Organizational Behavior

December 2022 Examination

Q1. Amar works for an IT company as a project coordinator. His boss, Ajay is very
adamant and wants the work to be done according to his way without even considering
anyone’s perspective. If Amar commits any minor mistake also he is reprimanded in front
of the entire team. Ajay wants Amar to stay late beyond office hours, even when his work is
complete. Consider the given situation and explain the pitfalls in leadership shown by
Ajay. (10 Marks)

Ans 1.
Introduction
Whether a leader can utilize strategy to make it through or around difficulties depends on how
they anticipate or deal with challenges. Some common errors that leaders make when developing
systems of care in companies. Individual, business, and ecological challenges are the three main
kinds of mistakes that a leader might frequently encounter. Leaders may manage individual
problems when engaging with others, show their leadership style, and deal with issues in
producing change. When a leader works in an organization with many associations or
frameworks, upright traps might arise from the structure or society of those organizations,
influencing how that leader responds to alter. Finally, environmental traps are challenges outside
the leader's or organization's control. Natural catches consist of state-wide economic strategy
cuts, a customer's passing, or a claim.

Discussion

Ajay's tales of leadership flaws

1. Instead of collaborative leadership, use dictatorship.

Going top-down instead of collaboratively is one of the much more uncomplicated individual
mistakes to prevent. Systems of service demand teamwork between systems, up and down and
flat, and with partners outside the system, like families and area leaders. A top-down strategy
will probably fail. It is regularly believed that this typical leadership style is the easiest to use; it
generates minor preferable outcomes. It shows tyranny when others are forced to comply with
the policies, and the individual in control makes all the choices. Once in a while, leaders need to
use this style, as they would on the front lines; however, for most humanitarian aid organizations,
a different participatory approach is advised. Leaders that employ a hierarchical system can
confuse the board with authority. A leader has fans, equally as a manager has subordinates.
Although both areas are substantial and influential, a leader can influence people since she is
required to.

2. Equating eagerness with leadership

One more regular private complexity is confusing power with authority. This catch frequently
happens in treatment systems as family and youth leaders attempt to boost local services.
Members of the family and youngsters are enthusiastic about enhancing services and support for
kids, young people, and their families. When families and young people defend themselves and
their families, share their experiences, and offer ideas to boost administration and assistance, it is
clear that they have this obligation. Life experience energy may resemble management, given
that people pay attention and periodically adhere to it. Excitement is a representation of solid
inclinations and occasionally serves as the primary drive for a leader.

Management is much a lot more complex than having an enthusiasm for something. Building
partnerships, illuminating the course, joining, empowering, and fortifying others to act are all
instances of the initiative. Campaign and interest are various; energy alone cannot preserve an
administrative position. Leaders require a broad perspective and should go a distance to do so.
Getting involved in the gallery or obtaining distance does not require being much less passionate;
one must establish a fair point of view. One can be passionate without being a leader, yet it is a
lot more challenging to be a leader in this field without interest. The best leaders in the youth,
family, and neighborhood have both.

3. Lack of faith
A vital part of any leadership group depends on. Their leadership group has a substantially
higher possibility of falling short without trust. A high degree of trust improves relationships,
performance, and success. Participants of a team must communicate vocally and nonverbally,
share a concern for each other's interests and well-being, and understand and value each other's
contributions to their skills and understanding. To cultivate trust among team members,
everybody on the team needs to make a dedication to advertising straightforward, reputable, and
routine communication as well as shared regard, assurance, and comprehension of expectations.

Conclusion

Being imaginative and taking danger are crucial parts of leadership. Ajay constantly experiences
threats, many of which may be prevented or conquered due to making new and various points. A
leader might run into ecological, organizational, and personal obstacles. No matter the particular
risks, a leader constantly solves problems and aligns others' objectives and worths. The
narratives and techniques are simply illustrations to aid the viewers in creating a higher
comprehension of some of the troubles they will deal with. There are thousands of more catches
than those provided here and countless methods a leader could use to avoid or prevent them.
When they are put into practice, the one mistake a leader cannot devote is to discontinue trying
out fresh concepts and quit to find out. When they stop expanding and taking threats, leadership
includes staying clear of and browsing with obstacles; leaders quit leading.

Q2. Sameer works as a team leader in a multinational company. Whenever his team
member performs well, goes out of his way to serve the client he awards them. The award
can be a gift voucher or an appreciation mail. Sameer also encourages good behaviour by
removing or handling well the situation which may lead to undesirable behaviour. Because
of this practice it was the best performing team in the office. Analyse the situation and
explain the elements of reinforcement used by Sameer. (10 Marks)
Ans 2.

