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MB0038 Management Process and Organization Behavior- SET 1. Write a note on the managerial roles and skills. Management is the art of getting work done through people. Managerial roles are classified as below. Information roles Decisional roles Interpersonal roles Information roles. This involves the role of assimilating and disseminating information as and when require. Information roles can be further be divided into Monitor collecting and passing on information, both from inside and outside the organization Disseminator communicating information to the organization members. Spokesman representing the organization to outsiders. Decisional roles This involves decision making. Again this can be classified as Entrepreneur - bring innovative ideas to improve organizational performance. Disturbance handler taking corrective measure to cope up with adverse situation. Resource allocators Allocating human, physical resource and proper allocation of funds. Negotiator negotiating with trade unions, stakeholders, customers. Inter personal roles. This role involes the inter personal relation with people working within the outside the organization. This a supportive and motivational role. They can be further divided into. Figure head- Ceremonial and symbolic role, obliged to perfor a number of routine duties of a legal or social nature. Leadership Responsible for leading the subordinates towards objective by motivation. He is responsible for staffing, training, controlling, directing. Liaison Liasoning with external bodies and public relations activities. Managenent skill can has been identified by Katz as Techinical skill Human skill Conceptual skill Techinical skill- The ablity to do and apply specialized knowledge or expertise All jobs requide some skills of experise. Many people develop there skill either by training and develop their skill by job. Human Skill- This is the ablity to work with, understanding and moyivate other people. This requires sensitivity towards other issue and concern. People, who are proficient in technical skill, but not with interpersonal skill, may face difficulty to manage their subordinates. To acquire the human skills, it is pertinent to recognize the feelings and sentiments of others, ablity to motivate others even in adverse situation, and communicate own feeling to others in a positive and inspiring way. Conceptual Skill- This is the ablity to critically analyze, diagnose a situation and forward a feasible solution. It requides creative thinking, generating options and choosing the best available option.

Explain the social learning theory in detail. Social learning thoery was proposed by Albert Bandura in 1977. "Learning would be exceedingly laborious, not to mention hazardous, if people had to rely solely on the effects of their own actions to inform them what to do. Fortunately, most human behavior is learned observationally through modeling: from observing others one forms an idea of how new behaviors are performed, and on later occasions this coded information serves as a guide for action." The social learning theory proposed by Albert Bandura has become perhaps the most influential theory of learning and development. While rooted in many of the basic concepts of traditional learning theory, Bandura believed that direct reinforcement could not account for all types of learning. His theory explains a social element, that people can learn new information and behaviors by watching other people. Known as observational learning (or modeling), this type of learning can be used to explain a wide variety of behaviors. Social learning has four process. Attention process Retention process Motor reproduction process Reinforcement process Attention process. People learn from a model or other person only when they pay attention, recogize and identify its critical features. In order to learn they have to pay attention. Any thing that distract, will have a adverse effect on the learning. If the model is interested or there is a novel aspect to the situation, it is more likely to draw the full attention of the learner. Retention process A models influence will depend on how well the individual remembers the models action after it is not longer aviable. The ability to store information is also an important part of the learning process. Retention can be affected by a number of factors, but the ability to pull up information later and act on it is vital to observational learning. Motor reproduction process After a person has paid attention and recogized the critical factor and retaing the features. He has the reproduce the same. It should be converted into action to bring out the results. Further practice of the learned behavior leads to improvement and skill advancement. Reinforcement process Individual will be motivated to exibit the modeled behavoiur if positive incentives or rewards are provided. Finally, in order for observational learning to be successful, you have to be motivated to imitate the behavior that has been modeled. Reinforcement and punishment play an important role in motivation. While experiencing these motivators can be highly effective, so can observing other experience some type of reinforcement or punishment. For example, if you see another student rewarded with extra credit for being to class on time, you might start to show up a few minutes early each day. Principles of social leatning theory are The highest level of observational learning is achived by the first organization and rehearsing the modeled behaviou into wards, lables or images results in better retiontio n than simply observing. Individual are more likely to adopt a madeled behaviour, if it results in outcome by value. Individual are more likely to adopt a modeled behavooiur, if the model is similar to the observer and has admired status and the behaviour has functional value. Explain the Big 5 model of personality. Many researchers argue that five basic dimentions underlie all other personality dimention. The five dimenstion are as below. Extraversion Agreeableness Conscientiousness Emotional stablity Openness to experience

