Organisational Behaviour and

Leadership
End-Term Assignment

Submitted to: Submitted by:

Mr.Manish Malhotra Shalu Kumari
BFT/18/356
 Acknowledgement
I would like to express my special thanks of gratitude to my
“Organisational Behaviour and Leadership” faculty Mr. Manish
Malhotra for his able guidance and support in this assignment.
I would also like to thank NIFT Bengaluru for providing me all the
resources that were required.
 Part-A
Consider that the 32 of us were an Organisation from 8th to 13th Feb. As an organisation, which
elements and concepts from the entire course were observed by you? Give specific examples to
support your answer. Please specify the connected concept and then support each with your
observations and explanations. Minimum 6 concepts to be identified by you.

First of all I want to thank my teacher and my entire batch that I got to learn so many things
in such a less span of time. It was really worth giving my full concentration. So the journey
started on the Monday morning, we all 31 students sitting with our eyes swollen and feeling
lethargic, surely not prepared for the one week GE mandatory classes. But hey wait, a spark
of energy just blew us with such a warm and refreshing welcome from our teacher. Frankly
speaking I thought, again I am not going to understand any bit of this class like the previous
year, but no I was happy, excited for the class.
The journey started when the group of 32 students were told to split in smaller groups and
were told that this group will be doing all the assignments together.

First concept I learnt here was the the importance of teamwork and leadership. we had a
leader for each group who had to control all the activities within the group. An inspirational
leadership and teamwork is key for any organisation development, we felt inspired,
motivated, and connected throughout the entire session and it is very crucial. Here comes
the another important concept “Motivation”. This is something which I learnt throughout
the session, I was motivated in every activity I was told to do, whether it was a group work
the individual assessment, it improved the work efficiency and also developed the
leadership quality. We were all motivated to work better than the others after seeing the
efforts of each group and indeed it was a fair competition, a tool to develop and sharpen
our own skills. The ERG theory which talks about the Existence, Relatedness and growth
needs was also the major point which I learnt. We all were working for our own growth,
either personal or professional.
Next thing I learnt was about the organizational structure and design. So we were folowing
a matrix oragnisation design which is a structure in which there is more than one line of
reporting managers. Effectively, it means that the employees of the organisation have more
than one boss. The matrix organisation structure is complex but helps in achieving the
ultimate goal i.e. reaching higher productivity. It has various benefits. This type of structure
is used in organisations which have diverse product lines and services. It breaks the
monotony and gives more flexibility to the organisation. Employees work with colleagues of
different departments who have their expertise in different functions. This is obvious from
the way we were told to form the smaller groups and each group has its leader. Teacher
were not in direct contact with the student, information was conveyed to the leader of each
group and the same was circulated to us from our leaders. This shows the matrix
organisation design. Another thing was that the we were working had a wider span of
control which was a organic type of organisation. Span of control means how many employees
can a manager direct with efficiency and effectiveness. So as were divided in a smaller groups and
we had our leaders who were accountable to our teacher, so instead of our teacher controlling all of
us we were controlled by our leaders and who in turn were controlled by our teacher so this formed
a wider span of control.

So the next important concept was the Big Five Inventory theory which was the OCEAN
theory. We had a questionarre session through which we could identify our personality
traits. So the O stands for Openness to Experience, C stands for consceitiousness, E stands
for Extraversion, A for Agreeableness and N for Neuroticism. So each one of us got to now
our major and minor personality traits. After this we had a presentation based on the same,
which taught me to a bit more empathetic, teamwork and ofcourse a bit more motivated to
work on my weak areas. This developed a positive outlook for myself, I could visualise
myself and was aware of my strong and the weak points. So we asked few questions during
the presentation which taught us the key points of teamwork and leadership, how someone
can excel if each and every member of the group work with the same efforts and
motivation. We chose that person for the particular task who had that kind of personality
more, for eg, my major personality trait was consceitiousness so I was choosen for the task
which required more hardwork and extra attention.
The crucial one was the Emotional Intelligence Framework. Its like key for personal as well
professional growth. It not only taught me to regulate my emotions in way that would lead
to my overall growth but also taught me others skills which are very crucial and needed
when we are working in an organisation like adaptability, empathy, organizational
awareness. Emotional intelligence can be defined as how intelligently one is able to regulate
his/her emotions and balance it. So I would like to give a personal example here; I was a
person who would ruin her mood because of one thing and because of that one incident,
my day would go even worst, because I would be upset and would not be able to regulate
my feelings, I was not empathetic at all, I could not think from others point of view I used to
believe what I say and what I feel is only right everytime, but thanks to the EI framework it
made me a whole new person. Now I am better in my group work, I know how to control my
emotions.
At last I would like to conclude by saying that I learnt a lot from the session but I have
penned down only a few of them from an organizational perspective.
 Part B
How and why are Culture, Values and Ethics important from an Organisational
perspective? Provide supporting examples for your assertions and arguments.

