Answer Script of Final Exam

Name : Md. Majharul Hannan

ID : 18-91075-3
Program : EMBA
Course Name : Business law and business ethics.

Part-A
Answer of Question 2
Intercultural adaption is one of the major and important factor that affecting success in the new job
environment. The major challenge that a new employee may find in the new organization – a)
challenging working environment, b) Supportive role that management required in their adaption)
challenging in adaption with maintaining relation with team member, d) challenging in managing
the boss.

New employees all bring expectations to their new jobs that are based on factors like their previous
job experiences, their understandings of the profession, beliefs and experiences held by peers or
family, promises made during recruitment, and their evaluation of the work situation during their
interview. During initial socialization into their new work situation, the new employee inevitably
finds that there are differences from what he or she expected. These differences produce some
degree of “reality shock,” which is followed by a period of learning how to “fit in” and adjusting to
how things work in the new setting. Other positive surprises were the unexpected variety and
diversity of job responsibilities and the collegial work environment so stress and frustration
increase.

It will take time to get used to different ways of doing things and to develop a new network of
support. Thus, it is very important for an employee and an employer to work closely with each
other to yield good and productive results.

Working too hard is great but it won’t help you get promoted fast and not enough for the carrier
development. Most Team Leaders don’t notice a hard work so you should be smart enough to draw
your Team Leader’s attention to your ideas and projects. Don’t run to an extreme, though. You don’t
want to be too insistent and clingy.

Every steps of a human being has to adapt with the nature. In job, an employee also be kind to same
situation where he/she can manage over the whole environment. C also adjust with her work but
not as she cope up with her Team Leader. So this situation has become a struggling moment as she
belongs to. In this situation C has to be defined some message that can make to move on her job?
Use mediation may be raising the opposite reaction. At first she has to be free with her Team
Leader. Fear is the terror in the way of living. She has to be confident in every situation with her
Team Leader.
Rather C has to continue her developing performance to impose a great impact in that company
along with her team Leader as a helping hand. To draw the attention of the team leader, she has to
know why her boss try to avoid C has also to be more advance what about her team Leader thinking
and do positive work as doing that has been defined before. Schedule regular meetings and explain
to boss up to date that about work progress so that your boss cannot ignore you. You express you
work hard but you give priority to team leader decision.

Sycophancy in corporate culture now-a-days has become everywhere. As off to do Flattery not as a
suggestion, but to grow up career it is demanded. As a human being your team leader likes praise,
too. Show her respect by pointing out what she is good at. Compliment her on how knowledgeable
she is or how well she communicates with clients. When you praise her for specific skills actions,
you are actually showing her you understand what it takes to be successful in their role. That
recognition will not be forgotten.

Be careful to avoid putting opinions or assumptions into your definition. You have to a good listener
rather than a commenter. Never try to comment before completed your boss speech.

Remember Your Boss Is a Human Being Like you. Team leader have bad days, problems with family,
and financial woes. Be sensitive to your boss when she is having an off-day and don't be afraid to
ask “I feel you are stressed today. Could I do anything for you?" While she probably will brush it off
and say, "I'm fine, “she will not forget that you cared enough to ask.

Always make your boss feel like your boss has the lead role. While you may not like everything your
boss does, and perhaps even you think you could do the job better, show your respect for the fact
she is the one doing the job. Even if your boss is the type that says she sees you as equals and wants
you to feel like you have as much say as they do, the simple reality is it's her reputation at stake if
something goes wrong. So, be sure to say or do something on a regular basis that proves to your
boss you appreciate her willingness to include you, but that you still know she is in charge.

This is all about how you praise, complement and show your careness to your boss. But praise,
complement and showing careness is not everything. You also show competent on your work. For
this you need to gather vast knowledge about your responsibility.

Prove that you’re trustworthy. Your boss can’t be everywhere at all times so you’re one of her eyes
and ears on her presence. So, if you have information about something good, share it. Even if it’s bad
news, you have to have the courage to tell it to your boss so you can put out the fire. So she can feel
that it need to up to date information to for her own and company interest. Don’t complain about
your boss with others. One easy way to break that trust with your boss is to have her find out that
you’ve been complaining about her to other people. So, resist the urge to give in to office
complaining. Remember: You never know that a person, whom you want to maltreatment in front
of your boss, can be kith and kin to her. Keep your eye on the big picture and keep your trap shut.
Avoid surprising your boss at all Costs. Unexpected needs for time off, sudden problems you can't
handle and out-of-the-blue requests for tools and resources are a real turn-off to boss. Like you, she
hates surprises. Do whatever you can to avoid catching your boss off-guard. She will appreciate
your consistency and respect greatly your reliability. Plus, on the rare occasion you do surprise her
.she will remember it is the exception not the rule.

Keep your boss in the loop. No matter how busy you are, take the time to keep your boss in the loop.
Give your boss regular updates but make sure you keep them brief.

Keep doing your work to the best of your abilities to make yourself guilty. Bosses will get on an
employee's case if they keep on making the same mistakes. To ensure that they do not hassle you,
be diligent about doing your job to the best of your abilities. Working with that attention to detail
will likely keep them away from bothering you. Try making a list of your errors and systematically
eliminating them. If you get to zero errors in your work and you are still getting pounded it is most
likely not you.

