HUMAN RESOURCE MANAGEMENT

Assignment for Final Exam

Supervised By
Sir JQM Habibullah
faculty of
HUMAN RESOURCE MANAGEMENT
Southeast University

Submitted By:
MD.SHARIFUL ISLAM
ID NO.: 2019110005007
PROGRAM: MBA (FRIDAY)
SECTION: 2/7
COURSE CODE: HRM 5185/518
SEMESTER: SPRING – 2020

Submission Date: June 4,2020

 Southeast University
Spring 2020
Human Resource Management
HRM 5185/518
Section: 2/7
Examination: Final

Answer to the ques:2

Report on
“Managing Conflict in Your Organization to Improve
Employee Relation”

Date: 04 June 2020

Organiztion: XYZ ,Ltd

Summary
Every organization encounters conflicts on a daily basis. The conflicts cannot be
avoided, but it is possible to manage them in a way that we recognize them on
time. It is necessary to continuously track the organizational signals which point to
their existence. If we do not react duly, this can lead to the situation that the
conflict itself man-ages the organization. One of the more important
determinants of productivity, efficiency and performance, and finally job
contentment is also the conflict as an independent variable of organizational
behavior. By systematic research of organizational behavior we want to make a
positive influence on dependent variables, but first we have to understand and get a
good insight into individual elements of organizational behavior. By this paper we
want to brighten the meaning of conflict on the organization, the conflict process
and possible conflict management styles. We will show the relationship between
the level of conflict and the impact on the organizational performance. The here
mentioned facts are also tested on the research of conflict management styles,
which are used by the employees in the four monitored Slavonija Baranja
organizations, and we will also present their view on conflict and how much does
the same have influence on successful course of business of their organization.

Keywords:
 Conflict
 management styles,
 organization,
 organizational behavior
1. Understanding conflict:
Conflicts are an everyday phenomenon in each organization. Conflicts are
impossible to avoid, but it is possible to manage them in a way that we recognize
the conflict symptoms in time. It is necessary to continuously track the
organizational signals, which point to their existence. In case we do not react in
due time, this can lead to a situation where the conflict itself manages the
organization. Problems mostly occur in those organizations where the business
results directly depend on collaboration, team work and creativity, and where
having only the results in mind, Disagreement which occurs when goals, interests
or values of various individuals or groups are incompatible, and those people block
each other’s efforts for accomplishing goals is called organizational conflict3.
Reduction of work performance efficiency, reduced communication among
employees, motivation fall and ultimate employees’ dissatisfaction are only some
of the numerous negative consequences of conflict. But the conflict itself does not
have to be negative; the majority of conflicts can in fact be an excellent ground for
accomplishment of better business results, and an impulse for changes and growth
of the organization itself. Duly recognition and adequate conflict management can
lead to series of positive effects like stimulation of creativity and innovation within
the company, stimulation of changes towards work quality improvement, reduction
of incurred tensions etc.

2. Process of conflict:
Process of conflict consists of 4 stages or levels of conflict according to which
the development of relationships between the sides involved in conflict 8 is shown.
The first stage is also called as latent stage in which certain characteristics, like
communication, structure and personal variables, can lead to conflict. It is
important to point out that it is not necessary to have the simultaneous occurrence
of all three factors (conditions), but occurrence of just one. Communication in
organization is very important, in case there is lack of communication in the
organization this can lead to conflict. But also to much communication, as well as
obstacles in communication, possible lack of understanding or noise in the
communication channel can produce conflict as a consequence. The second stage,
cognition and personalization stage represents the outcome of the impact of first
phase factors. We distinguish two sub stages in this stage:
 perception of the participants in conflict – which does not mean that conflict
has occurred, not until there has come to articulation of feelings and
expression of awareness of conflict, can we say that the conflict itself
occurs.
 In the third stage there comes to conflict manifestation.
3. Conflict management styles:
The success of the organization depends on the ability of conflict recognition
And the very way of conflict management. Conflict management implies
integration of all factors which can contribute to conflict resolution or its
prevention. Those factors are improvement of communication and practicing
discipline in the organization, as well as having in mind the life phases of
parties included9. Different authors know about various approaches to conflict
management. Besides five typical approaches and strategies on conflict
management which we will show and explain, it is important to point out that an
important role bears also the organization itself as he third party in conflict. The
organization appears as the mediator between adversaries or as arbitrator. This
third party in organization are managers which by using their experience have to
constantly develop new strategies and tactic for conflict resolution by using
their experience. Moreover, it is generally acknowledged that conflict represents
the most severe test of manager’s interpersonal skills10.

