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Republic of the Philippines

UNIVERSITY OF NORTHERN PHILIPPINES


Vigan City, Ilocos Sur

OPEN UNIVERSITY
Third Term ( 2015-2016)

Name: JACK KEVIN A. BAUTISTA


Course: MAEd Science Education
DL MGT. 244- HUMAN BEHAVIOR IN ORGANIZATION

MODULE 1

1. Read the following case carefully:


Ralph Baker was the office clown. He spent most of the day pulling practical jokes on co-
workers and telling jokes and tall tales to anyone who would listen. His tall tales were becoming
more unbelievable each day. Nobody took Ralph seriously, but most did admit that he kept them
entertained and thought he was the funniest story teller in the whole office. While he did lighten
up the day, many fellow workers fell that Ralph was not doing his share of work. A few others
were just tired of the sometimes inconsiderable jokes and stupid tall tales. For example, one day
he did the key to the file cabinet and told everyone that their boss urgently needed certain files.
Since the key is nowhere to be found, drove the office in chaos.

Answer the following questions:


a.) Do you consider Ralph a “problem employee”?in what way?
-Yes, in a way that he spent most of his time cracking jokes and does not doing the
specific work given to him.

b.) How would you handle the situation?


- If I were his supervisor, I will execute the following:
1. Employees Performance Peer Evaluation
-wherein they will rate each other and may give comments, suggestions and
recommendations.
2. One on One Interview
-I will give the opportunity for each employee to express their thoughts and
will also listen and talk to them.
3. Reward Scheme
-giving incentives to outstanding employees and giving punishment to
employees who are not doing their responsibilities.

Is there a way of controlling Ralph’s behavior?


- Yes, through giving him counselling; moral reengineering program, giving
incentives/punishments. Through reinforcement and the use of classical and
operant conditioning, he might do his job well and never neglect his job again.

c.) Using the various frameworks for understanding individual behavior; how would you
explain Ralph’s behavior?Expound.
- The behavior being exhibited by Ralph shows his personality traits: a joker, funny
person yet lazy and childish in nature. He may keep his office mates entertained most
of the time yet negligence of duty is being incurred. It is expected from an employee
to perform his duties and responsibilities during working days. However, he is a good
man with some weak traits that must be set as starting point of development and
improvement.
d. Considering transactional analysis, identify what ego state is influencing Ralph?
- Child Ego State

If you want to communicate with him, what ego state will you adopt?
- Adult Ego State

What are you going to say? Write the script of your statement as exactly as how you
are going to say it.
- Ralph, you have been a permanent employee of this institution, you are considered
as the office clown, you entertain everybody. But most of your officemates
observed that you are not properly doing your work. There is nothing wrong in
entertaining people but you must manage your time in doing such things.
I know that before you signed the contract, you have read about your duties,
responsibilities and privileges as an employee. Also, that for every
achievement/negligence of duty has its consequence such as incentives and
punishments.
I will give you a day to have a self reflection on how far have you gone. After
which, I hope that you will do your best to do your duties and have time
management and matured enough.
2. Aside from the situations mentioned in the module, give other practical situations wherein
classical conditioning, operant conditioning and social learning are being manifested inside or
outside your organization.

3. Read and analyze the following statements carefully. If a person has an “internal locus of
control” Identify the statements you think he/she will agree with(Write only the letter
corresponding to the statement). On the other hand, if the person has an “external locus of control”
do the same.

Internal locus of control External locus of control


A,B,C,D,H,J,K,M,N E,F,G,I,L
Name: JACK KEVIN A. BAUTISTA
Course: MAEd Science Education
DL MGT. 244- HUMAN BEHAVIOR IN ORGANIZATION

MODULE 2
1. How will you be able to avoid social loafing and on the other hand develop synergy in groups?
- I will assign specific tasks to each member of the organization and also set goals to be met
by giving criteria for individual performance and achievement, so that members shall work
purposively and actively. Thinking that they have the responsibility of such failure if they
will not do their specific task. With this, social loafing will be avoided and synergy will be
developed.

2. What is meant by cohesiveness? Are all high performing groups highly cohesive? Present a
valid argument.
- Cohesiveness is the closeness or interpersonal attraction that exists among group
members.According to Hodgette’s research, “groups with high group cohesiveness can be
both productive and unproductive. For this, I can say that some groups are not highly
cohesive yet can become highly productive.They can develop synergy where they can create
outputs greater than the sum of their inputs.Thus, they do more with their given task because
aside from the group goal, they also have their individual goals to attain.

