VS. MANAGEMENT The role of a leader is to set new vision for the company. Leader focus on people. On the other hand, the role of the manager the manager focuses on systems and structure. The manager relies on control. 3. 2IMPACT OF MGT AND LEADERSHIP ROLES ON ORG. STRUCTURE Leader is responsible continually analysing and developing the organizations effectiveness and ability to meet the needs of its members. The manager is the one who implement the plans made by leader. 3. 3COMPARE TWO DIFFERENT LEADERSHIP STYLES AND IDENTIFY AND CONTRAST LEADERSHIP STYLE | DIFFRENCES | SIMILARITIES | ATTRIBUTES | SKILLLS | STRENGTHS | WEAKNESS | Democratic | Democratic style follows people suggestions. A visionary leader is who turn his colleagues towards a common goal. | These both style working for people and organization in different working way. | Encourage employee to be part of decision making, creativity is encouraged. | Staff members involves in decision making. | Increase employee motivation and commitment to the decision making. | It takes time for decision making. | visionary | People share information openly. Motivating people | Leaders must have convincing power. | Definite and clear vision. | Sometimes leader have all the power. | |