Dominance - it occurs when the cooperation is extremely low, and the persistence
in satisfying of personal interests high. By this strategy conflict is resolved in a
way to satisfy the needs of one party damaging the other party involved in the
conflict.
Integration – cooperation is high, as well as the persistence in satisfying of
one’s own needs, so there is to be sought for the appropriate solution for all parties
involved in the conflict.
Compromise – there is an equal wish for medium level of cooperation and
persistence in satisfying of one’s personal needs, so the conflict is resolved so that
each party involved in conflict gives up the part of the value.
Avoiding – when the cooperation as well as persistence in satisfying of one’s
personal needs is very low. In that case the conflict resolution will be solved by
withdrawal or repression of conflict.
Cooperativeness – the readiness for cooperation is extremely high, and the
conflict is resolved by putting

ABSTRACT:
The business has become more competitive in the present era. Globalization,
privatization and liberalization have brought the sea change in the business
organization. The employees relationship management has emerged as one of the
important tool for motivating employees and enhancing their satisfaction.
Increased competition, changing customer needs, influence of technology and
changing
Business environment has posed many challenges before management. The
employee relationship management is a human resource management aspect that is
influencing performance of small and large organizations in the 21st century
(George & Jones, 2008). This study aims to find out the perceived relationship
between employee relations management practices and job satisfaction among the
employees working in some selected small and medium enterprises located in
Dehradun, district of Uttarakhand State. Descriptive Study was done. In a survey
of 167 employees, it was found that there is strong relationship between ERM
practices and employees job satisfaction.

Keywords:
 Employee Relationship Management,
 communication,
 trade union,
 conflict management,
 grievance management,
 job satisfaction.

CHART: Employee factor towards Conflict Management

Deviation

conflict 1
3
conflict 2
conflict 3
2

0
factor 1 factor 2 factor 3 factor 4

From the above chart, it is clear that the highest rated factor with mean 3.1678 was
managers always seek
consensus with employees during conflict resolution. The least rated factor with
mean 2.9371 was appropriate parties are involved in conflict management forums
between the employer and employees and so on.

DISCUSSION AND CONCLUSION:

The purpose of this study was to determine the perceived relationship between
employee relations management practices and job satisfaction. The findings of the
study showed that there is a high level of job satisfaction in respect to how
disciplinary issues are handled although a level of dissatisfaction is evidenced in a
number of factors. The study revealed that there is also job satisfaction on issues
regarding conflict management ,trade union and communication between the
employer and the employees ,Employee Empowerment and Involvement
and Encouragement of employee suggestion even though a few factors had a low
level of satisfaction. Results also revealed that Encouragement of employee
suggestion has a negative relationship with Job satisfaction. Thus, ERM practices
have positive effect on the employees' Job Satisfaction in Small and Medium
Enterprises in Dehradun. Organizations are realizing that Employee Relationship
Management helps them to build stronger relationship with employees. As such
ERM can build and enhance relationships and reinforce commitment to
the company and improve the employees' job satisfaction. From this research it
becomes evident that ERM can bring benefits for organizations. ERM can work by
strengthening and increasing the relationship between organizations and their
employees. The results of the research reveals that if Employees Relationship
management practices i.e. Discipline, Conflict management, Trade Union,
Communication, Employee Empowerment and Involvement and Encouragement
of employee suggestion are implemented in organizations and managers give it
high attention it can enhance ERM status in organizations and help employees in
getting satisfaction from their job. Thus, it emphasizes on performance, growth and
development.
 Ans to the ques:3(a)

NOTICE OF THE 6th BOARD OF DIRECTORS MEETING XYZ. BANK

LIMITED.

Date: 14 June 2020

Ref no:……………
XYZ.Bank limited.
Head office , Motijheel
Dhaka.
To,
Mr/Mrs………….

Notice: To be held the 6th board of directors meeting on 14 June 2020.

