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MGMT628 Assignment No. 1 Fall 2011 - solution soon

Monday, November 14, 2011 Posted In Edit This
Many organizations were downsized during the recession of 2008-2009. Thousands of employees have been laid off in days. It was a matter of time that the whole organizations were dissolved and every one was demanding bail out package from government. What more could be worse those governments themselves were out of money and in fact governments were thinking how to bail out themselves. It was chaos! Among one of them was Z-S Manufacturing.

Z-S manufactures electronic tubes of television. Z-S was also feeling the heat of recession as its operating time was reduced by 60 % during this recession. It seems that they have no choice other than organizational restructuring which means laying off the employees. The news of organizational restructuring has built the tension between labor and management. Employees have stopped working and the organization was facing continuous loss. The CEO, Mr. Bill, was against the restructuring and believed that employees were the assets of an organization rather than an expense. Therefore, he came up with an innovative plan.

He suggested a job sharing system, which later came to be called as "Switch Shift System". This system proposed to change the complete shift after some days. Some senior organization members predicted that this system could lead the organization towards even greater financial crisis. Nevertheless, Mr. Bill believed and respected the basic human principle (secure and respectable job) would overcome the costs.

 Under the system, a team worked for four days, from 9:00 am to 9:00 pm and another team worked the night shift for four days, from 9:00 pm to 9:00 am. After four days, another two teams will take over two shifts and previous teams will have four days off. This means rest of 3 days and 1 day of paid training.

 Initially, employees opposed to the Switch Shift System because they thought that their wages will be reduced because there will be no overtime. However, they accepted the system as situation got worse.

 The Switch Shift System started to show positive results. There was a huge jump in the productivity of the employees. Employees who didn't have time for long rest now they had enough time for continuous learning and development and all this was happening without halting the production lines or firing any one. As a result of this system, profits were doubled from U.S. $342 million to U.S. $684 million. But, this system reduced working hours by 150 hours per year and salaries were increased by 8 %.

Question:
1) If this kind of system is so profitable and useful then why isn't it more widely used?
2) What are the hazards that prevent such a system from implementation in a company?

Mgmt623 Leadership and Team Management Assignment No. 1 Fall 2011 - solution soon

Monday, November 14, 2011 Posted In Edit This
SEMESTER FALL 2011
"Leadership and Team Management (MGMT623)"
Assignment No. 1
Due Date: 16 Nov 2011

Assignment
Case: The New Head:

It took the board of trustees of Rahmat Eye Hospital almost eleven months to choose a new administrator. Their final choice was Murad Hassan, an associate administrator at a large health-care facility in Islamabad. The initial list of candidates included twelve administrators from other hospitals and health-care units throughout the country, as well as 148 other candidates with varying degrees of health-care experience and education.

One of the primary reasons to choose Murad Hassan was his success; he has had in implementing a number of significant changes in his health-care facility. Over the objectives of many of the personnel, Murad Hassan led the battle to computerize the system. There are now computers in every room of the department and patient information is entered and retrieved directly from these machines.

The cost of this innovation was high, but the reputation of the health-care facility rose dramatically and Murad Hassan wound up being interviewed on a number of local and national TV programs. Another of Murad's strong points, to put it in the words of one of the trustees, is that he "looks like an administrator and acts like one." Another said he has "presence." A third said, "When he talks to you, you know that he is in charge. He has 'administrator' written all over him."

These comments explain why Murad Hassan was chosen for the job. However, there are some people on the board who believe he may not be the best person for the job. One who has had doubts expressed them this way, "He is pre-occupied with his task compliance, but I don't know how well he interacts with people. He is very clever in getting himself involved in activities that help focus the spotlight on him. However, he has never had to deal with a human relations problem. He spends most of his time dealing with technical problems and trying to figure out ways to hold down operating costs. That's all well and good, but there is more to an administrator's job than that. We are looking for someone who can interact well with the public, deal with a variety of different groups including trustees, doctors, nurses, and other support personnel, reduce costs, and help the hospital gain a national reputation. I just hope he's up to it."

