ASSIGNMENT

NMIMS Global Access

School for Continuing Education (NGA-SCE)

Course: Organisational Behaviour

Q1. Interpersonal relationships between superiors and subordinates in an

organization involve different kinds of power equations. In your opinion, arrange the 5
sources of power in order of importance, that are based on superior subordinate
relationships in an organization. Justify your preference.

ANS: 1) Reward power

A superior who has authority to reward and subordinate or employee for

compliance has reward power. Rewards work excellent when they were captivating
for all employees for example, A hike in salary or bonus, a promotion, increase in the
leave of absence and many more.

These rewards are given to employees on basis of the performance these

encourage them to continue to work hard and his great way to influence the The
employees or teammates to compete with each other which leads to better work and it
helps the company to grow as well as they can enhance their skills.

2) Coercive power

Coercive power coercive power is a force derived by punishing in adequate

behaviour in the organisation. This power gives a superior control over what is happening in
their organisation. It can optimise employee discipline, enforces organisations policies and
maintains Toxic free environment. For example pay-cuts, layoffs, and terminations if
employees don’t follow orders.

3) Legitimate power

Legitimate power is a kind of power a executive, manager or any other leading

official in a company has because of their position status. Legitimate power comes along with
as it is written into the job discrimination. This power can not be carried forward along with
on the change of job or retirement .

Here comes an interesting condition: although a follower have their obligation to

observe the authorities, this power is also determined on follower’s approval. Of course, if
the employees are disobedient, there are mechanisms available to the leader. For example:
punish behaviour.

There are also some informal rules to legitimate power, for example, it may not
written in job description that your boss’s boss can summon you.

4 ) Expert power

An individual who has more knowledge and experience then everyone within the
team displays expert power. Expert power is essential and one should use the knowledge
precisely. expert power gives you influence.

When everyone is looking up to you for your knowledge you are the expert. One
should never stop learning no matter how much you have gained. One who is expert or
skilled should let others know that you have it. People who have expert power should not
think highly of them and less of others they should be down to earth and avoid being
arrogant and egoistic rather rather than using it to influence others or one in need. for
example they can write articles and can give speeches.

5) Referent power

Referent power is a power that one person’s ability to inspire and influence others.
Particularly celebrities and other famous people have referent power because people look
up to them and follow their every move. They can influence every thing from what people
buy to which politician they elect. Everyone loves their characteristics charisma and
personality.
Q2. Performance of employees at the workplace depends on their personality traits.
Describe the five major traits that most researchers agree upon and explain how they
lead to meaningful workplace behaviour.

ANS:

The five major traits that most researchers agree upon are openness, coscientiousness,
emotional stability, extroversion and agreeableness are explained below:

Openness:

A person with openness is innovative and creative. They are eager to try every thing
adventurous and new things in life. They are open to change and can get out of the comfort
zone. A person who is open tends to enjoy life more and can get a whole lot of experience as
they are not afraid to try new things or go to new places.

Whereas, a person who is not open can face difficulties with many things as they can’t
make a decision that easily because they have to think outside of the comfort zone.

Conscientiousness:

A person who is conscientiousness trait is highly goal oriented. They cannot leave
anything incomplete they have to complete every task given to them and can be very
competitive. They like to set their goals daily and want to achieve them daily because of that
they can do the work rapidly.

A person with conscientiousness will daily plan and analyse their day or some or
the other thing. They can be very focused and can perform very effectively because they also
organise and like to plan every thing for their future makes them achieve success quickly.

Emotional Stability:

In todays stressful world everyone should have emotional stability. One who is
emotionally stable knows how to be calm in stressful situations and knows how to manage it.

Person with emotional stability tends to be more focused and clear headed and can
make a rational decisions comparatively than the person who is emotionally unstable. They
are always happy and confident , they never doubt themselves.

Whereas, person who is emotionally unstable always doubt themselves and has no
confidence. Person who is emotionally unstable tends to overthink a lot and cannot handle
stressful situation as they get anxiety.
 Experts states that person who is emotionally unstable should do meditation daily as
it can calm their thoughts and they can think clearly.

Extroversion:

A person who is outgoing and gets enthusiasm from being around other people is an
extrovert. Extroverts tend to be expressive about their lives. They love being centre of
attention in every outing.

They love to be in social interaction and likes to meet new people and have biggest
friend circle whereas, an introvert finds it difficult to be in a spot and can be antisocial.
Extroverts can make any dull meeting into energised one with the presence.

Agreeableness:

Person with agreeableness tends to be honest and direct towards everyone they are
very much interested in helping others.

