PROGRAMME : EXECUTIVE MASTER CORPORATE MANAGEMENT

STUDENT INTAKE : NOVEMBER 2020

MODULE : ORGANIZATIONAL BEHAVIOR

DUE DATE : 19 DECEMBER 2021

DATE CLASSED : 20 NOVEMBER 2021

DATE SUBMITTED : 19 DECEMBER 2021

FACILITATORS NAME : MADAM RITA SALWANY

STUDENT NAME : MOHAMMAD RAHMAT BIN MOHAMAD YUSUF

STUDENT MATRIC NUMBER : WMPK21148

IC/NO : 790418-12-61239

CENTRE : KOTA KINABALU, SABAH

QUESTION MARK

TOTAL
FINAL MARKS
QUESTION 1

Leadership and teamwork can be thought of as analogous to an iceberg. There is a

part that is observable above the surface and there is usually a much bigger part that cannot
be seen which is below the surface. The 10 percent above the water surface represent the
individual style and team management techniques. These can change to fit situation.
Meanwhile, the rest 90 percent below the surface represent the character and behaviour of
individual which are important for leadership qualities. These components are rarely changes.
It is the changeless core around which change can happen. There are four main competency
characteristics that is crucial to figure out the leadership performance which are the social
role, self-image, personality traits, and social motive.

Social role refers to how individual see their self in society. It affects what the leader
think they should do in a particular role and the things that they consider to be important.
Social role is a powerful driver of behaviour. It is formed and conditioned by a person
assumptions about the expectations of others and by what a leader assumes important people
expect of them. Competence leadership expect to have good social skills to manage change
and resolving conflicts diplomatically which include the ability to express oneself in social
interactions, the ability to read and understand different social situations, interpersonal
problem-solving skills, and social role-playing skills. These social skill is important as it can
create and inspire trust and be credible leader others choose to follow on their character and
competence. In the organization, leader act as the motivator and mentor to guide his worker
to perform their job task accordingly. This is to ensure that the employee’s well-being is
being taken care of – thus create trust and bonding between both parties. Meanwhile, a leader
should also create trust outside the work setting to gain trust from others such as client,
potential investor, and such. To promote trust outside work setting, corporate social
responsibility (CSR) is important measure that can be implemented by the leader. CSR has
become one of the new organizational challenges over the past decade when viewed from the
perspective of the growing needs and obligations for sustainability (Jonker, J., & Witte, M.,
2006). To build a sustainable world, intersection of leadership has a crucial role in promoting
an ethical and moral behaviour. (“[24513113 - International conference KNOWLEDGE-
BASED ...”) The role of CSR is to restore one of the most critical resources for business’
sustainability which is trust. Companies choose to incorporate CSR into their businesses for
varied reasons. It is important to distinguish between activities for gaining popularity and
those which gain trust (Mostovicz, E., & Kakabadse, N. K., 2011).
 From a sociological perspective, the reflexive self develops in the interaction with
others through a process that includes a person’s self-efficacy, self-image, self-concept, and
self-esteem (Falk, R. F., & Miller, N. B. , 1998). Self-image is the way individual see their
self. This may be the way individual perceive their physically or opinion of who and what
they are, which is usually called self-concept. It is important given that it affects a person
self-esteem and confidence. Self-image includes what individual think they look like, how
individual see their personality, what kind of person they think they are, what they believe
others think of them, how much they like their self or how they think others like them, and
the status they feel other have. The way individual see their self is crucial because this will
affect their behaviour, thinking and how the person relate to others. People respond to them
either in a positive or in a negative way, depending on how confident a person are. In this
case, leader’s confidence in relationships depends the self-perceived image (Nair, R. J. ,
2016). Self-image or known as self-concept can be seen as a broader term that involves self-
respect (self-worth). It consists of two parts which are one’s own perceived value – the belief
that we have the right to be happy and that we deserve to be successful. Hence, the belief that
a leader can think, learn, choose, make decisions, and overcome challenges and changes. All
of this helps leader to lead a better life, given that they can explain the past, current
behaviour, and predict their own future behaviour. Therefore, education for a positive self-
image in the school context is crucial. There are several factors that have an influence on
repeated failures, among which self-criticism and the reactions of others to a person action,
that is through introspection, by seeing their own behaviour and receiving information from
others about what surrounds them (Lebedina-Manzoni, M., & Lotar, M., 2011). Self-image
represents an important dimension in the complex structure of the personality and plays an
essential role in the successful path of a leader. Early success creates a sense of efficiency
and contributes to reinforcing the ego and positive self-image, thus making the future failure
more bearable. If it does occur, the leader will strive harder to achieve their usual goals. A
leader will have an acceptance attitude towards risk, maximising their chances of success and
self-image consolidation. In the case of early repetitive failures, a negative self-image
appears, and it is extremely hard to remodel it which usually leads to poor results in the
future. (“THE ROLE OF SELF-IMAGE AND MOTIVATION IN SPORTS ...”) A good self-
image can be built. For instance, if the leader’s character routinely leads them to convert
measurable setbacks into measurable accomplishments. By doing so, the leader builds self-
confidence in one area of significant importance for that person.
 Leadership traits refer to personal qualities that define effective leaders. Leadership
refers to the ability of an individual or an organization to guide individuals, teams, or
organizations toward the fulfilment of goals and aims. It plays an important function in
management, as it helps maximize efficiency and achieve strategic and organizational goals.
Leaders help motivate others, supply guidance, build morale, improve the work environment,
and start action. One of common leadership trait is people-oriented leadership. Leaders are
typically people-oriented and team players. They can foster a team culture, involve others in
decision-making, and show concern for each team member. By being people-oriented, leaders
can energize and motivate others. By making each individual feel important and vital to the
team’s success, they secure the best efforts from each member of the team. A good leader is
also someone who has emotionally stable trait. Leader's exercise good control and regulation
over their own behaviour and can tolerate frustration and stress. Leaders can cope with
changes in an environment without having an intense emotional reaction. Good leaders guide
their employees and organizations to success by being present for their team and trying to
foster a healthy work environment. Great leaders use their innovative, ambitious, and
problem-solving abilities to steer their company and people towards success. While there are
many leadership styles and various leadership qualities, there are certain traits that are
particularly important in being a better leader.

