Organizational Behavior

April 2023 Examination

Q1. Sana and Reema joined a quick serve restaurant chain at the head office in the
marketing department. Both of them were very happy with the compensation and
designation offered to them. Since Sana and Reema joined in the same month so they
bonded well together, during one of the conversation Sana got to know that Reema was
getting paid 25% more than her. This revelation had caused a conflict between them as
it had really saddened Sana, which was observable by her hostile behaviour towards
Reema. Sana never missed a chance to make Reema feel miserable. Sana Started
comparing the fact that both of them had the same qualification and work experience
and still she (Sana) was getting paid less than her peer. The situation had worsened so
much that they both stopped communicating with each other. You are the HR manager
who has observed all this and now you have to come up with techniques with the help of
which this conflict can be resolved. Discuss any

4 (four) techniques of conflict resolution and management. Also, conclude the answer by
discussing how organisations can avoid/minimise such conflicts. (10 Marks)

Ans 1.

Introduction

Sana and Reema joined a quick-serve restaurant chain. Both ended up being friends and
adhered well. They interacted as they worked in the advertising and marketing department of
the same business. One day Sana found out that Reema was earning money 25 percent greater
than her. Sana was hurt as they both were just as certified with the same experience, yet still,
she was getting underpaid than Reema. It created chaos, the circumstance worsened, and they
stopped speaking to each other.

As an HR manager, I have to solve this conflict using various conflict resolution techniques
and management. Their fight should be dealt with as it will influence the business's job by
influencing various other workers. An effective company has harmony and tranquility in the
office. Any person who feels envy from the same work environment cannot be considered a
good thing and is an adverse point.

Concepts and applications

Conflict resolution can be considered both a process and a skill. If conflict resolution is an
ability, an individual might have extremely created skill and the capacity to conclude
conflicts through persuasion, arbitration, dissuasion, or even negotiation. This skill is
precious in workplaces where workplace conflicts are typically between employees.

On the other hand, conflict resolution can also be considered a process that may involve
numerous events relying on the current problem. The parties involved in the office conflict
can react differently in the direction of its appearance. They can collaborate, avoid it, discuss
and attempt to soften the scenario, or complete and combat with each other. Third-party
arbitrators are typically hired when workplace conflicts have crossed a particular line.

Let's discuss some techniques of conflict resolution and management-

a) Avoidance- Evasion is one of the most typical and the initial resolution to be used
throughout a work environment conflict. However, it is the least successful technique as it
eliminates us from a circumstance endangering to develop into a verbal argument. Evasion
can sometimes make the scenario even worse; however, in this instance, it can be
advantageous if Sana and Reema are not settling on some remedy and settling their conflict.
It is better to position them in different teams so they only sometimes face each other.

It is essential to remember that this is a short-term service as they must recognize each other
for as long as they work in the same company.

b) Accommodation- Holiday accommodation can be specified as a resolution approach

involving searching for common ground between the two celebrations without shedding an
objective sight of the basic scenic view. This technique needs to be used with caution, as if
any of the celebrations are emotionally associated with the argument, this technique can be
easily carried out. As hard as the problem appears, both celebrations are similar in
everything. And most of us understand that Sana and Reema initially ended up being close
friends, and they have a soft side for every other.

c) Compromise- The following resolution method that can be used is compromised. It

involves finding a middle ground between both conflicting celebrations. This tool is
exceptionally reliable when both parties that want to win against each other are included.
Making both events concur at some levels is essential to soften this scenario. With time,
when the conflict loses its intensity, I, as an HR, have even more time to locate a more steady
circumstance.

Sana and Reema will gain something using this method, and neither celebration will acquire
whatever they desire. As a result, as a result of humanity, both celebrations will not be
satisfied.

d) Collaboration- This is the last and the most challenging resolution method, but it is
among the most reliable. This strategy entails moderating, so the disagreed parties can
develop a solution. This technique is expensive both in terms of time and sources. However,
it is the only manner in which both events will ultimately enjoy and be pleased.

There are several other methods and methods to deal with conflict. However, the inquiry asks
to state four designs, which are the best.

Conclusion

It's the organization's obligation not to create any scenario that can create employee conflict.
To attain this, companies must.

Pay similarly to all the workers to ensure that nobody feels jealous of any individual. This
includes paying equivalent remuneration to individuals with the same certifications and
similar experience.

Offer equal opportunities to every employee. This involves offering all workers equal
opportunities so everybody can expand, and there should be no unique advantage.

Produce a fun and pleasant atmosphere in the work environment to ensure that all the workers
are easily and comfortable with each other. This can be done by arranging party occasions
after specific periods.

