ORGANIZATIONAL BEHAVIOR

FINAL ASSESMENT.

Rukhsar-Abbas
Q1. Recommend an OD Intervention for the following issues and justify your
answer.

ANSWER 1: OD INTERVENTION
Planned intervention collections, built on humanistic-democratic values,that wants to improve
organizational effectiveness and employee well-being.
If manager wants to improve their unit performance but they’re unable to identify what can be
improved and how then they can apply one of the OD interventions technique which deals with
the inter-personal relations and group dynamics those interventions are:

 Sensitivity training or T groups :

Basically in this intervention many of the people can work together and can get to know
each other well and make themselves aware of their co-workers and other employees.
 Survey Feedback Approach:
In this intervention a manager can conduct survey within an organization to get the idea
about his employees perception about the organization and what problem they are
facing and how the problem can be resolved, he can also take suggestions from the
employees through the survey.
 Process Consultation:
In this intervention one gets to know what is going around his client and creates a
valuable and good relationship with the client to make sure they know everything about
the client surroundings and can identify where they needs improvement.
 Team building:
In this intervention employees can work together more effectively and can build more
trust on each other and increase openness within them.
 Intergroup Development:
In this intervention an employee can list down all his perception about the organization
without any fear and then they can share discuss about their issues can also look for the
causes.
 Appreciative inquiry:
In this intervention one identify the qualities uniqueness of the organization so that they
can use those areas to work and perform better and if needed they can also improvise
those areas, or they can determine the same future goal or vision.
1. Managers wants to improve their unit performance but they’re unable to identify
what can be improved and how.

ANSWER 1 (a):
In this scenario a manager should apply the process consultation intervention because
this intervention is for an outside consultant to assist a client, usually a manager “to
perceive, understand and act upon process events.” And manager must deal with these.
PC is very much similar to Sensitivity training because it also assumes we can improve
interpersonal problems, but it is more task directed and give client’s insight on what is
going around clients, in this intervention they don’t have to solve the organizational
problem but helps client to solve their own problem and in the scenario managers
wants to improve but is unable to identify what can be improved and how that is why
they can work on getting more client’s hindsight and guide them to solve their own
problem by discussing with the client that what needs the improvement, and by this
even if the consultant is not reaching out the client the client gets the idea of how to
identify his or her own problem and how to deal with it in the future.

2. The HR department wants to improve conflict resolution skills of the Marketing

department.

ANSWER 1(B):

If the HR department wants to improve conflict resolution skills of the marketing

department then they should apply the intergroup development intervention as in this
intervention
OD tries to remove conflict between the individuals working within organization and
helps in understand and clearing out misconceptions made about each other and tries
to resolve their issues.

3. The top management wants to refine and enhance what the organization is already
doing well.

ANSWER 1 (c):

In this scenario the appreciative inquiry intervention will be applied because in this
intervention organization already knows about their good performing departments and
knows the strength of the company also they sets the future goal (dream) for the
organization and finds a common vision among themselves and then plans on how to
perform more and more effectively and efficiently to refine and enhance the
departments or areas of the organization which is working already fine.
 Q2. “We should be opposed to the manipulation of individuals for
organizational purposes, but a degree of social uniformity enables
organizations to work better.” Do you agree or disagree with this
statement? What are its implications for organizational culture? Discuss

ANSWER 2:
I disagree with the statement because no matter if the organization is working better or
not because it is unethical to agree with any wrong doings, and for suppose if company
is working fine then it will be for short run only the company would not be able to work
fine in the long run as they are manipulating individuals for their own self-interest the
employees behavior towards the organization will also be negative and the perception
in the mind of employee about the organization’s culture will be negative also and it will
also result in the disgrace for the organization and maybe in future it will create
disloyalty and dishonesty among the organization as this will create perception in mind
of employees working in the organization that any sort of doing which gives profit to the
organization is acceptable in the organization no matter if its harmful for others, the
culture of the company will also be considered as weak culture and if we remember we
did the case study of a women who had to take decision about the organization that
should she optimize the short way and save money for the company or the long way
and act ethically according to her values but she chose to go for the option in which she
can save money for the company and her manager would be happy with her the
perception she got in the mind was her organization does not care about ethical or
moral values but works in their own interests this is why I disagree with the statement.
Instead of creating weak culture. The implication for organizational culture are
1. One should be highly tolerated towards risk taking
2. Should not be highly aggressive and must be patient
3. Focus on input and the output also
4. Managers should become an role models to their employees (as employees will
always follow their top executives)
5. Rewards and punishment should be given in an ethical manner
6. Team work should be promoted
7. Involved everyone in the decision making process.
If this manipulation of individual is accepted by an organization that means organization shares
dominant culture among their employees and also the weak culture It is.
Q3. “Leaders make a real difference in an organization’s performance.” Build an
argument in support of this statement. Then build an argument against this
statement