Social motives are the least conscious characteristics in leadership. It is a non-

conscious in that are likely to be completely unaware of their existence in shaping who the
leaders are. Motives tend to decide the arenas in which leader choose to engage. Since
motives orient leader behaviour, leader can start to understand what drives them by paying
attention and looking carefully at their trait patterns and then linking these to their leadership
styles and other characteristics. Even more importantly for leaders, they need to consider the
potential for arousing different motives in others. A leader with high motivation often have a
long term perspective in building a better company compare to those leaders who lose their
motivation during work. Moreover, good leadership motivation enables a team or corporation
to achieve its goals. Demotivated employee and employer will not be able to carry out any
work if no one is driven to complete the effort. It does not get any more straightforward than
that. Disengaged employees can put a company in a dangerous position. Employees that are
driven and actively engaged in the work that their company does, on the other hand, make for
a more productive corporation. Furthermore, Workers who are healthy and happy are more
productive and feel better about coming to work each day to complete their tasks. Employee
burnout is a real issue, and if employees are consistently pushed to work longer hours with
more responsibilities, their motivation will decrease, and resentment of the leadership will
grow. Making the proper actions, on the other hand, can keep fatigued employees from
throwing their arms up and exiting the building. Healthy measures, such as offering healthy
snacks or incorporating a stress-relieving exercise, can help keep a team motivated.

Leadership competencies can be used to effectively select, develop, and promote

leaders in an organization. Certain factors such as business strategy and future trends should
be considered when creating leadership competencies. All business strategies are different
and HR practitioners should use the business strategy, including the global business strategy,
to drive the use of competencies in selecting and developing leaders. By effectively building
a unique set of skills for the organization's leaders, the firm will sustain competitive
advantage.
QUESTION 2

Gaining the full commitment of everyone in the team and allowing everyone to
achieve their personal potential are vital in creating systems and environments where
performance can flourish. The trend of employees abandoning their company management,
rather than quitting their jobs, is having a greater and greater impact in the business world.
High employee turnover rates are not something to be ignored because they can become
detrimental to the business’ success. Positive employee experiences lead to higher employee
engagement, which brings benefits to the workplace culture and the organization. One of the
best ways to ensure your company is building a positive experience for employees is by
treating them like partners and never like pawns.

