ORGANIZATIONAL BEHAVIOR

ASSIGNMENT#: 2

ID FULL NAME

70077973 MAHA ISRAR

70078455 HAMID SHAHZAD

70078936 USMAN KHAN

70078076 SIDRA TUL MUNTAHA

70078658 ABDUL MUTEEB

SUBMITTED TO: MAAM AMNA ALI

DATE OF SUBMISSION:20-AUG-2020

FOR GRADING:
COMMENTS: MARKS SECURED:
Q-1) Fatima chose to remain in her old job rather than looking for a new one elsewhere. What are her
constraints??

Fatima has financial constraints. She doesn’t has a luxury to quit one job and look for employment that
would be more satisfying and something that would incorporate her passion of using social media
marketing. Her insufficiency in job satisfaction is caused by discordance of what she does at work and what
she wants to do at work. What and how she wants to do is a clear behavioral component, which is one of
the three components of a certain attitude – job dissatisfaction.

Another constraint is that Fatima must continue to satisfy her existing job duties. However, she was able
to analyze her individual job performance and incorporate duties that satisfied her passion. Her proactive
attitude allowed her to envision change to incorporate her passion within the confines of her job functions.
Usually, behaviors tend to follow from attitudes either by changing behaviors making them consistent with
attitudes or by justifying behaviors by changing attitudes.

In Fatima’s case, her economic situation is a constraint on her behaving following how she feels about her
job. That is, quitting her current job and looking for a new job cannot be brought to realization due to her
economic difficulties. Moreover, it seems reasonable and realistic to come to a conclusion that to remain
working at her current workplace, to find a new challenging and intriguing task, and to give it to herself
considering her status and reputation at work as a well-established manager along with her economic
negative situations.

Q-2) Fatima is described as having a proactive personality. What does this mean and what
is pre-requisite for it?

Answer:

Proactive personality helps an individual identifying the opportunities, showing the initiative, taking action
that brings significant change. With the help of a proactive personality, an individual overcomes the
constraints and obstacles for accomplishing success in the career. In order to be proactive first some
situational factors which are considered difficulties and problems, should be expected to happen. When
difficulties are expected to happen, proactive people start seeking their own solution and devising strategies
that aim at lofty goals while talking all necessary precautions to be mitigate risk.

Proactive individuals are often self-empowered and are therefore more likely to seek workable solutions
when they are not satisfied. Proactive people are working on strategies which are designed to anticipate
possible challenges.

A proactive personality is linked with the creativity of an employee that is positively associated with
individual career satisfaction. The proactive behavior pre-requisites include the adaptability of the
individual and proficiency to a particular situation. The situation comes in the way of an individual focuses
on the additional performance of the behavior of an employee.

Additionally, to draw a suitable strategy, people should be well aware of their current situations and based
on what they know about the status, they can anticipate what will come next. To be more specific, it is
necessary to know strengths, prospect of their strengths and weaknesses, and of companies and businesses,
obstacles and opportunities. For examples, in Fatima’s case, she knows what is prohibiting her from
spending her time efficiently, and thus achieving higher goals. Because she knows well about her current
tasks, she can come up with a solution to solve problems. Moreover, with her way to render her achieve her
own higher goal, she can also contribute to her current company. That is, she has improved herself not only
as a highly motivated person but also as a competent manager. Since it is hard to anticipate every possibility,
no one can be proactive all the time. The same applies to Fatima. However, as mentioned above, since she
knows every aspect of her current situations, she can succeed in finding her own solution: job crafting.

Q-3) Are there any potential drawbacks to the job crafting approach? How can these
concerns be minimized?
Answer:
Job crafting is not always positive. It has the potential to cause harm if crafting goes against organizational
goals or produces negative side effects. Even when crafting if beneficial for individual or job crafter it still
may be harmful to the overall organization.
One such drawback is having rogue employees. Allowing employees free reign to redefine their duties can
result in chaos. Having employees take a proactive approach to incorporate interests or passion while still
fulfilling their existing job duties would however be beneficial. Having employees that are happy within
their positions increases productive and profits. The company needs to encourage employees to broaden
the scope of their jobs to include their personal passion and interests that are relevant and that does not
neglect their duties. Having clearly defined job descriptions would aid managers and employees to clearly
know their expectations.
Another potential drawback to the job crafting approach would be the erosion of focusing on the job that
needs to be done. There would be conflict if individual’s goal are different from the Organization’s goals,
because organization is no flexible enough to accept all individual’s goals. The more modification added
to the job methods may lead to un-efficient ways completing the task, and therefore a loss of productivity
and poor outcomes. These concerns can be minimized by supervising very close the way jobs are done and
the predicted outcomes. If only one work is prioritized at a time then focus on the job can be good and
relationship with the colleagues may be strengthen by trying to be more familiar with them.