Document everything. If you see that your boss is picking on you or bullying, start taking notes on
every such incident, how they originate and how they develop. You never know when you might
need to communicate this information and it is essential that every detail of every incident be in
your control. You do not want to have to bring up these issues and not have anything to back
yourself up with. If nothing else, you will have plenty of examples to avoid when you are someday
the boss.

Create a list of solutions to current problems between you. Study the conflicts between the two of
you and then draft up some solutions to the problem for yourself and for your boss. In solving any
problem, putting together a list of potential solutions and means of executing them is the way
toward success. For the ones you can solve yourself, do, and see if there is any positive effect. If
there is, try and communicate ways you can work together to improve even more.

Proverb goes as ‘Your boss can never be wrong’. No offence if there will create a misunderstanding
with your boss; never try to make any argument. Just making a strategy can simply handle the
situation.

Answer of Question 3
Resolving disputes that arise in the workplace is essential if work is to get done and employees are
to be treated fairly. Mediation is a process of shared decision making in which one or more
impartial persons, called mediators, assist people, organizations and communities in conflict to
work toward a variety of goals.

As the dispute between Sonia and Giles had been creating, it need to quick resolution to work as a
team and increase sales. The manager, as an Organization leaders are responsible for creating a
work environment that enables people to thrive. If turf wars, disagreements, and differences of
opinion escalate into interpersonal conflict, manager must intervene immediately. In
conflict-ridden situations, manager mediation skills and interventions are critical. The daily
disagreement between Sonia and Giles become a long lasting conflict which negatively effect on
work performance.

The dispute and conflict has already risen to manager but she didn’t take seriously and avoid the
conflict, hoping it will go away. It won't. Even if the conflict appears to have been rear its ugly head
whenever stress increases.
This unresolved interpersonal disagreement festers just under the surface in the work
environment. It bubbles to the surface whenever enabled, and always at the worst possible
moment.

So their manager suggested mediation which was arranged with in short time. Manager may
engage a voluntary mediator who is an HR person and give setting to point out the issue where the
dispute arises. The overriding aim of the mediation is to restore and maintain the relationship
between wherever possible. This means the focus is on working together to go forward to achieve
organizational goal and objective, not determining who was right or wrong in the past.

It is better to avoid the meeting separately with Giles and Sonia. If manager allow each of them
individual to tell their story and risk polarizing his positions. Meet with them together. Let each
briefly summarize their point of view, without comment or interruption by the other. This should
be a short discussion so that all each of them are clear about the disagreement and conflicting
views. Intervene if either employee attacks the other employee. This is not acceptable.

By asking each participant to describe specific actions she would like to see the other one takes that
would resolve the differences. Three or four suggestions work well. An example is, “I’d like Sonia to
send the report to me by Thursday at 1 p.m. so I can complete my assignment by my due date of
Friday at noon.” A second example is, “I would like to have responsibility for all of the business
development and follow-up with that client. The way the work is divided now causes Tom and I to
never know what the Giles is doing.”

Both of them discuss and commit to making the changes necessary to resolve the conflict and run
toward the organization goal and objective. Commit to noticing that the other person has made a
change, no matter how small. Commit to treating each other with dignity and respect. It is okay to
have reasonable disagreements over issues and plans; it is never okay to have ​personality
conflicts​ that affect the workplace.

Let the antagonists know that you will not choose sides. It is impossible for a person external to the
conflict to know the truth of the matter. As a leader, manager expects the individuals to resolve the
conflicts proactively as adults. After the setting if they are unwilling to do so, you will be forced to
take disciplinary action that can lead to dismissal for both them through
Finally, assure both of them that mediator have every faith in their ability to resolve their
differences and get on with their successful.

Mediating a dispute is challenging for the manager but as a manager or supervisor or leader the
role of mediator comes with the leader territory. Leader willingness to appropriately intervene sets
the stage for leader own success.

End of Part-A
 Part-B

A cheque is a promise made in writing by one party to unconditionally pay another party a specified
amount of money, which is owed to it. It is a criminal offence and is punishable by imprisonment up
to one year or with monetary penalty or with both. This offence is under negotiable act 1881. When
a person or company give cheque to a person or pay or holder and when the pay and holder places
the cheque in the bank and if the cheque has been bounced or dishonoured, Payee or holder can
filed a case is under negotiable act 1881. The case will file at magistrate court under negotiable act
1881.
There are certain conditions to file case ​under negotiable act 1881.
1. The cheque must be six month validity
2. The Payee should be serve a legal notice within in 30 days from the date of receiving
“cheque return memo”
3. If the drawer fail to pay the cheque amount within 30 days after receiving the legal notice
then cause of action arise and the Payee can file a criminal complaint under Section
138 of the Negotiable Instruments Act
4. The payee should file a case within 30 days of the cause of action arise.
During Trail it necessary to submit all document in the magistrate court. Such as
✔ Original copy of the cheque
✔ Original copy of the Cheque Return Memo issued by the bank
✔ Legal notice with register receiving copy.

If Drawer has been convicted under ​Section 138 of the Negotiable Instruments Act​ 1881
The defaulter can be punished with monetary penalty which may be thrice the amount of the
cheque or Imprisonment one year or both.
All process discussed above should be maintain properly.

End of Part-B