END TERM

EXAMINATION
ORGANIZATIONAL BEHAVIOR
ROLLNO:21PGDM117
DATE:19/10/2021
QUESTION.1

i. Do you think leaders in military contexts exhibit the same qualities as

organizational leaders? Why or why not?

Yes I do think leaders in military exhibit the same as organizational leaders,

because they do perform and exhibit same set of leadership skills in different
manner

Communication:

Communication is one of most important vital skills that a leader should poses to
be successful leader. In military communications are more formal, authoritative
and follows order of hierarchy and in an organizational setup the communications
could sometimes be informal, peer to peer, and friendly and doesn’t always follow
chain of hierarchy.

Motivation:

Both military and organizational leaders are high motivated and always motivate
others to perform better and motivate the team when it is need.

Responsibility:

Being responsible I one of the vital qualities of a leaders, military leaders are
known for their responsibility so as the organizational leaders.

Integrity:

Integrity is a important quality for a leader , leaders are expected to be honest

and straight forward at all times. Military leaders are well renown for their integrity
all throughout their life

Decision Making Ability:

In a corporate leadership world, every day is a war day, every decision is a

lifesaving business saving decision. Military leaders are trained to make critical
decision under critical situations; such skills make stand out than other leaders.

With these skills I believe military leaders exhibit the same set of qualities as
organizational leaders, there are few other skills that military skills that they might
unlearn and relearn such as flexibility, self-relaxation and etc.
ii. In what ways not mentioned in the case would military leadership
lessons not apply in the private sector? What might military leaders
have to re-learn to work in business?
There few lessons that military leaders must let go of to work in a private sector.
Starting with flexibility to colleague relationship.

Flexibility:

Military leaders are not prone to flexibility in working hours , deadlines,

delegation and communications , But corporate environment is a dynamic
environment where one should expect the unexpected, in such case military
leaders have to learn flexibility to fit into business organizations.

Motivating:

Motivating the employees dynamically, military leaders follow authoritative

motivation, but corporate employees expect different kinds of motivation at
different times. They don’t respond positively to authoritative motivation.

Assertiveness:

Military leaders are generally assertive in their decision and ideas, but ,
sometimes in the corporate team playing environment assertiveness won’t be
much appreciated by the team members. Collective decision making brings out
better results.

Corporate culture:

Next, the millennial corporate culture, In these the organizations have move or
more informal cultures in their working environment. Such as Work from home,
work from anywhere, corporate get together, success parties, overnight projects
and many more military leaders are not use to these kind of relationship building
with the colleague.

If a military adapts these qualities he might be a successful organizational leader.

iii. Are specific types of work or situations more likely to benefit from
the presence of “battle-tested” leaders? List a few examples.

Having battle tested military leaders in an organization is beneficial; Veterans

add incredible value to the workplace. Military leaders are trained and have
worked under high pressure situations and the have unique qualities to manage
situations military leaders are more suitable for roles involving strategic decisions
making, resource management, motivation and roles which requires high
integrity.

Decision making:

Critical situations, as business environment is a very dynamic environment, one

can expect the unexpected. Military leaders have experiences working in critical
situations and make decisions.

Example: Military leaders can perform better in situations like, when un foreseen
issues arises in a project due to some shipment delay.

Resource management:

Military leaders are trained to work on limited resources; therefore they plan and
utilize the resources in an optimal way.

Examples: Military leaders can manage limited financial and human resources
available. If in a situation the budget is constrained and if number of workers
doesn’t turn up to work military leaders have experience working such constrains.

Motivating other:

Military leaders can perform better in roles involving motivating other , military
veterans have a level of energy and motivating skills that help them handy in
motivating others

Example: If an employee needs emotional or physical motivation military leaders

are one step ahead than other in motivating a team member.

High integrity:

Military personnel are known for having high integrity. So, roles involving high
integrity such as financial managers, security managers and many .are suitable
for military leaders.

Examples: chef managers at security organizations are veterans of military. The

have the skills to endure any attacks.
Question.2

i. Do you think there is a contradiction between what employers want in

employees (agreeable employees) and what employees actually do best
(disagreeable employees)? Why or why not?

Agreeableness describes the propensity for an individual to be altruistic,

trusting, modest, warm, and exhibit a 'prosaically and communal
orientation' (John and Srivastava, 1999, p. 121) Agreeable people always tent to
get along with people easily. Agreeableness is one of the big five personality
types. Agreeable employees are gentler and can be easily taken for granted
sometimes. Whereas the disagreeable employees are usually easily irritable and
they are assertive.

Agreeable people are general not as successful as disagreeable employee

because they don’t tend to take the left side in any situation, sometimes they
don’t even ask for themselves. Even in salary negotiations they tend to settle
with low proposed salary and stick with it.

So the employers have contradiction between what they want and what
employees actually do best. Both types have their own pro’s and con’s, agreeable
employees sometimes tend to have their ideas to them self and feel under
confident to let their ideas to others even if they have better ideas. They might
eventually turn up less creative. Clearly they are not suitable for creative roles in an
organization. But disagreeable employees always come up with creative and new
ideas. These new ideas might help the organization and the employer to have a
creative stream of work force for better efficiency.
 ii. Often, the effects of personality depend on the situation. Can you think
of some job situations in which agreeableness is an important virtue and in
which it is harmful?

Agreeableness can be a vital virtue and sometimes also be harmful in certain job
situations. Agreeableness is an quality of being agreeable, pleasing and being
empathic in thinking.

Agreeableness can be vital in job operations dealing with communication and

collective decision making. Agreeableness can facilitate team building and
connecting with others. Agreeing with someone feels the person connected with us
and they tend to have a better relationship and coordinate with each other.

For example in team there might different ideas from different team members, the
leaders must in an attitude with agreeableness so that they can brain storm and find
the apt solution for the problem. At the same time the employee must also be
agreeable because to ensure smooth functioning

Sometimes, being always might also be harmful. For an example if team decides
something but one member feels that idea isn’t feasible, but if didn’t speak up and
follows agreeableness over this situation. This might cause the team to lose time and
energy. But instead if he disagrees and explain the short come of the idea the team
might drop it and proceed with another idea.

Even individually employees must stand for their voices. if an employee is not
satisfied with the compensation given by the employer monetarily or non-monetarily
he/she should stand for her ask. If the employees agrees and works with
dissatisfaction that might lead to negative performance and disorientation with the
organisation.

Therefore agreeableness can be a virtue and can be harmful sometimes.