ORGANIZATIONAL BEHAVIOUR & HUMAN RESOURCE MANAGEMENT

ASSIGNMENT
Mohammed Rafiq (EPDGM-SEP 2022)

ORGANIZATIONAL BEHAVIOUR CASE STUDIES:

Questions (#3):

(a) How far do you agree with the procedure adopted by the task force?

Ans: I totally agree with the procedure adopted by the task force, since it includes the required
primary steps for decision making and reorganizing the structure of a company is a key decision of
an organization which hasn’t made any changes in 10Yrs.

(b) Explain how the system and contingency approaches can contribute to the analysis of this case.

Ans: Since the company is not up to date with the latest technologies and the rigorously changing
environment in the market, contingency organizational theory which focuses on the external
determinants of the organization’s behaviour and structure can help with analysing type of
environment the company faces now and the lack of technology of the present structure.

As, the systems theory focuses on the internal dynamics of an organization’s structure and
behaviour it will help with analysing type of structure the company has at present, which in turn the
helps in identifying weaknesses of the present structure.

(c) What type of organisation design should the task force recommend? Explain its broad features.

Ans: Divisional Organizational Structure should be opted for this case. Divisions work well because
they allow a team to focus upon a single product or service, with a leadership structure that
supports its major strategic objectives. Also, a division's focus allows it to build a common culture
that contributes both to higher morale and a better knowledge of the division's portfolio.
Questions (#1):

(a) What are the dysfunctions of informal organization in the Surepleasure Airlines?

Ans: Following dysfunctions of an informal organization can occur: -

Conflicting Roles: - The members of formal and informal Organisation faces role conflict. If
informal goals are different from formal goals, members stick to informal goals only.

Group conformity: - Informal organization leads to unacceptable standards. Employees

who do not participate and socialize according to informal norms are ignored and made to feel
uncomfortable to the point where they might quit the job.

Reduce the degree of

productivity: - Due to the
influence of informal
groups the organization loses
many efficient and
hardworking employees.
In informal organization the
managers are unable to control
the members
and predict the outcomes.
Reduce the degree of productivity: - Due to the influence of informal groups the
organization loses many efficient and hardworking employees. In informal organization the
managers are unable to control the members and predict the outcomes.

(b) Could there be any benefits of informal organization in this company?

 Ans: There are certain benefits with informal organization in this company like contributory
dine-and-dance party every week-end which helps the employees develop good relationships
and have a great time together. Communication travels much faster in informal transitions since
they discuss their work and non-work reacted problems with each other and find solutions
allowing a good team work. Employees frame their own targets and self-control their activates.
Control need to be exercised from the top.

(c) What suggestions would you give to the management of this company to cope with the
informal organization?

Ans: The existence of an informal group should be given a recognition in the operating
organization. Management should try to maintain an equilibrium between the formal and
informal groups. The informal group should always be taken as an integral part whenever there
is change in working methods.

HUMAN RESOURCES CASE STUDIES

Questions (#1)

1. Identify the salient issues from HR point of view for this case.

Ans:

I. Company is facing difficulty with retaining its experienced engineers beyond

5Yrs.
II. New Hires lose the interest as they have to work on Non-classified projects until
they received the security clearance.
III. New Hires find difficulty in learning organizational culture, goals and visions of the
company since they are assigned to major projects without going through critical
phases.

2. If you were to study this turnover problem, how would you conduct a needs analysis or
evolve a counselling programme?
Ans:
I would conduct a feedback survey for experienced engineers and newly hires to
understand their concerns since the turnover problem is primarily connected to them. I would
Training and mentorship programmes between new hires and experienced professionals
which will help new hires to understand company culture and experienced personals a
sense of mentors.

3. What are the causes of dissatisfaction and turnover in Microelectronics?

Ans:

I. No Proper training or orientation sessions for new hires.

II. Lack of sense of importance given to experienced engineers since they joined the
company right after completing college.
III. Slow processing of security clearance leading to new hires missing out on
creative phases of the project.