Questions
1. Have the trustees allowed trait theory to influence their decision? Explain.
2. In your opinion, Murad Hassan possesses which type of leadership behavior according to Michigan studies.

Mgmt623 Online Quiz Fall 2011 Announcecd

Tuesday, November 01, 2011 Posted In Edit This
MGMT623 Quiz no 1


Nov 01, 2011 12:00 AM to Nov 02, 2011 11:59 PM

MGMT627 Project Management Assignment No. 1 Fall 2011 - solution soon

Thursday, October 27, 2011 Posted In Edit This
Case: 
The board of directors of a local not-for-profit organization that collects and buys food and distributes it to people in need is having its September board meeting. Sitting in the conference room are Mr. Basit, the board chairperson, and two board members, Ms. Robina and Mr. Salman. Mr. Basit announces, "Our funds are almost exhausted. The demands on the food bank and kitchen have been increasing. We need to figure out how to get more funds." 

"We have to have a fund-raising project," responds Ms. Robina. 

Mr. Salman suggests, "Can't we ask the local government if they can increase their allocation to us?" 

"They're strained. They may even cut our allocation next year," replies Mr. Basit. 

"How much do we need to get us through this year?" asks Ms. Robina. 

"About 1 million Rupees," answers Mr. Basit, "and we are going to start needing that money in about two months." 

"We need a lot of things besides money. We need more volunteers, more space for storage, and another refrigerator for the kitchen," says Mr. Salman. 

"Well, I guess we can make that all part of the fund-raising project. This is going to be fun!" says Ms. Robina excitedly. 

This project is growing. We'll never get it done in time," Mr. Basit says. 

Ms. Robina says, "We'll figure it out and get it done. We always do." 
"Is a project what we need? What are we going to do next year – another project?" asks Mr. Salman. "Besides, we're having a hard time getting volunteers anyway. May be we need to think about how we can operate with less funds. For example, how can we get more food donation on a regular basis so we won't have to buy as much food?" 

Ms. Robina jumps in. "Great idea! You can work on that while we also try to raise funds. We can't leave any stone unturned." 

"Time out," says Mr. Basit. "These are all very good ideas, but we have limited funds and volunteers and a growing demand. We need to do something now to make sure we don't have to close our doors in two months. I think we all agree we need to undertake some type of initiative. But I'm not sure we all agree on the objective." 

Questions: 
1. What are the needs that have been identified? 
2. What is/are the project objective(s)? 
3. What are the risks involved in the project?

MGMT628 Organizational Development GDB No. 1 Fall 2011 solution

Tuesday, October 25, 2011 Posted In Edit This
Organizational Development (MGMT628)”
This is to inform you that Graded Discussion Board (GDB) has been opened according to the following schedule

Schedule

Opening Date and Time: 21 October , 2011
Closing Date and Time: 25 October , 2011 At 11:59 P.M. (Mid-Night)
Note: No extra or bonus/grace period is available for attempting GDB.

Discussion Question

Scenario: 
M/S Wanden manufactures air conditioners for cars. Engineering department at Wanden has a well organized system of “defect tracking” but top management has decided to enhance the defect tracking system further. Although the top management has assured the employees that the new system will be lot easier and will take less time as compared with the old one but their assurance could not convince the employees. They did not believe that the new processes would result in superior quality. Rather, employees were of the view that old system was working perfectly fine and changing that system would result in poor performance and damage the overall company’s image. Engineering department was performing the core function and therefore always regarded a higher status. Therefore, they always had an upper hand on any issue and they always had the final say over reporting defects. Changing this process caused the engineers to feel that their competence and capabilities were being questioned and their autonomy was in jeopardy. The reaction was constantly passive resistance.Time is flying and production backlog is building up due to the situation. Hence, Wanden will not meet the demand and lose orders, profit and eventually market share. Clock is clicking! 