Introduction
Sameer is a team leader for a big corporation. Furthermore, Sameer promotes positive behavior
by avoiding or handling circumstances that might cause destructive behavior. Its efficiency was
the best in the office due to this method. In the discovery process, reinforcement is crucial. The
law of effect specifies reinforcement as anything that reinforces the response and has a
propensity to cause reps of the behavior before the incentive. Another method to define
reinforcement is practical: Something is just strengthening if it makes the reaction before it
stronger and motivates reps of the reaction.

Although the expressions rewards and reinforcement are commonly used synonymously, there is
a technological distinction between both. Unlike motivation, an interior explanation of behavior,
the benefit is an external description. An incentive is just something the provider discovers
appealing; it need not constantly be motivating.

Discussion

The elements of reinforcement used by Sameer

1. Positive Reinforcement

A positive Reinforcement is a reward for acting in the best possible manner. The reward needs to
urge wanted practices and enhance the possibility that they will be duplicated in the future.
Positive Reinforcement up can be optional or essential. The term "required strongholds" refers to
strongholds that produce financial benefits. Auxiliary supports provide advantages, and they can
suggest various points to different individuals. For instance, money is the most effective
encouraging comment because it can buy food and other necessities. Other optional reinforcers
include improvement, acknowledgment, teamwork, and approbation when browsing.

The encouraging responses have to satisfy a few requirements to be compelling.

(i) Given that each agent has a distinct motivation for their job, the incentive must be tailored to
their demands. Principals should either establish a structure for proper awards for every
organization member or personalize their honors for each recipient. Money could be an
implementer for one employee, while an additional, extra commend for his performance could be
a much more persuasive master.

(ii) The prize ought to be based on the nature of the exhibit. The suggestion is for the award to be
much more prominent the higher the agent's degree of performance.

(iii) If the assistance is provided quickly after the preferred behavior has been demonstrated, it
will have a different significant influence. The less effective the prize will be as a positive
reinforce, the longer the compensation for the excellent action is postponed.

2. Negative Reinforcement

Alternative names for negative reinforcement include Hostility knowing and Vacation moldings.
These labels make it clear that negative assistance occurs when people learn to stay clear of or
get away from stressful circumstances. Negative reinforcement enhances and raises behavior by
avoiding an undesirable outcome. Like positive reinforcement, negative reinforcement is a tactic
to motivate preferred behavior. Nonetheless, when given positive responses, the depictive jobs to
obtain money and other benefits. Still, when given negative feedback, the worker tries to prevent
or get away from negative results like the principal's stricture.

The manager might favor that his staff members arrive at the workplace in the proper outfit, and
he could question those that dress delicately or carelessly. On the other hand, the staff members
may clothe well to stay clear of analysis and satisfy the supervisor. In doing so, individuals
participate in functional behavior to prevent undesirable results. The majority of exemplary
behavior in our culture depends on aversion learning. We park our automobile in the designated
area even though it is improperly developed to avoid obtaining a ticket. This way, pessimistic
support is a type of social extortion because the target will perform it in a manner that is meant to
avoid exposure. Readiness, safety, rebukes, instructions, conferences, and therapy protect reps at
work against the unfavorable effects of unwise behavior. The influence can be beneficial when
positive reinforcement for exemplary behavior is added.

Conclusion
To summarize, Sameer uses reinforcement to reaffirm the fundamental notion that actions have
repercussions. When a particular behavior causes benefits, it is advertised; when it leads to
charges, it is dissuaded. The repercussions that stop a behavior without gratifying or penalizing it
are last; however, absolutely not the very least, and they are just as considerable. According to
the situation, supervisors can select the ideal worker motivation approach with the help of
Sameer's reinforcement. This motivational concept is entirely interested in what transpires after
an individual acts. It has nothing to do with an individual's internal state; internal emotions and
inspirations are ignored. The company's external environment must be efficiently and sensibly
integrated to inspire staff members. This suggestion is an efficient tool for considering how
people manage their behavior.

Q3. Case:

Renita Parker was a trainer for a Tasty Tummy multinational company, in FMCG
business. She worked brilliantly with the executives on their writing and helped them to
feel more confident about it. Renita worked with top executives as well as the shop floor
level. She realized that teaching the shop floor employees was her call and she wanted to
work more with them. Renita was paid quite high as majorly she was dealing with the top
executives.