They are good listeners and people trust them highly. They have empathy towards others and
they cannot see other people struggling and will do every thing in their power to help.

People with agreeableness tends to do charity work, to help people in some or the
other way. And agreeableness is essential in organisation, where teamwork is included.
Q3. Mr. Ranveer Goswami, the current CEO retired from the organization and
everyone bid him a very emotional farewell. He was a people’s leader and the team
was going to certainly miss him. The young CEO Ms. Riya Talwar who was going to
take his position had a tall task ahead of her. She was eager to implement the ideas she
had in mind to expand the organization and was one focused leader, doing everything
in her capacity to lead the organization to greater success.

a. Ms. Riya did not get the welcome or support she expected from the team. Her plans
were not implemented with the same vigour that she had imagined? Which common
organisational pitfalls in leadership are described in this scenario.

ANS: In this scenario, the employees are facing difficulty to accept the new CEO as
they’re not ready to replace her, with their previous CEO.

The pitfalls in leadership are follows:

1. Unclear job role: A leader who is unclear about roles and responsibilities in the
organisation can make work environment toxic. This can lead to stress and low efficiency in
the work.

Employees will leave the job as there is no clarity of rules and responsibilities in the office.
Employees can get frustrated because there is no clarification and this can lead to conflict.

2. No feedback: In organisation there should be honesty if you don’t like certain

things you should be direct and address it and you can give your feedback before it can
create any misunderstanding which can lead to frustration, then fight and this will create
stressful or toxic environment in the workplace. A leader should take Feedback and can
improve or work on it and he should never take it personal.

3. Lack of motivation: When leader cannot be clear about job objectives or give
misleading directions, don’t train employees what work they have to do this can lead to lack
of motivation and low productivity.

Therefore there will be low efficiency and nothing can be done right.This can create stress in
the organisation which makes it difficult to work.

4. Fear of failure: A leader should be prepared that there can be failure and should
not take it personal rather take it in a positive way and not overthink about it, this will lead to
self doubt.

A leader should be OK with failures and should work on it and take points that can improve
it.
He should not make same mistake twice which can lead to failure.He should be open about it
can tell his failures to his employees so that they can learn from his mistake.

5. Poor communication: A leader should maintain clear communication with his

employees to avoid misleading, misunderstanding and confusion. A leader should give clear
instructions to his employees and should clear their doubts or questions rather than leave
them confused.

Poor communication can be major pitfall as poor communication cannot clear your questions
rather than keep you more confused with more questions and create more frustration.

b. Correlating it to the above situation, explain how emotional intelligence would

help the new CEO get the support she expects from her employees?

ANS: Emotional intelligence helps to understand, to have control over

your emotions and improve your communication skills, social skills and the person will
empathise with others and can overcome challenges.

Person with emotional intelligence tends to perform better compare to person who is
emotionally unstable. Emotional intelligence benefits in physical and psychological health of
people that can improve their performance overall.

Person with emotional intelligence can make decisions rapidly. A person who has emotional
intelligence have self confidence and think very highly of them they are often motivated and
in positive mood.

Nowadays there can be stressful situation in the organisation then person with emotional
intelligence know how to deal with it as he will become and collective in the situation and
will think of some solution, will motivate others to think positively.

In every organisation they prefer to hire a person with emotional intelligence so that the
person should be an asset for the organisation. People who are emotionally unstable don’t
know how to be calm in stressful situations and can get anxiety which can cause chronic
stress and eventually depression.

Experts say a person who is emotionally unstable should practise meditation daily that can
improve their anxiety and they can calm their thoughts and eventually can handle stressful
situations in the organisation.

People with emotional intelligence can handle criticism without denial, blame, excuses or
anxiety .One of the major benefit of emotional intelligence people have is self -
awareness .They are honest and vocal about everything.They have open mind and are really
good listeners.

People with emotional intelligence have immpeccable social skills and can be very
enthusiastic to socialise and meet new people and can hold any conversation.

People with emotional intelligence can focus highly and cannot get distracted from their work
or their goal. They can be very practical and ambitious of their goal.

Person who is emotional intelligent knows how to say NO when you need to.They know how
to respond calmly instead of reacting or getting frustrated to conflict.They are often soft
spoken and has assertive communication style.

They have empathy towards others and can listen to others and can relate with their problems
and understands that they are struggling and tries to help them.They know how to treat
negative and toxic people.

They are always happy and calm and are always thriving they pass this type of energy to
everyone around them which makes the workplace filled with enthusiasm and everyone likes
to work in that environment.