4. Do you find the mentoring programme suitable to reduce turnover? Justify your answer.

Ans:

In my opinion, the mentor program will be very helpful to reduce turnover as the
experienced engineers will gain sense of responsibility and importance given to him/her
while he will be assigned as mentors for New Hires to teach organizations culture. This
will give them a need to continue in the company as well they would look forward for
more such opportunities.

Questions (#2):

(a) Identify and discuss the core issue in the case.

Ans:

The core issue is with company’s Performance review and compensation/reward management.
There is no proper process in place which will help company to review employee performance and
decide on the compensation/rewards for the employee’s.

MR.Rog lacks belief in his employees and is supporting favouritism which will surely hamper the
mutual growth of company and employees.

(b) Was management of the company justified in implementing the recommendations of Mr.
Rog, in the absence of proper report?

Ans:
No. Management should have asked for justifiable points before implementing the
recommendations on the concerned employees. In an organization, we have different people
and each one of them have different capabilities, mind-set and thought process. The
 management team sitting at the top of MR. Rog should have been more accountable and should
have deep dived into the issue when MR.Rog asked them to stop the increment of the salary
with any basis, facts and proper reports.

(c) How would you view the action of Mr. Rog, if you were the M.D. of the company?

Ans:

Mr.Rog should have engaged in conversations with the concerned employees, have discussed the
issues he see with them and try to understand the reason behind their laziness/ineffectiveness
before deciding. As an M.D. I would have appreciated his recommendation but I would also have
asked him to review the same with the concerned employees and understand their concerns.

(d) Do you think the reward system instituted by the company needs to be reviewed? Substantiate
your answer with logic.

Ans:

Yes. Management should have a standardized review system in place which record employee’s
efforts and get feedback from their peers. The company can guide compensation management
towards building and implementing successful compensation plans with these methods:

 Develop and apply a compensation philosophy.

 HR can clarify the components of the compensation plan to employees
 Design a robust compensation strategy. HR leaders can collaborate with managers and
specialists to offer all-inclusive compensation plans as well as generous benefits to
improve their people’s quality of life.
 Assess the results, HR leaders can analyse the results of compensation management to
see what’s working and what isn’t through a compensation scorecard, which can
improve the efficacy of compensation management.

1.
 PARTB
1. Define, what is Organizational Behaviour and state why it is importance to study
Organizational Behaviour?

Ans:

Organizational behaviour is the academic study of how people interact within

groups. The principles of the study of organizational behaviour are applied primarily
in attempts to make businesses operate more effectively.

Organizational behaviour describes how people interact with one another inside of an
organization, such as a business. These interactions subsequently influence how the
organization itself behaves and how well it performs. For businesses, organizational
behaviour is used to streamline efficiency, improve productivity, and spark innovation
to give firms a competitive edge.

2. Define HRM Function in Business Organization? What are the various challenges faced
by H R Managers in managing employees in today’s Industrial Organization.

Ans:

Functions of HRM include job design and job analysis, recruitment/ hiring and
selection, training and development, compensation and benefits, performance
management, managerial relations and labour relations.

Some of the major challenges faced by human resource managers are as follows:

1. Recruitment and Selection

2. Emotional and Physical Stability of Employees
3. Balance between Management and Employees
4. Training, Development and Compensation
5. Performance Appraisal 6. Dealing with Trade Union.

3. Identify steps in decision making process in an organization and explain with example?

Ans:
Steps in decision making process in an organization are as follows:
Step 1: Identify the decision
 Step 2: Gather relevant information
Step 3: Identify the alternatives
Step 4: Weigh the evidence
Step 5: Choose among alternatives
Step 6: Take action
Step 7: Review your decision & its consequences

4. Distinguish between Attitude and Aptitude and how will you explain this with reference to
organization?

Ans:
Attitude is related to existing abilities and skills with certain perceptions. It is how a
person perceives something. The ability to fit in with the culture and values of the
company or organisation is crucial which demands a positive attitude to adapt.

Aptitude is potential ability of personal skill enhancement, learning and training

within an organization. Aptitude is important as it provides the requisite flexibility,
passion and leadership skills that can make or break a personal’s fulfilment of their
job description.