Renita met Mark, her supervisor and explained to him that she wanted to be associated in
teaching and training the shop floor employees because many of them could not write
anything other their names. She also agreed to work on reduced salary and started offering
English classes as an added benefit to them. Although the classes took some man hours of
the employees but their productivity increased and even some of them began to apply for
supervisory positions

a. What content theories would explain why Renita was unhappy despite her high income?

(5 Marks)
Ans 3a.

Introduction
In content concepts of motivation, a collection of demands that direct people's behavior is
usually presented. Content theories of motivation seek to identify the factors or needs people
have, in contrast, to refine theories of motivation, which aim to describe how and why those
objectives impact individuals' behavior. A subgroup of motivational theories called web content
theories seeks to define human motivation.

Discussion

Renita Parker functioned as a mentor in the FMCG sector. Renita did an outstanding task of
collaborating with the chiefs on their composition and motivating them to have high expectations
for it. Efficiency is a procedure of financial performance that contrasts the amount of labor and
goods produced with the amount provided. The ability to do significant institution tasks swiftly
is an instance of effectiveness. Effectiveness can be seen in how swiftly a plaything
manufacturing plant can provide toys. Second, a management placement signifies a position of
authority such as an Administrator, Chief, or Manager. An administrative duty suggests a
position with management responsibilities for a workgroup inside a division. Renita consented to
work for much less cash and started providing English lessons to benefit the employees. The reps
had to miss out on some work hours for the training, and their performance increased; and shock,
several started to look for administration placements.

Organization trendsetters focused on improving representational performance do not necessarily

need to sustain considerable incomes, provide luxurious presents, or devote themselves to new
motivators. There are much more efficient and sensible techniques to increase the workforce's
measurable efficiency. A depictive commitment sets whatever is in motion. Agents that have
withdrawn are a network for teams. Reps who have been attracted emerge more often, remain
much longer, and are generally more helpful. The work environment, strong vision, morality, and
goals are essential elements of an organization's way of living. Research has revealed that firms
that highlight fostering relationships and fulfilling cooperation are much more effective than
those that emphasize rules and individual success. Modify their hiring procedures and ensure that
new group members will collaborate with others to influence and motivate their reps if they
consider how to boost efficiency at work.

Conclusion

When Renita first satisfied Mark, their supervisor, she suggested that she wanted to aid train the
store and educating floor workers because several might not create anything aside from their
names. Renita was made up well because she only dealt with magnates; however, when their
outcome increased, some started to request managerial roles.

b. Renita seems to have drifted into being a teacher. Given her needs and motivations, do
you think teaching is an appropriate profession for her? (5 Marks)

Ans 3b.
Introduction
Being a teacher is a noble task that comes with a hefty burden of obligation for the children.
Teachers send understanding and prepare students for the future by urging and motivating them
to make significant life decisions. Furthermore, they remain to enhance pupils' self-confidence
and direct them in the proper instructions.

Discussion

Teaching is much more than just a method of making money. Being a teacher implies making a
difference in the lives of children and shaping them right into the adults they will come to be
using lifelong teachings.

1. Education can have an impact.

They have the chance to influence future generations with the educational program growth and
the life lessons they share when Renita comes to be a teacher. On top of that, they would be able
and empowered to impart life teachings in addition to academic subjects.
2. The days of the teacher might be varied.

Teaching is a career that thrives on variation, given that no two days are ever before alike. As
teachers progress via new educational program devices, discover brand-new subjects to cover,
and engage with new groups of pupils every year, Renita has the opportunity to flavor points up.

3. Teachers can impart their enthusiasm for education.

Renita is conscious that it enhanced the discovering atmosphere if teachers have ever taken a
lesson from a truly passionate teacher concerning their topic. Nevertheless, the study shows that
2 of the most crucial considered teaching are the quality of education and a teacher's familiarity
with the subject matter.

4. The employment security for teachers is excellent.

While there is a guaranteed demand for qualified teachers, the needs differ by quality, school,
district, and state. Furthermore, there is much mobility in this field. They can transfer to an area
with a much more considerable requirement for instructors or quit teaching and work in
administration, coaching, or community service. An additional practically transferable capacity
is teaching.

5. Having fun is urged

The best trainers bring their energy, character, and sense of humor to the class. In addition,
excellent teachers are committed to creating new and exciting methods to communicate the
material to their students to boost student engagement.

Conclusion

The abilities and commitment of a teacher identify a trainee's fate. Pupils' desire to expand, break
through, and achieve whatever goals they set on their own is promoted by their teachers.
Teachers value pupils who put out an honest initiative, despite success. Furthermore, students
have to value their teachers.