MBA – SEM I Assignment

Student Name: Ashehad Faizy

Roll No: 540910773

Subject Code: MB0022

Subject Name: Management Process and Organizational Behavior

Q.1. “Today managers need to perform various functions”: Elaborate the statement

A. An effective and efficient manager in today’s organization should focus on two key results. The first is
task performance and the second is job satisfaction. Essentially he need to use the below various
management functions to achieve these results.

1. Planning: It is the process of defining goals, establishing strategies for achieving these goals,
and developing plans to integrate and coordinate activities.

2. Organizing: It involves designing, structuring, and coordinating the work components to achieve
organizational goal.

3. Commanding: Leading an organization so that it has the greatest chance of being successful,
when all of the employees work toward achieving its goals.

4. Coordinating: Organizing groups of people, with ideas and resources to work toward a common
goal.

5. Controlling: It involves monitoring the employees’ behavior and organizational processes and
take necessary actions to improve them, based on feedback.

Q.2 “Skills are the tool for performance”-Explain various management skills.

A. There are 3 essential management skills according to Katz. They are:

1. Technical skills: The ability is to apply specialized knowledge or expertise. All jobs require some
specialized expertise, and many people develop their technical skills on the job. Vocational and
on the job training programs can be used to develop this type of skill.

2. Human Skill : This is the ability to work with, understand and motivate other people .This
requires sensitivity towards others issues and concerns. People, who are proficient in technical
skill, but not with interpersonal skills, may face difficulty to manage their subordinates. To
acquire the Human Skill, it is pertinent to recognize the feelings and sentiments of others, ability
to motivate others even in adverse situation, and communicate own feelings to others in a
positive and inspiring way.
 3. Conceptual Skill : This is an ability to critically analyze, diagnose a situation and forward a
feasible solution. It requires creative thinking, generating options and choosing the best
available option.

Q3. What is negotiation? Explain the process of negotiation .

A. Negotiation is a “process in which two or more parties exchange goods or services and attempt to
agree upon the exchange rate for them (Robbins, 2008). There are two general approaches to
negotiation:
- Distributive bargaining
- Integrative bargaining.

- Distributive bargaining: When engaged in distributive bargaining, one’s tactics focus on

trying to get one’s opponent to agree to one’s specific target point or to get as close to it as
possible.
- Integrative bargaining: This strategy is adopted to create a win-win solution. Integrative
bargaining builds long term relationships and facilitates collaborative work.

Process of Negotiation:

- Preparation and planning: This is done in regard to the nature, history, concerned parties of
the conflict. Based on the information, a strategy and BATNA is developed.
- Definition of ground rules: At the stage, the venue, the negotiators, time will be decided.
- Clarification and justification: When initial positions have been exchanged, the original
demands of both the parties need to be explained and justified.
- Bargaining and problem solving: The essence of the negotiation process is the actual give
and take in trying to hash out an agreement. Concessions will undoubtedly need to be made
by both parties.
- Closure and implementation: This is the final step, where the agreement is formalized and
procedures to implement the agreement will be developed.

Q.4 Explain Classical Conditioning Theory?

A. Classical Conditioning is a form of associative learning process proposed by Pavlov in 1927.

Classical conditioning was first experimented by Russian physiologist, Ivan Pavlov, to teach dogs to
salivate in response to the ringing of a bell. During his research on the physiology of digestion in dogs,
Pavlov used a bell before giving food to his dog. Rather than simply salivating in the presence of meat (a
response to food unconditioned response), after a few repetitions, the dog started to salivate in
response to the bell. Thus, a neutral stimulus (bell) became a conditioned stimulus (CS) as a result of
consistent pairing with the unconditioned stimulus (US – meat).

Pavlov referred to this learned relationship as a Conditioned Response.

This process involves presentations of a neutral stimulus along with a stimulus of some significance. The
neutral stimulus does not lead to an overt behavioral response from the organism. This is called as
Conditioned Stimulus (CS).
Significant stimulus evokes an innate, often reflexive, response. This is called Unconditioned Stimulus
(US) and Unconditioned Response (UR), respectively. If the CS and the US are repeatedly paired,
eventually the two stimuli become associated and the organism begins to produce a behavioral
response to it. It is the Conditioned Response (CR).

Q.5 How are culture and society responsible to built value system?

A. Value represent basic convictions that “a specific mode of conduct or end state of existence is
personally or socially preferable to an opposite or converse mode of conduct or end state of
existence” (Rokeach, 1973). When the values are ranked or prioritized in terms of their intensity, it
is called Value System. Types of values include ethical/moral values, doctrinal/ideological (political,
religious) values, social values, aesthetic values.

Values have both content and intensity attributes.

1. The content attributes signifies that a mode of conduct or and end state of existence is important.
2. The intensity attributes specifies how important it is.
3. Ranking an individual’s values in terms of their intensity is equals that person’s
value system.

Hofstede (1980,1991) in order to find the common dimensions of culture across the counties, gathered
data from surveys with 116,000 respondents working for IBM in 70 different countries across the globe.
The underlying concepts of the four dimensions are –
A. Power distance
B. Uncertainty avoidance
C. Individualism vs. collectivism
D. Masculinity vs. femininity

Hofstede and Bond have identified a fifth dimension that is called “long term orientation”, which
measures employee’s devotion to work ethic and their respect for tradition.

Globe project integrates the above mentioned cultural attributes and variables with managerial
behavior in organizations. Globe project identifies nine cultural dimensions.
A. Uncertainty avoidance
B. Power distance
C. Collectivism I
D. Collectivism II
E. Gender egalitarianism
F. Assertiveness
G. Future orientation
H. Performance orientation
I. Humane orientation

Values build the foundation for the understanding of attitudes and motivation of an individual. The
significant portion of the values individual holds is established in the early years from parents, teachers,
friends and others. So it is certain that culture and society is mostly responsible to build value system as
all the attributes, variables and dimensions of value system is totally dependent on the culture and
society.
Q.6 Write short notes on
- Locus of control
- Machiavellianism

A. Locus of control – A person’s perception of the source of his/her fate is termed locus of control.

It was formulated on the Rotter’s (1975) social learning theory of personality. Rotter pointed out that
internality and externality represents two ends of a continuum, not an either/or topology. Internals tend
to attribute outcomes of events to their own control. Externals attribute outcomes of events to external
circumstances.

For example, college students with a strong internal locus of control may believe that their grades were
achieved through their own abilities and efforts, whereas students with strong external locus of control
may believe that their grades are the results of good or bad luck or to a professor who designs the
grades. So they are less likely to expect that their own effort will result in success and are therefore less
likely to work hard for high grades.

Internals generally perform better on their jobs, but one needs to consider differences in jobs. They do
well on sophisticated tasks as they gather more information before taking a decision.

Externals are more compliant and willing to follow directions and be led, and do well on routine jobs
which are well structured.

Machiavellianism – It is a term that some social and personality psychologists used to describe a
person’s tendency to deceive and manipulate others for personal gain. The concept is named after
Renaissance diplomat Niccolo Machiavelli, who wrote II Principe (The Prince).

Christie and Geis (1970) developed a test for measuring a person’s level of Machiavellianism. This
eventually became the MAC-IV test, a twenty statement personality survey that is now the standard
assessment tool of Machiavellianism. An individual high in Machiavellianism is pragmatic, maintains
emotional distance and believes that ends can justify means. High Machs manipulate more, win more,
are persuaded less and persuade others more. High Machs make good employees in jobs that require
bargaining skills or that offer substantial rewards for winning.