Above are a few factors companies can embrace to avoid office conflicts.
Q2. Karan and Sanjay work as Project Lead for two different teams. It has been noticed
that Karan is very helpful and empathetic towards his team and supports them in every
possible manner. The team in turn is very close knit and can really works hard to
accomplish the objectives. They also give Karan full support whenever required by
going out of their way. Whereas Sanjay just wants to get the work done by being a tight
fisted man. He reprimands his team members in front of outsiders. He only instructs his
team and is never in execution front. Sanjay's team is really petrified of him and always
is under fear. Team's motivation is very low and everyone is searching for opportunity
to move out of Sanjay's team. Compare the leadership style of Karan and Sanjay.
Conclude by discussing that in a workplace which style of leadership is better suited.
(10 Marks)

Ans 2.

Introduction

According to the oxford dictionary, leading a group of people or an organization is called

leadership. An ideal leader continuously motivates his team to accomplish something new
and better. Remarkably, leaders do what they have an interest in and think it will impact their
group. They gauge success by looking at the team's understanding and achievements. In
short, leadership is all about getting out of the way, taking risks, and testing the constant
methods of doing things that require transformation due to the frequently changing time.

Leadership can also be defined as inspiring a group of individuals to accomplish a specific

goal. It is generally considered and gone over in business, yet leadership is additionally a top
quality of how an individual chooses to lead his life. The excellent meaning of leadership is
affecting and encouraging others to change right into the best of themselves, attaining new
objectives, and building their skills. A person need not be a chief executive officer or police
officer to be a leader.

Concepts and applications

In the question, it is pointed out that Karan is the leader that every team wishes for. He is a
leader that leads from the front and does not stand up to work. He recognizes his team, is
emotionally attached to them, and compensates them for their handwork and devotion to the
business. In other words, he is the kind leader that every group deserves.

On the other hand, Sanjay is a terrible leader that does not deserve this placement. He is
unable to and has very minimal features of a leader. As discussed in the question, he does not
connect with his group and always aims to reprimand them, even for minor errors. He does
not lead from the front and does little work by instructing them and doing the bare minimum.
His team is petrified of him and is constantly attempting to take an exit from his group and
search for new opportunities.

Both Sanjay and Karan have different designs for leading their groups. While Karan's team is
very pleased with their leader, and Sanjay's team is miserable under his leadership.

This leadership style of Karan is much more reliable and successful for any company. His
leadership design effectively motivates staff members in the workplace and affects them to
provide their finest for the firm. Suppose all the group leaders embrace his design and
straighten their style with his design. In that case, the business can gain a great deal as their
employees will be happy, which will cause an increase in work efficiency, and most of us
recognize that effectiveness is one of the most crucial things in a workplace. But all leaders
are not such as Karan. Some are mean and discourteous, do not allow their team to express
their concepts and opinions, act like they are worthless to the company, and are simply non-
performing possessions.

Benefits of leaders like Karan in a workplace-

a) Better working environment- If a firm has personnels like Karan, it is more probable that
its workplace is always favorable and delighted. Karan does not count on reprimanding his
staff members and constantly wants to inspire them and obtain things done wisely and
effectively.

b) Increase in work efficiency- If the workers of a firm enjoy and are completely satisfied,
they will give their finest in regards to energy and time and will try to obtain the best
outcomes, benefiting the organization.

c) No workplace conflicts- Everyone has a limitation, and if a person is a leader of a group

who is constantly reprimanding his workers can cause significant workplace conflicts.
Because only some people like obtaining scolded, but leaders like Karan are why there are no
workplace conflicts. If there are no conflicts between individuals in the organization, it can
save a lot of sources for the business.

d) Better coordination- If a team of people like their team leader, the coordination between
them will be much better, which will cause far better work and top quality, and no hurdles
will be encountered by the firm during the work process.

e) Increase in profitability- If whatever is working out in an organization, employees are

more than happy, there are no workplace conflicts, work is done effectively, and there is
better coordination between the teams and their leaders, it will instantly cause an increase in
earnings of the company.

Conclusion

A leader affects his group to do much better and sets criteria for them, not a person regularly
aiming to demotivate them and acting like a boss and not a leader. However, only a few
leaders like Karan look after their group and obtain the best out of them. The chance of
getting a leader like Karan is highly reduced.

Q3. Rajat and Suresh have got their yearly targets and both of them are working hard
to surpass each other as by the year end the one who achieves the maximum is going to
be awarded in the sales conference with a cash prize of Rs. 50000 which would be given
by the CEO of the company. They both are doing their best to win this contest for
Rajat, the prime factor is money as he has recently got married and his expenses have
increased. Whereas, Suresh comes from a very affluent family and for him getting
recognized in front of PAN India team and by the CEO is the driving force. Here, we
can see that both Rajat and Suresh had different motives.

a. Based on the above scenario discuss the different types of motives which regulate the
behaviour of individuals. (5 Marks)

Ans 3a.