Question: 
Suppose you are the GM of Wanden how would you implement the new change without compromisingthe concerns of Engineering Department? Answer should be precise and to the point.



Solution:


The G M has a responsibility to facilitate and enable change, and all that is implied within that statement, especially to understand the situation from an objective standpoint (to 'step back', and be non-judgmental), and then to help people understand reasons, aims, and ways of responding positively according to employees' own situations and capabilities. Increasingly the manager's role is to interpret, communicate and enable - not to instruct and impose, which nobody really responds to well.. 


u can also add some data from these steps


The four key factors for success when implementing change within an organisation are:


Pressure for change – demonstrated senior management commitment is essential


A clear, shared vision – you must take everyone with you. This is a shared agenda that benefits the whole organisation


Capacity for change – you need to provide the resources: time and finance


Action – and performance – “plan, do, check, act” – and keep communication channels open

Another Solution:


Being a GM of the company I would like to implement the new change which has for steps which can solve the every problem of the company like demand, production , profit performance and many other problems of that company


These seps for change are under hare. 


Identification: This step identifies the relevant people or groups who need to be involved in the change program. In many under organized situations, people and departments can be so disconnected that there is ambiguity about who should be included in the problem-solving process. For example, when managers of different departments have only limited interaction with each other, they may disagree or be confused about which departments should be involved in developing new product or service. 


Convention: In this step the relevant people or departments in the company are brought together to begin organizing for task performance. For example, department, managers might be asked to attend a series of organizing meetings to discuss the division of labor and the coordination required to introduce a new product. But this step is not important in this case . 


3. Organization: 
This is most impotent step in this cause because there is neeef of change. Different organizing mechanisms are created to structure the newly required interactions among people and departments. This might include creating new leadership positions, establishing communication channels, and specifying appropriate plans and policies 


4. Evaluation: In this final step the outcomes of the organization step are assessed. The evaluation might signal the need for adjustments in the organizing process or for further identification, convention, and organization activities.

Mgmt625 GDB Solution Fall 2011

Tuesday, October 25, 2011 Posted In Edit This
MANO-SALWA is a privately owned restaurant offering traditional food since 1970s, and is located in Lahore. Its specialty is Pakistani Cuisine and includes food items like Karahi, Tikka, Korma, Chargha, Biryani, Koftey, Handi, Rogni Naan, Parathy, Khameeri Roti etc. But it totally ignored the different continental items like Chinese Food, Italian Food, Thai Food and different other Fast Food items. During late 1990s, the taste preferences of consumers shifted towards the other non-traditional continental dishes. The CEO of MANO-SALWA observed a downfall in the revenues even the quality of its traditional items remained consistent for which it was renowned. CEO conveyed and discussed this observation with his managers and employees. 

Discussion Question:
This communication of revenue shrinkage is a trigger of which of the phases of Kurt Lewin Model of Change? Discuss and justify your choice with proper arguments.

Solution:

Unfreezing Technique
study and write in your own words understand the phases of Kurt Lewin Model 

Another Solution:


Mgmt625 GDB Solution


Unfreezing Technique
The freeze change model recognises that people like the safety, comfort and feeling of control within their environment. It also recognises that they derive a strong sense of identity from their environment.

Mgmt611 GDB No. 1 solution

Saturday, October 22, 2011 Posted In Edit This
Suppose you are working as a manager in multinational company and dealing with different working groups and teams successfully. You notice that Ahmed, one of your subordinates, performs well in team and displays his full energy for achieving goals but whenever he is assigned any task to get completed independently within specific time frame, he becomes hesitant, tries to avoid that task and becomes stressed out. Being a good mentor, what do you think why he shows such withdrawing behaviors in spite of performing well and which technique or tool you would use to control his stress and booming his potential to work independently?