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Extraversion comfort level with relationships. Extraverts tends to be gregarious, assertive and sociable. Introverts tent to be reserveed, timid, and qiute. This trait includes characteristics such as excitability, sociability, talkativeness, assertiveness, and high amounts of emotional expressiveness. They tend to say YES, Lets do it and so on. They are the one who are ready and loves challenges. Example Iam the party of life I dont mind being the center of attention. I feel comfortable around people. Agreeableness individuals propensity to defer to otheers. High agreeableness people- cooperative, warm and trusting. Low agreeableness people cold, disagreeable and antagonistic. This personality dimension includes attributes such as trust, altruism, kindness, affection, and other prosocial behaviors. Agreeables are considered friendly, honest and trust worthy.. They have an optimistic view of human nature. Example I feel others emotions. I have a soft heart. I make people feel at ease. Conscientiousness - A high conscientious person is reponsible, organized, dependable and persistent. Those who score low on this dimenstion are easly distracted, disorganised and unreliable. Common features of this dimension include high levels of thoughtfulness, with good impulse control and goal-directed behaviors. Those high in conscientiousness tend to be organized and mindful of details. It is concern with the way in which we comtrol, regulate and direct our impluse. They work on the first impulse. They can be considered as colourful, fun to be with. Conscientiousness include the factor know as Need for achivement. They are the individual who achuive success through purposeful planning and persistance. Thay are also regarded as intelligent and reliable, on a positive note. But on the other hand as perfectionist and workaholics. Example I am always prepared. I like order. I make a mess of things. (reversed) Emotional stablity- This is also known as neuroticism. A persons ablity to withstand stress. People with positive emotional stablity tend to be clam, selfconfident, and secure. Those with high negitive scores tend to be nervous, anxious, depressed, and insecure. Example I am easly disturbed I change my mood offen I am relaxed most of the time (reversed) Openess to experrience This discribes a dimension of personality that distinguishes imaginative, creative people from down to earth. The range of interest and fascination with novelty. Extremely open people are creative, curious and artsically sensitive. Those at the other end of openness category are conventional and find comfort in the familiar. Those high in this trait also tend to have a broad range of interests. Open people are intellectually curious, appreciative of art and sensitive to beauty. They tend to be compaired to close people, more aware of their feelings. People with low score tent to have a narrow, commaon interest . They prefer straight and obvious over the complex. Example I am full of ideas I use difficult words I do not have good imagination (reversed) What are the different factors influencing perception? Perception is our sensory experience of the world around us and involves both the recognitiion of envirnomental stimuli and actions in reponse to these stimuli. Through the perceptual process, we gain information about properties and elements of the envirnoment that are critical to our survival. Perception not only creates our experience of the world around us, it allows us to act within our envirnoment. A number of factors influence ones perception, they reside in. In the perceiver. In the object or target being perceived or In the context of the situation in which the perception is made. Characteristics of the Perceiver Several characteristics of the perceiver can affect perception. When an individual looks at a target and attempts to interpret what he or she stands for, that interpretation is heavily influenced by personal characteristics of the individual perceiver. The major characteristics of the perceiver influencing perception are: Attitudes: The perceivers attitudes affect perception. For example, suppose Mr. X is interviewing candidates for a very important position in his organization a position that requires negotiating contracts with suppliers, most of whom are male. Mr X may feel that women are not capable of holding their own in tough negotiations. This attitude will doubtless affect his perceptions of the female candidates he interviews. Moods: Moods can have a strong influence on the way we perceive someone. We think differently when we are happy than we do when we are depressed. In addition, we remember information that is consistent with our mood state better than information that is inconsistent with our mood state. When in a positive mood, we form more positive impressions of others. When in a negative mood, we tend to evaluate others unfavourably. Motives: Unsatisfied needs or motives stimulate individuals and may exert a strong influence on their perceptions. For example, in an organizational context, a boss who is insecure perceives a subordinates efforts to do an outstanding job as a threat to his or her own position. Personal insecurity can be translated into the perception that others are out to "get my job", regardless of the intention of the subordinates. Self-Concept: Another factor that can affect social perception is the perceivers self-concept. An individual with a positive self-concept tends to notice positive attributes in another person. In contrast, a negative self-concept can lead a perceiver to pick out negative traits in another person. Greater understanding of self allows us to have more accurate perceptions of others. Interest: The focus of our attention appears to be influenced by our interests. Because our individual interests differ considerably, what one person notices in a situation can differ from what others perceive. For example, the supervisor who has just been reprimanded by his boss for coming late is more likely to notice his colleagues coming late tomorrow than he did last week. If you are preoccupied with a personal problem, you may find it hard to be attentive in class. Cognitive Structure: Cognitive structure, an individuals pattern of thinking, also affects perception. Some people have a tendency to perceive physical traits, such as height, weight, and appearance, more readily. Others tend to focus more on central traits, or personality dispositions. Cognitive complexity allows a person to perceive multiple characteristics of another person rather than attending to just a few traits. Expectations: Finally, expectations can distort your perceptions in that you will see what you expect to see. The research findings of the study conducted by Sheldon S Zalkind and Timothy W Costello on some specific characteristics of the perceiver reveal Knowing oneself makes it easier to see others accurately. Knowing oneself makes it easier to see others accurately. Ones own characteristics affect the characteristics one is likely to see in others. People who accept themselves are more likely to be able to see favourable aspects of other people. Accuracy in perceiving others is not a single skill. These four characteristics greatly influence how a person perceives others in the environmental situation. Characteristics of the Target Characteristics in the target that is being observed can affect what is perceived. Physical appearance plays a big role in our perception of others. Extremely attractive or unattractive individuals are more likely to be noticed in a group than ordinary looking individuals. Motion, sound, size and other attributes of a target shape the way we see it.The perceiver will notice the targets physical features like height, weight, estimated age, race and gender. Perceivers tend to notice physical appearance characteristics that contrast with the norm, that are intense, or that are new or unusual. Physical attractiveness often colours our entire impression of another person. Interviewers rate attractive candidates more favourably and attractive candidates are awarded higher starting salaries. Verbal communication from targets also affects our perception of them. We listen to the topics they speak about, their voice tone, and their accent and make judgements based on this input. Non-verbal communication conveys a great deal of information about the target. The perceiver deciphers eye contact, facial expressions, body movements, and posture all in an attempt to form an impression of the target .As a result of physical or time proximity, we often put together objects or events that are unrelated.