3. From the standpoint of an administrator or manager, how will you be able to prevent power
struggles among group.
- Before the organization formally function with their tasks, there must be an assembly where
the Vision, Mission, Goals and Objectives of the organization will be discussed. The goals of
each group must be aligned to the goals of the mother organization, so that each team will
have different task with the other team yet they will both attain the organization’s goal as a
whole.
The task must be equally divided to each group and also with the integrative importance.
The members of the organization will work independently while attaining specific goal that
realizes the goal of the whole.

4. When is conflict beneficial to the organization? When it is detrimental? What particular


approach in conflict resolution you consider to be the most effective? Why?
- Conflict is beneficial to the organization when it keeps the organization viable, self-critical
and creative, thus it helps the organization to be adaptive and responsive in meeting the need
for change and innovation.Conflict is detrimental to an organization when it hinders the goal
of the organization. Causing members self-destruct leading to organization’s destruction.

Collaboration, because the behavior of the parties aimed at solving the problem and
clarifying differences rather than accumulating various point of view. With this behavior,
the problem will be resolved immediately without much waste of time and effort. The
participants consider the full range of alternatives, the similarities and differences become
clearly. Thus, this is a win-win approach ro resolving conflicts.

5. From your own viewpoint, how do you distinguish formal from informal organizations? In the
long run, which of them is more stable?Why?
-Formal organization has a fixed set of rules that is to be followed and executed while
informal organization is adaptive and flexible. Moreover, Formal organization is more stable
in the long run because of the regulation and heavy dependence on formal rules and
procedures they uphold.
Name: JACK KEVIN A. BAUTISTA
Course: MAEd Science Education
DL MGT. 244- HUMAN BEHAVIOR IN ORGANIZATION

MODULE 3

1. The items listed below are some organizational variables or factors that are being considered in
order to satisfy the needs of workers, thereby giving them the motivation to do their assigned tasks.
Using the Need Heirarchy theory by Abraham Maslow, what kind of need that the following items
can satisfy:
a. Salary
b. Challenging job
c. Fire Extinguisher
d. Company outings and field trips
e. Regular employment
f. Praise for a job well done
g. Plaque of appreciation
h. Informal groups
i. Presence of security guards inside the company premises
j. Autonomy and independence
k. Promotion
l. Being sent to training or company scholarship
m. Gas masks, ear protectors
n. Rice subsidy
o. Commendation
p. Close interpersonal relationship
q. Complicated and delicate job assignment
r. Good working environment
s. Company socials
t. Professional development

NEEDS
Physiological Safety Social Esteem Self
Actualization
Can be satisfied by:
Salary Fire Extinguisher Company Praise for a job Challenging
outings and well done job
field trips
Rice subsidy Regular Informal Plaque of Autonomy and
employment groups appreciation independence
Presence of security Being sent to Commendation Promotion
guards inside the training or
company premises company
scholarship
Gas masks, ear Close Complicated
protectors interpersonal and delicate
relationship job assignment
Good working Company Professional
environment socials development
2. Assuming that your subordinates are fitted to the assumptions of Theory X, select the items
that will motivate them to do their assigned tasks. On the other hand, write down also the things
that serve as motivation for an individual who possesses the characteristics of the Theory Y:
a. Leave them alone
b. High salary
c. Giving of supervisory position
d. Giving simple and routinary jobs
e. Safe working environment
f. Force
g. Certificate of recognition
h. Close supervision
i. Regular employment
j. Freedom to use their own discretion in their jobs
k. Well planned and detailed work
l. Strict compliance with production quota
THEORY X THEORY Y
High salary Leave them alone
Giving of supervisory position Giving simple and routinary jobs
Force Safe working environment
Regular employment Certificate of recognition
Freedom to use their own discretion Close supervision
in their jobs
Strict compliance with production Well planned and detailed work
quota

3. Using the Two- factor Theory as a reference, write down the items in question number 1 that
are considered hygiene factors and the items that are considered motivators.
HYGIENE FACTORS MOTIVATORS
Salary Challenging job
Fire Extinguisher Praise for a job well done
Company outings and field trips Plaque of appreciation
Informal groups Promotion
Presence of security guards inside Commendation
the company premises
Autonomy and independence Complicated and delicate job assignment
Being sent to training or company Professional development
scholarship
Gas masks, ear protectors Challenging job
Rice subsidy
Close interpersonal relationship
Good working environment
Company socials