IDEA SOLUTION


There is a lack of confidence in Mr. Ahmed so he is unable to perform well independently. Organization has certain expectation from Mr. Ahmed that he can perform better in team work so he will also completed tasks independently and all focus and concentration move towards Mr. Ahmed. Mr. Ahmed feels hesitation and loses its self confidence due to organizational demand.


Tool used for controlling stress:


Self Awareness:


With the help of this tool Mr. Ahmed can motivate itself and booming its potential to work independently. Self Awareness basically creates awareness about you. It tells how you judge yourself like your capabilities, skills, strength, leadership qualities and your weak areas. On the basis of this analysis you can motivate yourself and accomplish tasks in a better way.

Mgmt623 Online Quiz - Upcoming Quiz

Thursday, October 13, 2011 Posted In Edit This

MGMT623Quiz no 1Nov 01, 2011 12:00 AMNov 02, 2011 11:59 PM

Coming soon.....


be prepared yourself, you may download past SOLVED online quizzes from VUsolutions GURU Solved Quizzes and enjoy ur early preparation :-)

Mgmt623 GDB No. 3 solution

Monday, July 04, 2011 Posted In , Edit This
Semester “Spring 2011”
“Leadership and Team Management(MGMT623)”
This is to inform that Graded Discussion Board (GDB) will be opened according to the following schedule
Schedule
Opening Date and TimeJune 30 , 2011 At 12:00 A.M. (Mid-Night)
Closing Date and TimeJuly 04 , 2011 At 11:59 P.M. (Mid-Night)
Discussion Question

If you are applying for a position in a contemporary, high tech company; would it be better for you to describe yourself as a team leader or a solo leader? Explain your stance with proper arguments.


Instructions:
Read the following instructions before giving your comments on GDB
  • Your answer should be relevant to the topic i.e. clear and concise.
  • Your answer should be sufficient but not more than 300 words.
  • Do not copy or exchange your answer with other students. Two identical / copied comments will be marked Zero (0) and may damage your grade in the course
Solution:

To describe yourself as a team leader is better because only one person no longer can understand all matters which need attention and solution. Team leadership is the only way in which people shared power and ideas to achieve desire outcome. solo leader no more can adjust because solo leader only gives orders and there is no chance of creativity and effectiveness.To describe you as team leader is much better because main objective of team leader is to build effectiveness and efficiency as team leader focus on integrity, creativity, fairness and empower his members how to work as a team.Team leader helps to build trust and utilize feedback in real manners because appropriate feedback helps to resolve conflict and problem resolution.

Mgmt630 GDB Solution

Saturday, July 02, 2011 Posted In Edit This
scenario =1= falls in knowledge gap
scenario 2 falls in =current knowledge business link .

scanario 3=falls in future knowledge business link.

scenario 4 falls in =business gap.

Mgmt611 GDB - solution soon

Saturday, July 02, 2011 Posted In Edit This
Suppose the vast majority of company managers have high emotional intelligence. What would be the ultimate results of the managers’ emotional intelligence? How may this fact give the company a competitive edge?


Last Date 4 July 2011

Mgmt628 GDB No. 3 solution

Monday, June 27, 2011 Posted In Edit This
Semester “Spring 2011”
“Organizational Development (MGMT628)”
This is to inform that Graded Discussion Board-3 (GDB-3) will be opened according to the following schedule
Schedule
Opening Date and Time24th June, 2011 At 12:01 A.M. (Mid-Night)
Closing Date and Time27th June, 2011 At 11:59 P.M. (Mid-Night)
Topic/Area for Discussion
“ Interpersonal & Group Process Approaches”

Solution:

Characteristic
Team Type
Team to handle work overload

 Self managed team
Members of team are provided regular training to establish new skills
Functional team
Team ultimately loses its importance/ existence

  Virtual team
Diverse group of people with common goal
Cross functional team
::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::

There are certain types of “Teams”, with specific characteristics, that can be formed within organizations. Following are some characteristics of such teams. You are required to identify the correct type of team for each characteristic.

