DPB40103 ORGANIZATIONAL BEHAVIOR

SESI II: 2022/ 2023

CASE STUDY 1

LECTURER:

PUAN NORSYAZANA NAHWAH BINTI MOHD ZAMRI

TEAM MEMBERS

NAME MATRIX NUMBER

NUR SYAFIQAH BINTI ABDULLAH HAMADI 20DPM21F1035
RUHIYYIH ANAK CHARLIE 20DPM21F1016
CHARLENE AUDREY BINTI AUGUSTINE 20DPM21F1018
MOHAMMAD IRFAN BIN SUPANDI 20DPM20F2061
AZRUL HAZIQ BIN IBRAHIM 20DPM20F2058
SAFIRA YONG 20DPM20F2057
 1. Elaborate TWO (2) major components of attitude based on the scenario above.

The scenario above illustrates two major components of attitude: affective and behaviour.

I. Affective (feeling)

The affective component is the emotional or feeling of an attitude. It is related to the

statement which affects another person. In the scenario above, the affective
component is demonstrated by the negative emotions felt by the employee towards his
boss after being humiliated in front of the entire office. The employee’s emotional
reaction to his boss’s behaviour is driven by his sense of hurt and anger, which are
negative affective reactions to the boss’s action. These negative emotions are likely to
affect the employee’s future behaviour toward his job, including his motivation to
work hard and his loyalty to the company.

II. Behaviour (action)

This refers to the actions and behaviours associated with a particular attitude. In the
scenario, the behavioural component is demonstrated by the employee’s decision to
start looking for another job after his boss’s yelled at him in front of the entire office.
The employee’s behaviour is driven by his belief that he is not appreciated and heard
in his current workplace, which is a direct consequence of his boss’s poor leadership.
This behavioural reaction is likely to affect the friend’s work performance, as he may
not be as dedicated to his job as he used to be.
 2. Based on the behaviour of the employee, which value the employee tried to apply in
this situation

Based on the behaviour of the employee, the value the employee tried to apply in the situation
is the instrumental value of loyalty. He has taken work home and stayed late on multiple
occasions to demonstrate his commitment to his job. Despite being humiliated in front of the
entire office, he did not yell back at his boss and tried to control his emotions.

However, when his boss failed to show any concern for his well-being and did not give him a
chance to explain his reasons for being late, he felt his loyalty was not being appreciated and
decided to look for another job. This shows that he values loyalty and dedication, but he also
expects the same level of respect and understanding from his boss.

In conclusion, the employee’s behaviour reflects his commitment to the instrumental value of
loyalty which is essential for maintaining healthy relationships and building trust in the
workplace.
 3. Determine the situation of the employee based on Person-Organization Fit Theory

Person-Organization Fit Theory suggests that employees are more likely to stay and perform
well in an organization when their values, personality, and goals align with those of the
company. Based on the scenario provided, it seems that the employee’s values and goals do
not align with the organization’s culture and leadership style.

The employee demonstrated dedication to the company by taking work home and staying
late, which shows a desire to go above and beyond what is expected. However, the
employee’s boss did not recognize or appreciated these efforts, instead choosing to humiliate
the employee in front of the entire office for being a few minutes late.

This situation creates a mismatch between the employee’s value and goals and the
organization’s culture and leadership style. The employee’s loyalty to the company is
destroyed, and he is looking for another job, indicating a lack of commitment to the
organization. The employee’s decision to only give the bare minimum effort until he secures
another position further supports the mismatch between the employee’s goals and the
organization’s culture.

In conclusion based on the Person-Organization Fit Theory, the employee is experiencing

poor fit with the organization due to mismatch in values, goals, and culture.
 4. Provide TWO (2) Strategies that can be used to assist the employee from quitting the
company in realistic way.

I. The first strategy is to talk it out to the employee that shows up late to work, boss of
the company must approach the worker directly to see what's going on. He might be
dealing with personal issues; in which case the employee likely will share the news
when asked. During the conversation, the boss will likely find out more, such as
whether there's an issue that can help to solve. Maybe they just need to be heard and
they just have an issue that can be easily addressed by the boss.

II. The second strategy is to show appreciation to the employee. If the boss is worried
that an essential employee is going to quit, then start showing her how much
appreciation and value to the employee. Because Every employee needs to feel
valued. As the boss of the company, you can't stop someone from quitting, but you
can prevent it by engaging them early and often. For instance, praise them when they
do a good job, and get to know more about their passions and interests and how they
connect those passions to the company's purpose.

As a boss, we must prevent dissatisfied employees from leaving. The key is watching for
signs of discontent, working with the employee's manager, and approaching the employee in
a timely way to find out what's going on. With that knowledge in hand, the boss can offer
solutions and hopefully convince the person to stay and continue to be a productive member
of the company.
 5. Analyse THREE (3) personality based on the Big Five Model to ensure that this
employee will be able to develop further in his/her career with the company. Justify
your answer.

I. Conscientiousness
Conscientious individuals are dependable, organized, and responsible. They are
careful and pay attention to details. In the scenario, the employee took work home and
stayed late to prove his dedication. This shows that he is conscientious and cares
about his work. However, the incident with the boss yelling at him in front of the
entire office may have affected his level of conscientiousness. To develop further in
his career, the employee needs to work on maintaining his level of conscientiousness
despite the negative experience.

II. Neuroticism
Neuroticism refers to a person’s tendency to experience negative emotions such as
anxiety, stress, and insecurity, in the scenario, the employee is going through a
difficult time with a recent divorce and newfound heart complications. However, he
was still able to hold his tongue and refrain from reacting to his boss’s outburst,
indication a degree of emotional stability. A person who can manage their emotions
effectively is likely to be seen as level-headed and mature, which can help them
handle challenging situations and work collaboratively with others.

III. Openness
Openness is a positive impact to learn new things and enjoy new experiences, for
example, this employee is open to receiving criticism from his boss, and he has shown
good work such as not being late to work and showing good performance in the
company. Sometimes we know, someone cannot be open for some advice, but this
person can be open.