Dear sir,
Pursuant to the companies Act ,1994 Notice is hereby given that the 6 th board of the
directors meeting of the company will be held on Sunday 14 June 2020 at 3 PM at the
Head office of the company to discuss the following agenda .

Agenda:

 To approve the revised pay scale of the Company.

 To approve the revised employee service rules of the Company.
 To approve the promotion policy.
 To approve the leave policy.
 To approve the increment policy.
 To approve the revise service rules.
 Date of the next board of directors meeting.

All the members of the board are requested to attend the meeting in time.

By order of the board

Company secretary.
 Ans to the ques:3(b)

Introducction:

 Board meeting are meeting at the highest level is a meeting

where board members or directors or their representatives are
present . A bank is not an actual entity but a legal one so it can
not take actions and make decisions .The board of directors act as
agents through which the bank take actions as well as make
decisions.

 The board of directors is the supreme authority is a bank and they

have the powers to take all major actions and decisions for the
bank.The board is also responsible for managing the affairs of the
whole bank.

Notice of the board meeting :

 The notice of board meeting refers to a document that is sent

to all directors of the bank.This document informs the
members about the venue ,date, time, and ,agenda of the
meeting . At least 7days before the notice to be served to the
directors.

Participation in board meeting:

 All directors are encouraged to achively attend board

meetings and in case that is not possible at least attend the
meetings through a video conference . This is so that all
directors can take past in the decision making process.
Agenda:

 Confirmation of the minutes of the board meeting.

 Revise pay scale .
 leave policy.
 promotion policy.
 increment policy.
 Date of the next board meeting.
Duties of directors:

 The duties of directors and the board are primarily responsible

for leading the organization on behalf the stakeholders. They
are responsible for ensuring the legal entity of the bank.
Unless the common law directors have to be honest ,exercise
delicacy and skill while dealing with banking issues .while
working on behalf of the bank they decide bank’s goals and
priorities. Directors also carry out effective risk management
assessment. They are to obey the code of cconduct strictly.

Role of secretary in the company:

 A company secretary is a senior level employee in a company

who is responsible for the looking after the administration of
the company .The company secretary takes care of all the
compliances with statuetory and regulatory requirements .The
role of secretary is three field; statutory office , coordinator,
administrative officer.

Role of Chairman & Vice Chairman:

 The board chair is often sees as a meeting facilitator. In reality

the board chair responsibilities are greater than that, he
maintains focus on what is best for the company .Facilitates
good board leadership and governance sets the tools for the
meetings. Working collaborately with the MD ,the board
chair makes the board culture.

Role of manging director :

 A managing director is someone who is responsible for the

daily operations of a company. As a member of senior
management , the managing director is also expected to keep
a company solvent and to promote expansion and innovation
with in the industry.
 Preparation of the meeting
Notice of the board meeting :

 For a board meeting to be valid , it is necessary that a notice

of the meeting is issued to all the directors of the company.
This notice should mention the date ,time , place ,of the
meetings and the business to be transacted company
secretary issued the notice. After discussion with managing
directly and the chairman of the board , secretary issued the
notice.

Detailed preparation by managing director:

 Managing director takes detail preparation for the BOD

meeting.He along with his CEO, Head of HR , Company
secretary and employee sits for detailed preparation
following the service rules of the company , Company law
and other relevant aspects and prepare detailed for the
meeting.

Conduct of the meeting:

 With the introductory speech and recitation from Holy

book chairman open the meeting . There after with the help
of company secretary the managing director start with the
agendas . First agenda being the confirmation of the last
minutes of the meeting . Thereafter one by one other
agenda being discussed . Company secretary takes the role
of it and write down the decisions of the respective
agendas.The company is required to have an accurate
summary of the minutes of the meeting . Before starting of
the meeting an attendance is taken of the directors.

Approving the agenda:

 The chairman will ask the members to approve the agenda

.When a member request additions , the amendments or
deletions of the agenda , the amended agenda may be
approved without a vote.
Closing the meeting:

 To close the meeting , the chairman thanks the board

members and declares the meeting adjourned . As a final or
important step the chairman should follow up with the MD
and review any aspects of the meeting that they need to
discuss prior to the secretary writings the formal record of the
meeting.