5. Define motivation? Explain motivation with either Maslow’s Need Hierarchy theory or
Herzberg’s Two Factor Theory?
Ans:
Motivation is the method of inspiring employees to work hard for the achievement of
the organizational goals.
Maslow proposed that motivation is the result of a person's attempt at fulfilling five
basic needs: physiological, safety, social, esteem and self-actualization. According to
Maslow, these needs can create internal pressures that can influence a person's
behaviour.
Physiological needs are those needs required for human survival such as air, food,
water, shelter, clothing and sleep.
Safety needs include those needs that provide a person with a sense of security and
well-being. Personal security, financial security, good health and protection from
accidents, harm and their adverse effects are all included in safety needs.
Social needs refer to the need to feel a sense of belonging and acceptance. Social
needs are important to humans so that they do not feel alone, isolated and
depressed. Friendships, family and intimacy all work to fulfil social needs.
Esteem needs refer to the need for self-esteem and respect, with self-respect being
slightly more important than gaining respect and admiration from others.
 Self-actualization needs describe a person's need to reach his or her full potential.
The need to become what one is capable of is something that is highly personal.
While I might have the need to be a good parent, you might have the need to hold an
executive-level position within your organization.
6. What is difference between a Leader and a Manager? Explain basic difference between
the trait, behavioural and contingencies types or categories of leadership theory?

Ans:

Manager will focus on planning, organising, and coordinating resources to manage

tasks and deliver results. A leader will inspire, motivate, and influence those around
them which will drive people to achieve their goals and objectives whilst working
towards the bigger picture.

Trait theory - Trait theory believed leaders were born and not made.

Behavioural theory - Behavioural theory believed that leadership is nothing but

certain behaviours which can be learned.

Contingency theory of leadership - Contingency theory states that it is important to

match leadership style with the situation. Different leaders have different leadership
styles suites in different situations.

7. Define group and work team. Explain the benefits organization and individuals derive
from working in team

Ans:

A group is an assemblage of persons who work, interact and cooperate with one
another in achieving a common goal in a specified time. The identity of the group
members is taken individually. The members share information and resources with other
group members.

A team (or a work team) is a group of people who are joined for achieving a common
goal within a stipulated period, having collective accountability is known as the team.
Apart from sharing information, the team members also share the responsibility of the
team task. Few of the potential Organizational Benefits of working as a Team are as
follows

I. Work Efficiency

Teamwork enables you to accomplish tasks faster and more efficiently than tackling
projects individually.

II. Improved Employee Relations

Teamwork is important in an organization because it provides employees with an

opportunity to bond with one another, which improves relations among them.
 Workers who constitute a team working on a project often feel valued upon the
successful completion of such tasks.

III. Increased Accountability

Teamwork increases the accountability of every member of the team, especially

when working under people who command a lot of respect within the business. Team
members do not want to let each other down and hence do their best to contribute to
the successes of their teams.

IV. Learning Opportunities

Cooperating on a project is an opportunity for new workers to learn from more

experienced employees. Teams often consist of members who differ from one
another in terms of skills or talents. Working together is a great opportunity to acquire
skills that an employee never had beforehand.

8. Explain the Process of Communication and its significance in an organization.

Ans:
Communication refers to the process by which the information is transmitted and
understood between two or more people. The communication process involves
understanding, sharing, and meaning, and it consists of eight essential elements: source,
message, channel, receiver, feedback, environment, context, and interference.
The importance of communication in an organization can be summarized as follows:

 Communication promotes motivation by informing and clarifying the employees about

the task to be done, the manner they are performing the task, and how to improve
their performance if it is not up to the mark.
 Communication is a source of information to the organizational members for
decision-making process.
 Communication also plays a crucial role in altering individual employee’s attitudes.
 Communication also helps in socializing.
 Communication also assists in controlling process. It helps controlling organizational
member’s behaviour in various ways. There are various levels of hierarchy and
certain principles and guidelines that employees must follow in an organization.
Thus, communication helps in controlling function of management.