ETHICS :
Ethics is a philosophical term which originates from Greek word “ethos” which means
that custom or character. Ethics refers to a system of moral principles A sense of right
and wrong, goodness and badness of actions and the motives and consequences of these
actions.

ORGANIZATIONAL ETHICS :
Organizational Ethics is the ethics of an organization, and it is how an organization ethically
responds to an internal or external stimulus. Organizational ethics is interdependent with
the organizational culture. Organizational ethics express the values of an organization to its
employees and other entities irrespective of governmental and regulatory laws. Basic
elements of an ethical organisation written code of ethics and standards; ethics training
availability for advice on ethical situations systems for confidential reporting.

CULTURE
People from different countries as well as regions inside them often do things in different
ways. One way to explain variations in behaviour is the idea of culture. We cannot use a
single definition of culture because the concept is complex.

ORGANIZATION CULTURE :
Organizational culture is the personality of the organization. Organizational culture refers
to the general culture within organization Levels of organization culture ORGANIZATION
CULTURE

ETHICS AND ORGANIZATIONAL CULTURE :

The content and strength of a culture influences an organization’s ethical climate and the
ethical behaviour of its members. The organizational culture can also influence the ethical
conduct of its employees Change of culture in the organizations is very important
and inevitable.

VALUES
Human values and ethics are fundamental to any organization, Defining and dealing the
human values of a combined group of people in an organization comprises the realistic
solicitation of organizational ethics. The employees of the organization, who are the
resources of an organization, needs to sustain the dignity and mood of the workplace and
should be consistently treated ethically and skillfully, regardless of their religion, race,
culture or existences. This is best proven through acts of fairness, integrity, compassion,
responsibility and honour. To achieve this target, all employees should follow the
organization's guidelines, ethics, principles, and standards that command how individuals of
the organization should behave inside and outside the workplace. The leaders of the
organizations must link these values with the vision and mission of the organization.
Employees’ duty must be made to recognize and adopt the standard working procedures.
Ethical criterions for an organization challenge to define behaviours that produce valuable
effects in the organization. The organization must compass of influence, and to prevent
detrimental behaviours. We should, therefore, eradicate any grey areas that may central to
ethical lapses and damaging behaviours should be avoided.
The culture of a country or region in which the organizations function influences the way of
motivating employees a great deal. In collective countries, such as Japan, giving an
individual reward to an employee could embarrass the recipient and thus be de-motivating.
In high-context collective cultures, there are often expected norms of behaviour for
particular situations. Offering rewards for individual behaviour that runs counter to group
norms is unlikely to have a positive influence on motivation.

For eg. We can take the example of NIFT itself, it’s a national institute, students from all
over the India even from abroad come to study here. But despite of people being from
different cultures and having certain set of values, we have certain rules which each of the
NIFT member abides by. We celebrate all the festivals together and that’s the indication of
a good organizational structure.

IMPORTANCE OF ETHICS IN ORGANISATIONAL CULTURE :

Ethics corresponds to basic human needs Values create credibility with the public. Law can’t
protect society, ethics can. Benefits of managing ethics in workplace improve society
sensitizes leaders and staff to how they have to act cultivate strong teamwork and
employee growth promotes a strong public image. Organizational ethics is the code of
conduct of an organization, which clearly defines that, how an organization responds to an
internal or external stimulus of the organization. Organizational ethics is one of the principle
responsible components in building organizational code of conduct. It is inter-reliant with
the organizational culture. It is very much similar to organizational behaviour,
Organizational and industrial psychology as well as organizational ethics on the macro and
micro levels.
Leaders cannot contract from their obligations to set an ethical and moral example for their
followers. Ethical and moral code of conduct and ethical functioning training has negligible
chance of success unless the ethical behaviour and actions are taken on priority by top
leadership of organizations. Top level management is the key functionaries to determine the
organisational goals and to set the quality for employee behaviour, which may comprise
selection, transfer, promotion, appraisal and strategies. Organizational leaders should
support employees by leading and setting examples. They have the accountability to set
the organizational norms and values, and support their subordinates to adopt same.

Two approaches to the management of organizational culture to improve ethics in

organisations:
There are two approaches to moulding organisational culture towards ethical ends. The first
and most popular is the approach of creating a unitary corporate culture around ethical
values. It argues that management can and should actively manage organisational culture.
The second approach fosters the co-existence and diversity within the organisation of
underlying national and racial cultures as well as professional and occupational subcultures.
This approach doubts that management is able to, or should employ organisational culture
towards management-defined ends. Each approach defines organisational culture and the
nature or process of good ethics differently, and each argues a different role for
management in the shaping of ethical values.

How Managers Can Improve Ethical Behaviour in An Organization?

 Hire individuals with high ethical standards.
 Establish codes of ethics and decision rules.
 Lead by example.
 Set realistic job goals and include ethics in performance appraisals.
 Conduct independent social audits.
 Provide support for individuals facing ethical dilemmas.
Thank you
TTha