Characteristic

Team to handle work overload
Members of team are provided regular training to establish new skills
Team ultimately loses its importance/ existence
Diverse group of people with common goal
::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::

Please try to find out by your self this time......... exams paas hain thori tyaari ho jay gi....

1. Task Force - a temporary team assembled to investigate a specific issue or problem.

2. Problem Solving Team - a temporary team assembled to solve a specific problem.

3. Product Design Team - a temporary team assembled to design a new product or service.

4. Committee - a temporary or permanent group of people assembled to act upon some matter.

5. Work Group - a permanent group of workers who receive direction from a designated leader.

6. Work Team (also called Self-Directed Work Team or Self-Managed Work Team) - an ongoing group of workers who share a common mission who collectively manage their own affairs within predetermined boundaries.

7. Quality Circle (today also under various other names) - a group of workers from the same functional area who meet regularly to uncover and solve work-related problems and seek work improvement opportunities.

The name of the group or team type is less important than the purpose for which it exists. These names simply give us a common language to help us define team types.
::::::::::::::::::::::::::::::::::::::::::::::::::::::::::

Primary groups
• Groups consisting of intimate, face-to-face interaction and relatively long-lasting relationships.
• Expressive needs intimacy, companionship and emotional support, provided by primary groups.
Secondary groups
• Groups with large membership, less intimate and less long lasting.
Reference groups
• Serve as a standard evaluating values, attitudes, and behaviors.
In-group
• An in-group is a social group towards which an individual feels loyalty and respect, usually due to membership in the group. This loyalty often manifests itself as an ingroup bias. Commonly encountered ingroups include family members, people of the same race or religion.

Out- group
• An out-group is a social group towards which an individual feels contempt, opposition, or a desire to compete. Members of out-groups may be subject to out-group homogeneity biases, and generally people tend to privilege ingroup members over out-group members in many situations.

Social Groups
• While all groups will have both social and task dimensions, some groups are predominantly social in their orientation. Examples of these groups would be families and social clubs. These groups provide for our safety and solidarity needs and they help us to develop self- esteem.
::::::::::::::::::::::::::::::::::::::::::::::::::

Make your own idea
The four most common types of teams you're likely to find in an organization:
1. problem-solving teams
2. self-managed work teams
3. cross-fictional teams
4. virtual teams.
:::::::::::::::::::::::::::::::::::::::::::::

Mgmt625 Assignment No. 2 solution

Friday, June 24, 2011 Posted In , Edit This
Semester “Spring 2011”
“Change Management (MGMT625)”
Assignment No. 2 Marks: 15

Solution:

Nadler’s requirements for organization change
For Nadler requirements for organizational change are three:
1. Motivating change
2. Managing the transition
3. Shaping the political dynamics of change

Nadler is a very well known figure in management research and consultancy. He recommended the following prerequisites for installing a change in an
organization.

1. Motivating Change (attitude-to-behavioral change approach)
It focuses on two method of manipulating attitude and behavioral change:
i) Persuasion / Cognitive / Emotional method (based on psychotherapy)
ii) Rational / Intellectual method (based on cost-and-benefit analysis method)
Hence managers get motivated on the above identified ways ad means.

2. Managing the Transition
Manager ought to develop switching skills in order to develop and acquire skills
and values of newer systems, processes, technologies, and even to new strategies.
Whenever an organization is in transition,
It means that managers and organizations have to bear the burden of both
systems; newer and the older one. In this situation a balance is required for
achieving the harmony and smooth progression from turning one system to
another one is extremely difficult. This has been earlier explained to you in
details.

3. Shaping the political Dynamics of Change
When change occurs in an organization an environment of politics emerge
automatically as change creates winners and losers. The results would be the
winners and losers will engage in organization conflict. So at this situation a
dominant condition of interest is required for resolution of the conflict.
Though it appears simplistic but the author analysis show that environmental
factors are more likely to pose potential threats to an organization’s well-being, while structural factors are an organization’s major means of achieving success or, at least, coping with threats.

