Employees Separations MCQ Quiz - Objective Question with Answer for Employees Separations - Download Free PDF

The correct answer is - Participation and involvement of employees

Key Points

• Participation and involvement of employees
  • Employee participation in decision-making processes and change initiatives fosters a sense of ownership and reduces resistance.
  • When employees are actively involved, they are more likely to understand the benefits and align their efforts with the organizational goals.
  • Involvement promotes trust, reduces uncertainty, and ensures smoother implementation of changes.
  • This is considered a strategy to overcome resistance, rather than a factor that contributes to it.

Additional Information

• Factors that increase resistance to change
  • Lack of communication: Poor communication leads to misunderstandings, fear, and mistrust regarding the change process.
  • Rapidity and extent of change: Major or rapid changes can overwhelm employees and create resistance due to lack of preparation or adaptability.
  • Group resistance: Groups within the organization may resist change collectively due to shared beliefs, norms, or fear of losing their identity.
• Strategies to reduce resistance
  • Involve employees in planning and decision-making.
  • Provide clear and consistent communication about the purpose and benefits of the change.
  • Offer training and resources to equip employees for the transition.
  • Address concerns and provide support to overcome emotional and psychological barriers.

The correct answer is - Participation and involvement of employees

Key Points

• Participation and involvement of employees
  • Employee participation in decision-making processes and change initiatives fosters a sense of ownership and reduces resistance.
  • When employees are actively involved, they are more likely to understand the benefits and align their efforts with the organizational goals.
  • Involvement promotes trust, reduces uncertainty, and ensures smoother implementation of changes.
  • This is considered a strategy to overcome resistance, rather than a factor that contributes to it.

Additional Information

• Factors that increase resistance to change
  • Lack of communication: Poor communication leads to misunderstandings, fear, and mistrust regarding the change process.
  • Rapidity and extent of change: Major or rapid changes can overwhelm employees and create resistance due to lack of preparation or adaptability.
  • Group resistance: Groups within the organization may resist change collectively due to shared beliefs, norms, or fear of losing their identity.
• Strategies to reduce resistance
  • Involve employees in planning and decision-making.
  • Provide clear and consistent communication about the purpose and benefits of the change.
  • Offer training and resources to equip employees for the transition.
  • Address concerns and provide support to overcome emotional and psychological barriers.

This is a barrier to advancement to the higher levels of the organisation for women and minorities is glass ceiling. Glass ceiling is a term used as a simile for the unseen yet consequential barrier that prevents a certain set of individuals from ascending hierarchy, especially in the corporate sense, irrespective of their qualification or contribution.

Their knowledge and skills are explicit and easy to codify factor does not contribute to the distinctiveness of knowledge workers.

Strikes and lockouts are not the symptom but results of industrial unrest.  The term industrial relations explain the relationship between employees and management which stem directly or indirectly from union-employer relationship.

The causes for unsound functioning of India Trade unions are multiple unions, Category-wise unions and Intra & inter union rivalry.

Process of separation separates employee from the organization when employee leaves the job from the organization. End of service contract with particular organization is called as separation.

Industrial Disputes Act of 1947 specifies conditions for lock outs, layoffs retrenchment and closures of enterprise. The objective of the Industrial Disputes Act is to secure industrial peace and harmony.