Subject: Human Behavior at work

Section A:
Q 1. Identify the problems highlighted in this case

The problem that Pierce is facing is :

 Whether they let Kathrina go ongrounds of being Insane.
 She doesn’t have any living relative to take care of her.
 If the company takes her responsibility and hospitalizes her then may be in future they’ll
have to do it for every employee
 If they fire her company might end up facing lawsuit and if she is able prove her sanity then
company might face serious consequences

Q2. Assess the personality of Kathrine using the MBTI personality type framework
Answer: ENPF – E - Extroverted , N - Intuitive, F- Feeling, P- Perceivers

Extraverted: When she was meeting clients and speaking to people, she was gregarious and
confident.
Intuitive: She was depending on her unconscious processes and attempting to connect them to
reality.
Feeling: She was trying to corelate the notion that 4-2-2 is the number and pattern that she believes
works best for her. , she blamed the company for the problems she was having, and she expressed a
deep sense of distrust.
Perceivers: She like to maintain her opinions loud and clear, even if they are not facts, and she likes
to act on the spur of the moment.

Q.3 Discuss the reasons behind Katharina’s behaviour.

Answer:
 As per the analysis Katherina’s problem is termed as bipolar illness, which is caused by high level
of pressure and is mostly hidden because of social stigma attached to it.
 Katherine begins the performance with a bad temper and a nasty tongue. She continually taunts
and abuses the men in her life, and she is prone to fury outbursts in which she may physically
attack whoever has enraged her.
 After being abandoned by Hugh, Katherina becomes strange
 Where she writes disillusioned emails to superiors containing issues like treatment of woman,
obsolescence of language even about murder of politician linked with description of her fight
with her superiors.
 Starts seeing patterns in everything from time of her to birth to the time she arrives to work, to
death toll in middle east which related to her birth time.
 Has untimely mood swings laughing and breaking into tears immediately.
 Constant fights with superiors
 No living relative

Q.4. Explain with the help of at least two important theories of Motivation which can be
used to motivate Katherine

Answer:
Reinforcement theory of motivation is based law of effect, where behaviors are selected by their
consequences and overlook the individual’s internal state.
Maslow’s Need Hierarchy Theory:

Disorder associated with mood swings ranging from depressive laws to manic highs chronic; can last
for years to life long requiring medical diagnosis , treatment can help reduce symptoms,
medications, other treatment includes cognitive behavior therapy or psychotherapy. Like other
psychiatric it is highly under diagnosed.

Her sickness is treatable, and originations should educate senior executives about it and its signs. If
correctly documented, the company may be spared from further legal action.

Q.5 What suggestions would you like to give to Harry to deal with this kind of situation? (20
Marks).

As a kind human being, Harry has a commitment to Katharina. Managers that treat a distraught
employee with respect and compassion build vast reservoirs of goodwill throughout their firms.
Because Harry is likely unable to devote time due to his own obligations, this activity should be
completed by Katharina's buddy Karl. However, Harry needs to be present because Karl is struggling,
as any manager would in his position.

Section B:
7) Choose the most appropriate theory of leadership and suggest how should Poshali deal
with the employees of her plant?
Answer:

Poshali is managing certain groups like

1) Experienced and dedicated
2) Experienced employees who are not dedicated or may be low on morale
3) Unexperienced and New employees who are not willing to learn from experienced ones
In this situation I’d like to recommend Transactional Leadership as:
1) Continuous Rewards & recognition for employees who are doing well will help them going
extra mile as well as inspire/motivate other employees who has the skills and experience
however they are not doing well.
2) Active Managent by Exception: As soon as an issue is identified, leaders take corrective
action. This management approach does not pay attention to areas where an employee is
doing well or where everything is running smoothly.
3) Passive management by exception: where supervisors continually monitor employee
performance but wait until they have no other choice to remedy errors and blunders.
Using this tyle in our situation will help employees to:
 Creates a sense of fairness
 Easy-to-understand system
 Employees can see their impact on the business
8) Briefly mention two most appropriate conflict handling styles Poshali could use to address
the problem in the situation above.
Answer:
We need to find solutions 1) which gives immediate solution (even if it is temporary)
2) Long term solution to solve it on perm basis
My first option would be to go with Collaborating side:
Reasons:
Major issue for Poshali seems to be
1) workplace being divided into groups where a lot of senior employees are not productive nor are
they listening to their young leaders.
2) New joiners are not comfortable to learn from experienced employees due to their educational
qualification.
Collaborative Style:
Poshali needs to come up with a solution where each party’s expectations (needs & wants) are
considered and they can come up with win-win situation where everyone sits down together
discusses their issue , suggests solution and negotiates on it at their well which will eventually leave
everyone being happy.
This may take sometime however this will lead to long term solution.
Competing Style:
At times it is necessary to come up as strong and not willing to back down. When you are going by
the books to resolve a conflict on short term, competing would offer a temporary solution.
This style can be implemented on 1) new incumbent who are not willing to learn from experienced
folks just because of their education
2) Rest 75% of experienced staff who is neither productive nor adhere to listen to their leaders.