:::::::::::::::::::::::::::::::::::::::::::::::::::::

Assignment

Semester “Spring 2011”
“Change Management (MGMT625)”
Assignment No. 2 Marks: 15
“Injecting a new system!!”
Punjab Public Library of Pakistan is one of the oldest libraries of the town founded in 1884
having total volume of around 259,000 books. As it serves the masses therefore government
decided to make the procedures of library a little efficient for which government provide
excessive funds to its Chief librarian.
The chief librarian decided to replace the manual catalogs with the computerized ones in the
library, in order to compete with the other libraries.
Chief librarian floated this idea among his staff and asked for their suggestions &
recommendations to ensure whether this plan can be implemented or not. He called group
meetings to discuss this issue and even he talked face to face individually to every member
involved in the manual catalog systems of the library. According to him it is mandatory to
discuss because they would be the individuals who have to run the computerized system,
therefore, they are required to be informed about this change.
This proposal of chief librarian looked attractive to the whole staff as they were convinced that
injection of computers will make their search convenient and less time taking. Moreover, the
employees will also get chance to upgrade themselves with the computer functioning which has
become an essential requirement for every literate person. This is more like a personal benefit
of self development for employees but this personal interest may lead to change acceptance.
The transformation started and the manual system was entered in the computer databases
gradually rather than abruptly. The shift was slow as first staff was provided training about the
simple use of computer applications. The staff members were totally ignorant to the use of
computer systems. In addition to this most of the staff was senior and well trained in operating
manual catalogs. Therefore, the computer training and teaching data entrance retrieval
techniques were time consuming. Another important aspect is this that they maintain the
manual catalog parallel to the computerized catalogs, this help them in recovering any data
loss. The changeover was slow but effective as it lessen the chances of failure to the greater
extent.
1. Read the above scenario carefully and identify & categorize the change activities as the
following three requirements of Nadler Model of change.
􀂃 Motivating change
􀂃 Managing the transition
􀂃 Shaping the Political dynamics
5 marks each
Word limit: 250 words
Important Tips
1. This Assignment can be best attempted from the knowledge acquired after
watching video lecture no. 30 to lecture no. 33---and reading handouts as well as
recommended text book).
2. Video lectures can be downloaded for free from www.youtube.com/vu.
3. Assignment will be straight away marked ZERO if copied from any source. Copy
Paste from Internet is highly discouraged.
Schedule
Opening Date and Time June 20th ,2011 At 12:01 A.M. (Mid-Night)
Due Date and Time June 24th, 2011 At 11:59 P.M. (Mid-Night)
Note: Only in the case of Assignment, 24 Hrs extra / grace period after the above mentioned
due date is usually available to overcome uploading difficulties which may be faced by the
students on last date. This extra time should only be used to meet the emergencies and above
mentioned due dates should always be treated as final to avoid any inconvenience.
Important Instructions:
Please read the following instructions carefully before attempting the assignment solution.
Deadline:
• Make sure that you upload the solution file before the due date. No
assignment will be accepted through e-mail once the solution has been
uploaded by the instructor.
Formatting guidelines:
• Use the font style “Times New Roman” and font size “12”.
• It is advised to compose your document in MS-Word 2003.
• Use black and blue font colors only.
Solution guidelines:
• Use APA style for referencing and citation. For guidance search “APA
reference style” in Google and read various website containing
information for better understanding or visit
http://linguistics.byu.edu/faculty/henrichsenl/apa/APA01.html
• Every student will work individually and has to write in the form of an
analytical assignment.
• Give the answer according to questions asked, there will be negative
marking for irrelevant material.
• For acquiring the relevant knowledge don’t rely only on handouts but
watch the video lectures and use other reference books also.
Rules for Marking:
Please note that your assignment will be graded as Zero (0) if:
• It has been submitted after due date
• The file you uploaded does not open or is corrupt
• It is in any format other than .doc (MS. Word)
• It is cheated or copied from other students, internet, books, journals etc…

Mgmt623 HRM 623 Leadership and Team Management Assignment 02 Spring 2011”

Friday, June 24, 2011 Posted In , Edit This
Marks 15
“Honest disagreement is often a good sign of progress.” Do you agree with
this statement, why or why not? (7 Marks)
Does above statement provide any assistance to leaders in conflict resolution? Give
reasons to support your answer. (8 Marks)
Important Instructions:
Please read the following instructions carefully before attempting the assignment solution.