ANSWER 3:
Leadership:
It is the ability to influence a group towards the achievement of goal basically leadership is
when one person takes charge of all the work and gets that work done by his employees on
time by motivating and helping them to complete their work, if the organization wants to
perform well and good then the manager of the organization must consist leadership qualities.
A charismatic leader have a clear vision towards the goal, are always available for their workers,
and are emotionally attached towards their employees. Transformational leaders are those
who teaches employees to ignore their own self-interest for the wellbeing of an organization.
Transactional leaders are those who guides their employees towards their goal and keeps them
motivated. Great leaders knows what is the difference between leadership and management, If
a leader consist all these he can bring a real difference in an organization for example Apple
was suffering from the declining stage in the past when Steve returned to the Apple but Steve
job created a huge difference in the people’s mind and perspective he once again took charge
over the organization and due to his different leadership style apple came to the top of the
market and overcame all the competitive brands in the market thus leaders can make a real
difference in an organization performance if they consist of great leadership skills but
leadership can also bring difference in a bad way which can bring negative impact on the
organization when leaders have not clear goal and are confused, they do not know the
direction of their work and have trust issues and start working in their own self-interest and
neglect the performance of the organization and only think about their own goals and does not
listen to what his employees suggests and thinks the things which he is doing are correct and
only he can take decisions in the organization then the organization are expected to perform
very low the example of bad leadership is Elon musk of CEO of tesla because when their car
manufacturing factory came under scrutiny and for not treating their employee well the
reaction of MUSK created a huge chaos because he didn’t accept his mistake instead he reacted
in a very bad way which caused tesla to face huge crisis.
Q4. Develop an example in which you operationalize the path- goal theory.
ANSWER 4:
Path Goal Theory:
In this theory leaders identify which behavior or style suits well to the employees and
organization so that they can help employees in a way that can achieve their goal easily.
Leader must know their employees in order to work more effectively. For example
there’s this friend of mine works in an organization the task was assigned to him
without any detailed explanation which created many difficulties for him to complete
the task within 24 hours and he had to wait for the manager to respond in order to
continue the work, in this situation the manager should adopt the Directive path goal
type of behavior in which a leader should explain and inform what work he expects from
his employees and should give clear directions to the employee. Another example is
there are employees in an organization who are emotionally attached towards their
work and very hardworking but needs understandable and approachable also friendly
leader with whom they can share their concern and issues very easily and the one who
makes work pleasant for them instead of making it hard for them then the manager of
this organization must consist supportive behavior towards the employees. Also leader
must know how to change path goal behavior according to the situation whether the
need of situation is to be directive, supportive, participative, achievement. Let’s take
another example a manager is approached by an employee who needs an day off due to
some personal issues and needs to work from home then manager should approach the
supportive behavior and understand the situation of the employee which will also make
him emotionally attached towards the organization, and if any employee needs any
direction towards the task assigned to him then manager must guide that employee and
let that employee know what he expects from him by applying directive behavior,
another situation is leader must consider his employees suggestions which will also train
employee well towards their work for this leader must turn his behavior into
participative path goal theory behavior, Also last path goal theory behavior which is
achievement leader must act according to this path goal theory behavior in order to
make his employees perform at their best and set challenging tasks for them and also
show his confidence in them that they can achieve their goal easily.
Q5. It’s an indisputable fact that there has been an explosive increases in the
difference between the average Pakistani worker’s income and those of senior
executives. In 1990 the average CEO made 20 times the average blue -collar
worker’s pay. In 2000 it was 40 times. What are the implications of this trend for
motivation in organizations?
ANSWER 5:
The CEO of an organization is getting high pay because he is the one who works as an leader as
well as an employee too for an organization, he tries to apply new strategies and implements
new ideas for the organization improvement, CEO also looks after his employees wellbeing and
CEO also sets an example for the employees to work hard and effectively if the CEO is hard
working well educated and working in the interest of an organization then he should have the
right to get more pay as compare to other employees and an increase in the CEO income
maybe because of their more efficient working and they made the organization work more
effectively that is why there is an explosive increase in their income, they also works hard to
build an reputable image in front of the world and they have high risk on their shoulder when
they try new ideas and implement new strategies, it’s an long term trend and every
organization around the world is following these trends, the implications of this trend will
create motivation among the employees which are working within an organization will work
more effectively and hard to reach that position where they will be highly paid and if we look in
the history of many organization every CEO of the company once was an employee in the same
company. Also another cause of this is that organization’s follows what other organization is
doing and how they are treating their employees and CEO instead of looking within the
organization they focuses on other organization this may also result in many unsatisfied
workers and employees because this will be unfair to them to get paid almost below average
and the CEO of the same company getting paid highly above the expected level.
Q6. What are the pluses of variable –pay programs from an employee’s view
point? From management’s viewpoint?
ANSWER 6:
Variable pay programs are very much valuable and common in today’s business world as many
of the organization is following this program to keep his employees motivated and attracted
towards the work in these programs organizations pay employees according to their work and
efforts. There are many different types of variable pay programs
 PIECE RATE : Piece rate pay depends on hard work and efforts of the employees in this
workers are paid for the amount of work they have done for example a worker is
working in an clothing factory and he has made 100 clothes so he will be paid according
to those piece of clothes he have made and if this pay rate program is applied in an
organization then the employee will work effectively and hard to earn more of the
payment on the other hand management will have to pay the amount according to the
employees effort which will also cost them accordingly, this may be in the interest of the
employees as employees will think of their interest of cost and management can also
examine the workers who can work more fast and produce more of the output because
of this pay program. But this program also have drawbacks as it cannot fit in every
organization because every organization have different ways of working.
 MERIT BASED: merit based variable pay program is totally depend upon one person
personal working skills in this pay program employee is linked with the end reward and
due to this program management motivates and encourage the employees to meet
their goals in order to achieve the reward and the ones who works more efficiently and
deserves more will gets what they deserve, also employees gets praised for their work
and management can find the gap between top performers and average performers.
 BONUSES: Employees gets rewarded on different occasions, may it be when company
gets profit employees gets their rewards accordingly but the drawback is employees
starts considering this as their pay and they always look for bonuses and maybe this can
make them greedy, management can give bonuses to employees to keep them
motivated and make them happy and to make them feel they are the valuable asset of
the organization.
TYPES OF SKILL BASED PROGRAMS:
 PROFIT SHARING: profit sharing program is the amount of profit distributed equally
among the employees and by this program employees feel they are also the part of an
organization profit is only given when the company if profitable because management
also look in their own interest if they will pay profit to the employees although the
company is going in the loss or not earning enough profit this will damage the
organization. It is designed to motivate employee
 GAIN SHARING: gain sharing program is the program in which company shares
whatever it earns with the employees no matter if they are earning profit or at break-
 even they will still pay the employees. Employees will work hard and management can
make their employees emotionally attached towards themselves and also motivated.
Management tells to the employee if they work hard and sets higher goals after that
whatever they will earn will be distributed among the employees.
 EMPLOYEES STOCK OWNERSHIP PROGRAMS: To motivate their employees through this
program company gives shares of the company to the employees, the shares are
intangible given to them and when the company’s performance is high they give
dividends to those employees which will motivate employees to work more and
company will get more benefit out of it.