Introduction
Different people have different objectives that drive them to do something and achieve it. For
example, a 16-year-old kid intends to get a bike, and his father has asked him to get more
than 90 percent in his final examinations. Just after that, will he get to a bike? And currently,
he is studying hard to get the bike, and his objective to study is to obtain the award. On the
other hand, his close friend, a scholar, studies to obtain good qualities. His motivation for
obtaining good marks is admission to the nation's top college. Both children have different
intentions; however, the target coincides.

Concepts and applications

Let's study different types of motivations one by one-

a) Competence and learning motivation- This sort of motivation states that people are
inspired more by the discovery that will originate from the process than the benefit at the end.

b) Attitude motivation- Mindset motivation can be defined as the type of inspiration grown
through the thirst to alter other individuals' methods or what we feel and assume. People
inspired by attitude and behavior participate in interactions and activities with the sole intent
of making themselves, and the individuals around them feel uplifting and favorable.

c) Achievement motivation- This motivation states that people are driven by the need to
accomplish and pursue specific objectives and objectives. People encouraged by this kind of
want the satisfaction of achievement rather than the end incentive, as pointed out in the
inquiry regarding Suresh.

d) Creative motivation- Many individuals are motivated by imagination or wish to express

themselves creatively. When individuals wish to reveal themselves, they take advantage of
imaginative inspiration.

e) Physiological motivation- Humans are usually driven by some internal pressure they
cannot clarify. For instance- this is the case when occasionally we come close to somebody
out of love.

f) Fear motivation- is a motivation when a person fears the consequences if he is incapable

of doing some job. This type of inspiration is likewise called adverse motivation, and it offers
us pain and sadness as we are not happily inspired in this case.
Conclusion

There are different sorts of inspiration in this world. Everybody is motivated by different
kinds of. And it is alright, as the primary function is to get points done by any means.

Qb. With the help of Maslow need hierarchy theory discuss why Rajat, Suresh and even
every individual has different motive? (5 Marks)

Ans 3b.

Introduction

Maslow's hierarchy of needs theory is considered one of the most enjoyed and preferred
inspirational theories. It is a theory of psychology that defines that human beings are highly
inspired to satisfy their demands based upon ordered order.

It was initially introduced by Abraham Maslow in 1943 in his paper labeled Theory of
inspiration, as it is based upon a hierarchy of demands, which starts with one of the most
basic and easy-to-achieve requirements and consequently goes on to higher degrees.

Concepts and applications

According to the inquiry, Rajat is inspired by basic physiological requirements, and Suresh,
on the other hand, is driven by esteem demands. Therefore, various people have various
inspirations.

In the case of Suresh, as we went over previously, he is driven to satisfy his esteem
requirements. It indicates that the need for acknowledgment and gratitude regarding others
drives some individuals to do better. Esteem requirements can consist of freedom status,
preference from others, focus, or stature in society. Typically, staff members with higher
degrees that are financially stable and are earning high numbers are inspired by such
demands. As pointed out in the question, Suresh is from an affluent family, so he is not
interested in cash as he already has that, yet he wants acknowledgment.
Considering Rajat's scenario, he has just obtained wed recently, and his costs have increased,
so he desires more remuneration. His inspiration is to do better than others to get a reward of
50,000 rupees at the year's end. So, he is encouraged by the essential physiological
requirement of cravings, food, shelter, etc. His needs can be satisfied by the extra
commission, motivation, and bonus offers.

Various individuals have different intentions for doing something or accomplishing

something. This is because everybody's scenario is different. Some people are born rich, and
some battle to make money. Some individuals are healthy, and some have health problems;
some intend to be famous, and some intend to live a low-key life without any focus from
others.

Individuals work according to their requirements and satisfy them by achieving something.

Certain assumptions from Maslow's theory of motivation are-

a) People's behavior is based on their demands. Satisfaction of the needs chooses the actions.
When the needs are fulfilled, an individual acts positively and more than happy and acts
adversely when the demands are not met.

b) Once the demand is met, they are not encouraged by that requirement. It suggests that
unsatisfied needs inspire people. Consequently, motivation finishes after satisfaction are
accomplished.

c) A person's requirement initiates from fundamental to various other higher-level demands.

Therefore, people's needs are in hierarchical order.

d) A person only moves upwards to the following degree of the hierarchy when the lower
need is completely satisfied.