Deadline:• Make sure that you upload the solution file before the due date. No
assignment will be accepted through e-mail once the solution has been
uploaded by the instructor.
Formatting guidelines:
• Use the font style “Times New Roman” and font size “12”.
• It is advised to compose your document in MS-Word 2003.
• Use black and blue font colors only.
Solution guidelines:
• Your solution should not exceed the word limit of 450.
• Every student will work individually and has to write in the form of an
analytical assignment.
• Give the answer according to question
• For acquiring the relevant knowledge don’t rely only on handouts but watch
the video lectures and use other reference books also.
Rules for Marking
Please note that your assignment will not be graded or graded as Zero (0) if:
• It has been submitted after due date
• The file you uploaded does not open or is corrupt
• It is in any format other than .doc (MS. Word)
• It is cheated or copied from other students, internet, books, journals etc…

Mgmt630 Assignment No. 2

Wednesday, June 15, 2011 Posted In Edit This

Semester “Spring 2011”
“Knowledge Management (MGMT630)”
Assignment No. 02 Marks: 15

“Assignment Title”
U“ABC (pvt) limited, a manufacturing organization, wants to check its return on knowledge of its new CEO. It takes 250 hours for the new CEO to learn the processes with 60 hours spent on learning the manufacturing process, 110 hours spent on learning the packaging process and 80 hours spent on learning the marketing process. The total cost of manufacturing, packaging and marketing of each product is Rs. 200/-. The cost of manufacturing is Rs. 50; the cost of packaging is Rs. 50 and the cost of marketing is Rs. 100.

Based on the information given above, calculate return on knowledge (ROK).”

Important Tips
1. UThis Assignment can be best attempted from the knowledge acquired after watching video lecture no. 1 to lecture no 28 and reading handouts as well as recommended text book).

2. Video lectures can be downloaded for free from Online VU Lectures

Schedule
Opening Date and Time June 09 , 2011 At 12:01 A.M. (Mid-Night)
Due Date and Time June 15 , 2011 At 11:59 P.M. (Mid-Night)

Note: Only in the case of Assignment, 24 Hrs extra / grace period after the above mentioned due date is usually available to overcome uploading difficulties which may be faced by the students on last date. This extra time should only be used to meet the emergencies and above mentioned due dates should always be treated as final to avoid any inconvenience.

Important Instructions:
Please read the following instructions carefully before attempting the assignment solution.

Deadline:
• Make sure that you upload the solution file before the due date. No
assignment will be accepted through e-mail once the solution has been
uploaded by the instructor.

Formatting guidelines:
• Use the font style “Times New Roman” and font size “12”.
• It is advised to compose your document in MS-Word 2003.
• Use black and blue font colors only.

Solution guidelines:
• Use APA style for referencing and citation. For guidance search “APA
reference style” in Google and read various website containing
information for better understanding or visit
http://linguistics.byu.edu/faculty/henrichsenl/apa/APA01.html


Solution:

Manufacturing Process 60 = 60/250 0.24
Packaging Process 110 = 10/250 0.44
Marketing Process 80 = 80/250 0.32
Total 250

Manufacturing cost 50 = 50/200 0.25
Packaging cost 50 = 50/200 0.25
Marketing cost 100 = 100/200 0.50
Total 200

ROK on Manufacturing Process =0.24/0.25*100 96%
ROK on Packaging Process =0.44/0.25*100 176%
ROK on Marketing Process =0.32/0.50*100 64%
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