Q7. Identify three activities you really enjoy (for example, playing tennis, reading
a novel, going shopping). Next, identify three activities you really dislike (for
example, going to a dentist, cleaning the house, staying on a restricted-calorie
diet). Using the expectancy model, analyze each of your answers to assess why
some activities stimulate your effort while others do not.

ANSWER 7:
The three activities which I really enjoy is reading a novel, going to picnics with family,
reading Quran.
The three activities which I really dislike or hate are going to a dentist, ironing clothes and
going to Relative’s house.

Motivation

Motivated to put extra efforts

Effort
for relative outcomes feeling of
satisfaction also.
Puts in extra energy and efforts
Performance
in the activities i like.
Performance depends upon
Outcome Rewards
how much motivated and
interested i am in the activities i
am doing and also on my ability The outcomes which i get from
to perform to these task. the activites are of two types
intrinsic and extrinsic instrinsic
outcomes are self satisfaction
feeling of achievement when
finish reading the whole novel
also and enjoying while going
on picnincs. Extrinsic outcomes
are getting praised by parents
and friends and getting more
knowledge about religion and
other outworldly activities.

The outcomes keeps me going and keeps motivating me towards the work I am doing because I am
getting both extrinsic and intrinsic outcomes from the activities I am doing.
 Motivation

Motivation is very low

Effort
towards these activities
because of the outcome and Does not put extra effort or Performance
dislike towards these any energy because of the
activities. dislike towards the activities my performance will be Outcome Rewards
dependable on the ability i
have to do the work. The intrinsic outcome which i
get is not feeling the
satisfaction inside because i
don't like the activites i am
doing also the extrinsic
outcome from going to
dentist results in pain,
ironing clothes makes me
feel tired which is why i ll not
be motivated again to do the
work.

The outcome is the negative or results not in the self-satisfaction which is I dislike these activities
and will not be motivated again to do the work.

Q8. How might the differences in the experiences of students and instructors
affect their perceptions of students’ written work and class comments?

