ORGANISATIONAL BEHAVIOUR – I

1) The mean age of the employees are 46 years. The applicable theory is adult learning
Theory. Characteristics and assumption of adult learners are given below:
i. Adult learners are self-reliant and self-oriented,
ii. Past experiences play a vital role in their learning,
iii. Affected by both extrinsic and intrinsic motivating factors,
iv. Adults often emphasis on reasoning for their learning i.e., why should I?
The challenges in imparting training to adults are:
i. Very high influences of past experiences while learning new things,
ii. Loss of retention capabilities and memory due to aging,
iii. Slow processing of information,
iv. Mindset of adults are against learning,
v. Lack of motivation towards learning.

2. Given the current scenario; No, I think that the waiting time and the interview time
will not influence my selection process. I personally think the interview timing and
durations for a particular person is different from one person to another and may
extend depending upon n the requirements and situations. Also, I am aware that I
am the last candidate to be interviewed for the selection process of management
position at TCS.
I think that the probability of my selection in the interview process depends
upon multiple factors such as my performance, mood of the interviewer, types of
questions, my competency, my skill and knowledge, expertise of interviewer etc.
rather than the timings or duration. I attribute this behavior due to my past
interview experiences.
The error in perception is contrast effect: judging our probability of selection
based on relation to another person’s timing.
People who are unaware of the selection process or been misinformed,
compare oneself duration or their timing of interview with other attendees and
perceive that their performance or probability of selection is related to the timing
and duration of the interview.

3. Yes, situation and environment play a very important role in personality of person.
When I was in school, I was part of 4x50m freestyle relay team and representing my
house in Interhouse Aquatic championship. Among 4 other houses we were in lead
by 2 points and 4x50m relay was the deciding factor and we were in a situation to
compete and get the trophy after 19 years. I was the last leg out of 4 and I was under
tremendous pressure to win. I was a good swimmer but not the best. My team’s 3 rd
leg passed on the baton to me at 3 rd place out of 4. The movement I jumped into the
water, I knew that everything was in my hands now and I have no other go other
than winning. With the adrenaline rush due to situation, I finished the event 1 st and
 win the trophy for my house. I believe the situation demanded and reveled the best
in me, which otherwise would not have happened.
The above situation can be attributed situation-strength theory.
In the above situation I was clearly aware of what I should do and how I should do
and the consequences. I was consistent in my training, the constraints were rules
and leg order etc.

4. Most preferred values

 Maintain good mental and physical health
 Humanity
 Sense of self (Self Love)
Least preferred values
 Spirituality and religion
 Culture and tradition
 Prestige and pride
Yes, the values vary from one generation to another generation. Millennials values
are quite self-centered and focuses on more freedom and liberty, where boomers
and Xers tend to focus on collectivism and societal values.

5. Suitable theory of motivation – management by objectives (MBO)

i. It is goal or objective oriented: Each organization must have a goal and it
should be clearly translated into its operations. Setting up of mission and
vison statements would help in performing the tasks and work towards
achieving it the short term and long term. It helps to recruit right candidates
who has a personal alignment with the organizational goal
ii. The MBO emphasis on participation from all the stakeholders: The
involvement of all the stakeholders helps in aligning everyone’s goal and their
capabilities with the organizational requirements.
iii. It can be verified, measured, and modified based on feedback mechanisms.
iv. The organizational goals are broken down into individual components based
on divisions, departments, units. Breaking down into smaller components
reduces complexity and simplify the underlying tasks. It also sets a clear goal
for managers and employees. Both top-down and bottom-up approach can
be applied to this concept.
v. The MBO theory focus on feedback mechanism it is very vital for improving of
the employees and their personal growth. It helps them modify and align tier
personal goals and objectives with the organizations. Feedbacks help an
employee to be open and honest with his views and communication within
the organization as a result it helps to avoid burnouts.
vi. Individual participation in goal setting increases the employee’s participation
in decision making and motivates them to contribute to the objectives. It
helps them to achieve their intrinsic needs and contributing to more
involvement.
6. Five sources of emotions and moods that has contributes to Peter’s emotional break
down.
i. Lack of sleep: Sleep is important for regulating emotions and moods. Lack of
sleep lead to improper regulation of emotions and mood. The person
becomes erratic and imbalanced.
ii. High stress: Stress is a major contributing factor of negative emotion. It
affects focus and willingness to compete. It causes mental tiredness and
breakdowns.
iii. Fear: Fear is a negative response. It triggers fight or flight response. As a
result, a person a loose his calmness and become restless.
iv. Sadness and lack of motivation: Motivation depends in a person positive
mood and emotions. Being sad affects a person’s motivation negatively.
v. Poor preparedness and lack of confidence: It induces fear and stress. Lack of
confidence might case a person to worry too much and cause series of
negative emotions.