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For example, employees in a particular department are seen as a group. If two employees of a department suddenly resign, we tend to assume their departures were related when in fact, they might be totally unrelated. People, objects or events that are similar to each other also tend to be grouped together. The greater the similarity, the greater the probability we will tend to perceive them as a group. Characteristics of the Situation The situation in which the interaction between the perceiver and the target takes place, has an influence on the perceivers impression of the target. E.g. meeting a manager in his or her office affects your impression in a certain way that may contrast with the impression you would have formed, had you met the manager in a restaurant. The strength of the situational cues also affects social perception. Some situations provide strong cues as to appropriate behaviour. In these situations, we assume that ie individuals behaviour can be accounted for by the situation, and that it may not reflect the individuals disposition. This is the discounting principle in social perception. For example, you may encounter an automobile salesperson who has a warm and personable manner, asks you about your work and hobbies, and seems genuinely interested in your taste in cars. Can you assume that this behaviour reflects the salespersons personality? You probably cannot, because of the influence of the situation. This person is trying to sell you a car, and in this particular situation, he probably treats all customers in this manner.

Write a note on contemporary work cohort. Contemporary Work Cohort, proposed by Robbins (2003) divides the work force into different groups depending on the era or period in which they have entered into work. It stresses upon individuals values which reflect the societal values of the period in which they grew up. The cohorts and the respective values have been listed below: 1.Ve ter ansWorkers who entered the workforce from the early 1940s through the early 1960s and exhibited the following value orientations: They were influenced by the Great Depression and World War II Believed in hard work Tended to be loyal to their employer Terminal values: Comfortable life and family security BoomersEmployees who entered the workforce during the 1960s through the mid1980s belonged to this category and their value orientations were: Influenced heavily by John F. Kennedy, the civil rights and feminist movements, the Beatles, the Vietnam War, and baby boom competition. b. Distrusted authority, but gave a high emphasis on achievement and material success. Distrusted authority, but gave a high emphasis on achievement and material success. Organizations who employed them were vehicles for their careers. Terminal values: sense of accomplishment and social recognition. Xersbegan to enter the workforce from the mid1980s. They cherished the following values: Shaped by globalization, two career parents, MTV, AIDS, and computers. Value flexibility, life options, and achievement of job satisfaction. Family and relationships were important and enjoyed team oriented work. Less willing to make personal sacrifices for employers than previous generations. Terminal values: true friendship, happiness, and pleasure Nextersmost recent entrants into the workforce. Grew up in prosperous times, have high expectation, believe in themselves, and confident in their ability to succeed. Never ending search for ideal job; see nothing wrong with job hopping. Seek financial success. Enjoy team work, but are highly self reliant. Terminal values: freedom and comfortable life.

What are the special issues in motivation Motivation is theprocesses that account for an individuals intensity, direction, and persistence of effort toward attaining a goal (Robbins, 2003). Intensity is concerned with how hard a person tries. This is the element most of us focus on when we talk about motivation. Direction is the orientation that benefits the organization. And Persistence is a measure of how long a person can maintain his/her effort. Motivated individuals stay with a task long enough to achieve their goal. Some of the special issues in motivation are below. Motivating Professionals The professional employees likely to seek more intrinsic satisfaction from their work than bluecollar employees. They generally have strong and longterm commitment to their field of expertise are perhaps more loyal to their profession than to their employer. They need to regularly update their knowledge, and their commitment to their profession. Therefore, extrinsic factors such as money and promotions would be low on their priority list. Rather,job challenge tends to be ranked high. They like to tackle problems and find solutions. Managerial Implications: Provide them with ongoing challenging projects. Give them autonomy to follow their interests and allow them to structure their work. Reward them with educational opportunities. Also reward them with recognition. Motivating temporary Workers. Temporary workers may be motivated if: They are provided with permanent job opportunity The opportunity for training is provided to them They are provided with permanent job opportunity The opportunity for training is provided to them Motivating LowSkilled Service Workers One of the most challenging managerial tasks in to motivate lowskilled workers who are involved in repetitive physical work, where higher education and skills are not required. For this category of people, flexible work schedules and higher pay package may be proved effective motivational factors.

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