ANSWER 8:
Perception is the process in which an individual collects data from the environment and what
he/she sees around the environment and obtain or create data out of it. For example there’s
this student who does not interact with the class very much the perception which the teachers
creates about that individual is not good as the past experience of that teacher with these type
of students was not so good than this teacher had the selective perception and as well as halo
effect because the teacher judged the student on the basis of his one characteristic, but
opposite to the teacher’s perception that individual surprisingly gets full mark in class test and
ace good grade then the perception of the teacher might change in two different ways one is
maybe the teacher starts thinking positively and the other is maybe on the past experience the
teacher gets the perception that the student cheated in the exam as he is not at all active in the
class not in any class activity as well it depends on teacher past experiences.
Q9. “The type of job an employee does moderates the relationship between
personality and job productivity.” Do you agree or disagree with this statement?

ANSWER 9:
Yes, I agree that personality moderates job productivity, there are five big dimensions of
personality which is
1. Extroversion (Socially active)
2. Agreeableness (very much cooperative and have good nature)
3. Conscientiousness (very much organized and responsible)
4. Emotionally stable ( calm )
5. Openness to experience (open towards new ideas and risk)
The person who will be highly conscientious will be more job productive as this individual will
be more organized and responsible towards his work and will also have the ability to perform
well. Extroverts tends to have more social skills so they are more likely to be happy with
whatever they working they can fit the job like marketer or sales person or the front desk
person to face everyone. Individual who consist openness are more likely to be a leader than to
be a employee if the person who consist this personality trait starts working as an employee he
will be less productive and will be not satisfied with the job, if a person is shy and not
comfortable with talking in people face to face then he might have chosen the job in which he
can work comfortably and can be productive, also is we assign an emotional person as judge at
court will this person be able to give orders without any emotional attachment? As this job
requires very bold and hard decision making in which no emotional attachments should be
involved. No this person won’t be able to perform well and will not have the ability to do so
also he will not be job productive. If I am working as an intern in any company first thing I
would look at will be that is this job suitable for me, am I comfortable doing it, does my
personality geos with it if It does not then I won’t be able to perform as I also have the ability
and skills but still the job does not suits my personality.
Case Study:
Q1. How does the executive compensation issue relate to equity theory? Who do
you think should be the referent others in these equity judgments? What are the
relevant inputs for top executives?

ANSWER:
Yes executive compensation theory does relates with equity theory because the company
compared the salary of other company’s CEO and tried to pay equally to the CEO who consist
same positions in different companies but the company should have evaluated the internally
not with what is happening outside the company what if other company’s CEO is more
educated, consists of more leadership skills and have more abilities if they wanted to relate
compensation issue with equity theory and relevant inputs for top executives than they should
have created criteria for the same compensation like the people who have same education
level same skills will get the same pay and people who puts more efforts and bring out same
output as others will get the same pay as other company is paying to their CEO because if the
CEO is not working well and organization performance is not so good than the equal pay as
other companies paying to their CEO will not be equally compensated, company should
evaluated internally rather than externally, if the employees in the company is satisfied with
their job and are happy then no matter whatever they getting paid with they will still work
effective and efficiently for the company, and it is more likely that the employees in the
company will be less job satisfied because of this executive compensation issue as this issue.
Equity theory means when an individual compares the effort he has put into his work and what
he is getting paid off with if the employee will look at his CEO’s pay is the CEO getting paid fairly
as others?

Q2. Can you think of procedural justice implications related to the ways pay
policies for top executives have been instituted? Do these pay-making decisions
follow the procedural justice principles outlined in the chapter?

ANSWER:
Procedural justice implication related to the ways policies for top executives have different
perspective, for example one individual is working hard and getting paid and he is using the
salary to meet his current lifestyle and basic needs so whatever they are getting paid off they
will take it because they need to meet their basic needs while other person consider his wages
as his worth inside the company he thinks that he is getting paid for what he is doing in the
company and what his worth is in the company, procedural justice explain the quality and
fairness in the salaries which is being paid to every individual with the same position but this
does not make sense that is someone is making more money than you will also make more
because that does not decides you value in the company but if company considers your opinion
while decision making then you are an important asset in the company no matter what the pay
is.

Q3.Are there any positive motivational consequences of tying compensation pay

closely to firm performance?

ANSWER:
Yes, there are few motivational consequences like the individual who is getting a promotion in
salary will be more motivated towards the hard work and his performance will be more
productive than before, everyone in the company will starts working hard for the increase in
salary in the job pay and will try to put in more effort than before so that they can also get the
increase in their salary, because then they will know that if they won’t work hard and put in
their effort they won’t get rewarded in the form of more salary, one company should equally
treat the CEO and the employee of the company to create job satisfaction in every individual
working in an organization and paying CEO more than the employees does not mean to pay
unfairly to the employees.