Question 2 Read the following passage and answer the questions which follow. Talking about money with employees can be uncomfortable. Even when you have got good news to share: a generous bonus or a well-deserved promotion, assigning a number to the value of someone's work is tough. It is especially difficult if you are not the one calling the shots, (most managers do not set their own compensation budgets). Whether it is your decision or not, one thing is certain; it is a critical part of a manager's job to have frank and open discussions with employees about pay. When you sit down with an employee to talk about salary, there should not be any surprises. The more frequent you have a conversation, the easier it is. So, start the year by discussing compensation. Talk about what kind of bonus or pay increase the employee might expect if she/he meets her/his goals, or does not. Then have regular check-ins throughout the year to talk about how she/he is performing. This can stave off later disappointment. Also if you allow your employees to imagine themselves in the decision-making role, they are likely to be much fairer in their demands. Compensation should be linked to performance, but the two topics should be discussed separately. Talking about money in the shadow of performance may sound like white noise and the employees will just fixate on the compensation. Instead, deliver the formal evaluation first, focusing on personal growth and development and several weeks later, deliver the news about raises and bonuses. Everyone has favourite employees and to counteract these natural biases, it is better to work on compensation decisions in terms of two or three. When more people make the call, employees will know their checks and balances and that the process is fair and consistent. Managers often make a mistake of walking into these conversations without a plan. Even if you are a seasoned leader, it is helpful to work out what you are going to say ahead of time. Prepare for the conversation, write down your main points and think through how you will represent the company with empathy for the employee. The conversation is an opportunity to tell employees how important they are to the organisation. To inspire them, they should be aware that they are in a partnership, their work is appreciated, their contribution is deeply valued, and then they will create value. Often employees are disappointed by their pay raise or bonus because they lack information. It is wise to share with them the big picture; how the company is performing compared with competitors and the range of raises or bonuses the organisation is to offer in the year. Explain what people are getting for this job, with this title, in this market, with these skills. However, be ready for a reaction when an employee gets upset; it is fair to hear them out, it is a way to address the employees' concern. The door should remain open especially if you intend to take action. Nevertheless, employees should not be rewarded for throwing tantrums. Adapted from: The East African, June 2014: The Manager.

Required: (a) With reference to the passage, state the task that employers are expected to perform. (2 marks)

(b) Identify six different approaches the employer should adopt in his conversation with the employee. (c) Explain why: (6 marks) (i) talking about money in the shadow of performance may sounds like white noise. (ii) compensation decisions should be worked on in teams. (2 marks) (2 marks) (iii) managers need to prepare for the conversations with employees. (2 marks) (d) Give two reasons why employees often get upset by decisions made about salary raises or bonuses. (4 marks) (e) Suggest how employees may be inspired to add value to the organisation.

Question 3 (a) At the end of the financial year, heads of departments conduct staff appraisals of members of their respective departments in preparation for the management meeting.

Required: Draft a memorandum to remind heads of departments about conducting appraisals with emphasis on documentation, consistency, objectivity and rationality. (10 marks) (b) Every organization has a formal communication network in which information flows along the hierarchical levels.

Required: Give reasons to explain why formal communication is used in business by managers and employees. (4 marks) (c) Explain why it is important to adhere to the following aspects in all media of communication: (i) Completeness. (ii) Conciseness. (iii) Correctness.

(iv) Courtesy. (4 marks) (d) Mention two kinds of unethical behaviour which is undesirable in business communication.

Question 4 (a) 'Write it Right' is a commercial institution offering weekend courses in organisational communication skills with the aim of enhancing and promoting effective communication among managers, employers, employees, government officials and educational institutions. The courses offered include: Language for communication. Correspondence in business. Business etiquette. Management and organisational communication. Certificates are awarded on completion of a course. Required: Design a leaflet to be distributed to the public as a marketing tool for the courses offered by Write it Right. (10 marks) (b) A notice is a form of communication which can be used within and outside an organisation.

Required: Identify four vital components of a well designed notice. (4 marks) (c) Keeping in touch with a prospective employer is one way of demonstrating business etiquette and good communication skills.

Required: Distinguish between an acceptance letter and an appreciation letter. (d) Explain the importance of: (i) preparing an outline for a presentation. (ii) proof-reading a message.

Question 5 (a) Kasusu Product Limited is an upcoming firm manufacturing beauty and herbal skin products for sale in all major towns of Uganda. The firm struggles to minimize costs and maximize profits in a competitive market. Apart from the supervisors, employees are local people from the neighbourhood who lack professionalism and commitment. There is no creativity, innovation or willingness to venture into new localities. The supervisors find it hard to instruct, coordinate and monitor a transient workforce comprising idlers, late comers and philanderers. The managing director needs information from the operations manager on workers' progress for the month of October 2017.

Required: Write report to the managing director with emphasis on production, promotion, marketing and sales. (10 marks)

(b) The success of all business ventures depends on systematic planning and preparation. Required: Clearly state the purpose of the following items in planning and preparation. (i) An agenda. (ii) A notice. (iii) A work plan. (c) Give three roles of a chairperson in a meeting. (3 marks) (3 marks) (d) Explain the importance of documentation and filing in business enterprises. Question 6 Mirror Enterprises has advertised and received applications for the post of procurement officer. It is routine for the human resource director to send communication to all applicants.

Required: (a) Draft a regret letter to applicants who have not been shortlisted for interviews. (10 marks) (b) Suggest four reasons to support the importance of writing a regret message to a job applicant. (4 marks) (c) Mention four aspects of curriculum vitae which complement a job application. (4 marks) (d) Explain two tasks a job seeker needs to perform as he prepares for a job interview. (2 marks)