2022 Final exam-HRM

2022 Final examination
Human Resource Management
Submit your answer sheet by 10 a.m. on June 17. to 'trustjin@khu.ac.kr'.
ID number: 2018105713
Name: Ismonjanov Jamolkhon
 Add pages if necessary.

1. Describe the 4 leadership styles and 4 development levels in
Situational Leadership II. (10 points)
There are four leadership styles:

1. Directing;
Leaders define the roles and tasks of the 'follower', and supervise them closely.
Decisions are made by the leader and announced, so communication is largely
one-way. Leader focuses communication on goal achievement: spends LESS time
using supportive behaviors, high directive, low supportive.
2. Coaching;
Leaders still define roles and tasks, but seeks ideas and suggestions from the
follower. Decisions remain the leader's prerogative, but communication is much
more two-way. Leader focuses communication on BOTH goal achievement and
supporting subordinates' socio-emotional needs: high directive, high supportive,
requiring leader involvement through encouragement and soliciting subordinate
input.
3. Supporting;
Leaders pass day-to-day decisions, such as task allocation and processes, to the
follower. The leader facilitates and takes part in decisions, but control is with the
follower. Leader does NOT focus solely on goals; rather the leader uses
supportive behaviors to bring out employee skills in accomplishing the task.
Leader delegates day-to-day decision-making control, but is available to facilitate
problem solving: high supportive, low directive
4. Delegating;
Leaders are still involved in decisions and problem-solving, but control is with the
follower. The follower decides when and how the leader will be involved. Leader
offers LESS task input and social support; facilitates subordinates' confidence and
motivation in relation to the task. Leader lessens involvement in planning, control
of details, and goal clarification. Gives subordinates control and refrains from
intervention and unneeded social support: low supportive, low directive.
Four Development levels refer to the degree to which subordinates have the
competence and commitment necessary to accomplish a given task or activity.
On a particular task, employees can be classified into four categories: D1, D2, D3,
and D4, from low development to high development
• D1: employees are low in competence and high in commitment.
• D2: employees are below-average competence but low commitment.
• D3: employees who above average competence but inconsistent commitment.
• D4: employees are the highest in development, having both a high degree of
competence and a high degree of commitment to getting the job done.
2. Describe the importance of coaching in the organization and the 4

coaching skills. (10 points)
Importance of coaching in the organization and the 4 coaching skills:
The majority of these show up on any standard rundown of training abilities, with
a couple of increases of my own. Some of them, for example, objective setting or
giving criticism, are somewhat powerless to being separated into discrete
advances and instructed; others, for example, identifying intuiting, are capacities
that a mentor normally has, or which arise over the long run because of
rehearsing different abilities.
1. Building Rapport:
Rapport is fundamental in building the effective relationship between coach and

team member as it promotes trust and allows trust to develop. Sometimes you
will find you naturally get on well with someone, whilst with others it is possible
to build rapport through finding common ground and being empathetic
2. Listening:
One goal of active listening and being an effective listener is to set a comfortable
tone that gives your coachee an opportunity to think and speak. Allow “wait
time” before responding. Don't cut coachees off, finish their sentences, or start
formulating your answer before they've finished. By listening eagerly to another
person, you send an incredible twofold message – first and foremost, that you are
there to help them in whatever they are doing, also, that you are focusing and
anticipate that they should finish any responsibilities they make.
3. Questioning:
Effective questioning allows the coach to get to grips with the issues, and the
client to verbalize previously unconsidered thoughts or feelings, which promotes
reflection. Effective questions help get to the heart of the issue and can help
facilitate change and to inspire another person's thoughts regarding how to move
toward it.
4. Feedback:
Feedback and communication in general are critical components to coaching.

Feedback allows coaches to tell athletes how they are performing in relation to
their expectations. Coaches can then instruct and teach their athletes how to
reach these expectations and perform better.
3.Describe the relationship between charisma and an effective (successful)

leader. (5 Points)
3. 카리스마와 효과적인(성공적인) 리더와의 관계에 대하여 기술하시오.(5 점)
It is important for any group or organization to have one or more strong leaders.
To be a leader, it is critical that an individual has charisma as it will increase the
odds that others will follow their words and believe in their ideas.
Charismatic leaders are powerful communicators who are able to articulate a

vision that is meaningful to their followers. Charismatic leaders have, for instance,
the ability to inspire others toward higher levels of performance and to instill
deep levels of commitment, trust, and satisfaction. As a result, they are generally
perceived by their subordinates to be more effective, compared with less
charismatic leaders.
Examples of charismatic leaders include Martin Luther King, Jr., Barack Obama,
and Adolf Hitler. Charismatic leadership presents both benefits and challenges to
an organization. Charismatic leaders are advantageous because they encourage
and inspire others to be the best workers possible.
4. Describe what you really want to remember from the International Human
Resource Management class. (5 points)
Thanks to my friends’ recommendation, I took this course in which I have no

regrets but gratitude of taking it. HR course helped me to understand how to
maximize employee productivity and protect the company from any issues that
may arise within the workforce. I used to think HR responsibilities include only
compensation and benefits, recruitment, firing, etc. But I know now that there
are more than them. What I think of Human Resources Management now, it is a
very important function in every organization. Without human resources
management, companies would not be able to effectively recruit and retain
employees, improve and enhance the organization, and they wouldn’t be able to
maintain a healthy, accepting workplace culture and environment. Human
resources management is so important to organizations that many call this
department the heart and soul of a business.
Without a proper human resources management department in an organization,

that company is almost guaranteed to fail. More important functions of human
resources management include recruitment, training and development, appraisals,
job reviews, career planning and development, employee benefits, employee
safety, and employee motivation, just to name a few.

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2022 Final examination

Human Resource Management

Submit your answer sheet by 10 a.m. on June 17. to 'trustjin@khu.ac.kr'.

Name: Ismonjanov Jamolkhon

 Add pages if necessary.

There are four leadership styles:

• D1: employees are low in competence and high in commitment.

• D2: employees are below-average competence but low commitment.

• D3: employees who above average competence but inconsistent commitment.

2. Describe the importance of coaching in the organization and the 4

Rapport is fundamental in building the effective relationship between coach and

Feedback and communication in general are critical components to coaching.

3.Describe the relationship between charisma and an effective (successful)

3. 카리스마와 효과적인(성공적인) 리더와의 관계에 대하여 기술하시오.(5 점)

Charismatic leaders are powerful communicators who are able to articulate a

Thanks to my friends’ recommendation, I took this course in which I have no

Without a proper human resources management department in an organization,

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