3. Are you comfortable with the existing leadership style in your own organization? Why? If not,
is there a way of improving it?
- No, because our officer-in-charge is directed by the members of the organization, I consider
him as an effective leader, but he must be strict and firm in giving orders and duties to us.
Yes, there’s always a room for improvement, for we all know that through experience and
professional advancement, the leadership and management of our officer will be developed.
4. Considering the level of maturity of subordinates as presented by Hershey and Blanchard, what
level of maturity of subordinates you consider to be the most difficult to deal with?Why?
M1, people are both unable and unwilling to take responsibility to do something, they are
neither competent nor confident. They are the most difficult to deal with because they are
not motivated enough in terms of their job and psychological being. Their willingness does
not come from within, that is why they are not motivated to do things.

5. Is there really best type leadership?Present a valid argument regarding member-leader


compatability.
- There is no such thing as the best type of leadership; it’s just a matter of proper and strict
implementation and supervision of the leader to his/her subordinates.
The leader have high concern for both people and work and while the members are both
able and willing to do what is asked of them. When the leader cares for his/her people and
for their works, the members of the organization will positively respond to that
matter;performing thei jobs with accuracy and productivity.
Name: JACK KEVIN A. BAUTISTA
Course: MAEd Science Education
DL MGT. 244- HUMAN BEHAVIOR IN ORGANIZATION

MODULE 4

1. What went wrong in the communication scenario? Identify all the problems and barriers of
communication presented in the situation. What practical solutions can you suggest so that these
problems/barriers could have been avoided?
- The directive of the Colonel was clearly issued but the dissemination to his members was
not clear. It was being changed as it goes by to the other members of the organization.

- The directive was filtered by the receiver and also, the receiver decoded the message by his
own perception causing the communication ineffective.

- The receiver must listen carefully to the directive and must ask questions for clarification
purposes. The sender must not filter the message so that communication will take effect.

2. Is resistance to change bad? In your answer, be sure to make a case both for and against
resistance.
-No, because it takes some time to adapt such changes. We cannot easily accept it until we
finally observed, analyzed,and concluded that these changes are for the betterment of the
members and the organization as a whole.
-It can be destructive when we do nothing at all to embrace and adjust to the changes that
are coming. Unwillingness to exert effort will develop the organizations ineffectivity, leading
to failure in attaining its goals and objectives.

3. Give three important reasons why until now you are not yet “burn out” in your job. But if you
are, or about to be burn out, what are your plans?
-Actually, in my present organization, I am about to burn out, due to some reasons. With
this, I am planning to get out of my comfort zone through application in DepEd’s Senior
High School or Junior High School Systems. I will also manage my time, rest assured that I
will have enough time to have fun, relax and reflect. Finally, I’m preparing and activating
my willingness to be a member of a new organization.
EXERCISE #7 Knowing your Organizational Structure
Consider the organizational structure of your organization. Present your analysis in terms
of its complexity, formalization and centralization. Does your organizational structure facilitates
the attainment of your organizational objectives? Present your comments, your suggestions and
recommendations to further strengthen your organizational structure.
Complexity: Horizontal Differentiation
Formalization: Highly Formalized
Centralization: Decentralized

COMMENT/SUGGESTIONS/RECOMMENDATIONS:
The tasks of the members must not overlap to the duties of other members in the
organization, thus there must be a limit so that individual works will collectively attain the
goal of the organization, rather than overlapping and doing same tasks with other members.
EXERCISE #1
Instructions: From a scale of 1 to 10, how do you rate yourself in terms of different values
previously discussed? What particular value got the highest rating?The lowest rating? Consider
the value you rated the highest, could you identify some of the activities or particular behavior you
are most likely to engage into?
VALUES SCALE(1-10)
Theoretical 7
Economic 8
Aesthetic 7
Social 10
Political 5
Religious 8

Activities/Behavior
1. I always prioritize the goodness of my family than mine.
2. I love helping people – morally, financially, socially and physically.
3. I work with people on outreach programs, like gift giving to children.
4. I easily trust people especially when they are good to me.