To increased innovation and faster success, collaboration in the workplace is

essential. Collaboration is proven to lead to happier and healthier employees. However, it can
be difficult to motivate already unhappy employees to take part in collaboration. This ties
into how respected employees feel, which is critical to the overall employee experience.
Collaboration is the assumption that everyone can add value. Making employees feel valued
will increase and improve their engagement and being active in the company can help them
utterly understand the importance of their role. Together, these things build a partnership
between your employees and your business. The more that employees are viewed as and
treated like valuable partners, the more likely it is that their employee experience will be
positive and rewarding. This creates an engaging work environment in which employees go
the extra mile. Some companies take the idea of employees as partners more literally by
supplying a way for employees to acquire stock in the company. As employees build real
ownership in the company they work for, they will be more invested in the company’s
success. When an employee has higher stakes at risk in how well the company is doing, it is
more likely that they will work harder and want to contribute more. Once again, if the
workplace culture is poor and employee morale is low, then the employees might not want
ownership in the company. So, it is important to treat employees like partners whether they
have any ownership in the business or not. Much about the employee experience is related to
treating the employees well and making sure they have the resources they need to succeed.
Employee engagement software, the holistic agile method, and other strategies can be useful
in increasing employee engagement and satisfaction. However, it is just as important to make
sure the right attitude and philosophy is being implemented within your culture. This is where
viewing employees as partners’ fits into creating a positive experience. People in
management and human resources positions are essential in making sure the company’s
values reach the employee.

Another way to treat the employee in an organization is to reduce the employee labour
redundancies. At specific points in time, all organisation must look at the restructuring of the
business to ensure that there is a sense of efficiency running throughout the industry. Leaders
and managers must look at how the hierarchical positions work at every single level of the
company throughout the progression of any essential task. Applying this process will see that
senior management will engage with the points and ideas of lower management regards to the
organisation’s decision making, this path will be ideal in ensuring that there is an essential
improvement on the efficiency of operational management within the business. From
operational management, this method helps in clearing the elements that occur during the
production process and which can affect the productivity of the working environment. One of
the primary roles for leaders and managers is to be able to find these factors and to guarantee
that the communication procedures are present in the business, such matters will help the
industry to keep the efficiency and productivity that is needed for operations management.
This path will enable the company to fulfil the aim of looking after the welfare of their
workforce.

Moreover, leaders empower their team in producing the highest quality of work by
offering flexibility to an employee’s working environment. This method has always been
shown to allow employees to supply the best possible job, through the freedom and more
exceptional ability in a creative environment. This method helps operational management, as
workers are given the flexibility to work within their preferred hours and preferred locations.
This path can, in turn, help to support the quality of the product and improve the increase in
the productivity of the employee. But leaders and managers should ensure that they empower
and provide employees with the choice of working remotely, this fulfils the aims of the
organisation about developing work productivity so that the business can meet the demands
of the customers.

Leader should also treat their employee by giving them incentive programs.  This is a
technique that managers will follow to be able to increase operational efficiency within the
work environment and to motivate employees who will work more efficiently for the
organisation. For executive management being able to drive department is an assurance that
these individuals will succeed to reach the goals and aims set by the business because
ensuring the path of motivation will see the improvement of the organisation’s productivity.
Fulfilling this goal will understand that no matter what size an organisation can be, managers
strive to motivate their employees so that they can encourage them to work harder towards
these rewards.

The scheduling of work is seen as the act where a task is assigned to an individual or
team to complete the goal set by the business. The schedule involves the processes of
arranging, controlling, and enhancing the activities that are included in the manufacturing
process. Managers will see the use of programming as supplying efficiency and leaders will
see this process as increasing efficiency within the business. In scheduling, the foremost duty
for managers and leaders is to ensure that they achieve the organisations aim by optimising
the process of orders through the operating system which will carry out the given results
required by the organisation.

When all employees experience the same amount of respect from leaders, stronger,
more meaningful relationships have space to grow in the future. Without genuine and trusting
professional relationships, you risk creating a negative employer brand. Their current
employees look for new and better opportunities while potential candidates hear negative
reviews. Of course, employees’ management styles differ. However, there are components of
a manager that should be the same across the board.
References
Falk, R. F., & Miller, N. B. . (1998). The reflexive self: A sociological perspective. Roeper
Review, 150-153.

Jonker, J., & Witte, M. (2006). Finally in Business: Organising Corporate Social
Responsibility in Five. Management Models for Corporate Social Responsibility, 1-7.

Lebedina-Manzoni, M., & Lotar, M. (2011). Adolescent self-perception in Croatia.

Kriminologija i Socijalna Integracija,, 39-50.

Mostovicz, E., & Kakabadse, N. K. (2011). Between trust and CSR: The role of Leadership.
Theory and practice of corporate social responsibility , 159-178.

Nair, R. J. . (2016). Self-image and self-esteem for a positive outlook. Training manual on
Theeranaipunya - Equipping fisherwomen youth for future.