M.jeewa Prashan E165872 OB Assignment

Pearson Higher Nationals
in Business
Unit 07: Organization Behaviour
Assignment – 01
ASSIGNMENT
Name: MAHENDRAN JEEWAPRASHAN

ESOFT Reg.No : 00135985
Student ID: E165872
Module Name: Organization Behaviour
Name of the Lecturer: Ms Oshani Dissanayake
Date Due: 04th December 2022
Date Submitted: 04th December 2022
E-Mail: jeewaprashan444@gmail.com
Contact No: 0772832289
Higher Nationals
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Programme title
Assessor Ms.Oshani Internal Verifier
Unit(s)
Assignment title Organization Behaviour
Student’s name M.Jeewa Prashan
List which assessment Pass Merit Distinction

criteria the Assessor has
awarded.
INTERNAL VERIFIER CHECKLIST
Do the assessment criteria awarded

match those shown in the assignment Y/N
brief?
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awarded justified by the assessor’s Y/N
comments on the student work?
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Y/N
accurately?
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Give details:
• Constructive?
Y/N
• Linked to relevant assessment
criteria? Y/N
• Identifying opportunities for

improved performance? Y/N
• Agreeing actions? Y/N
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Y/N
amending?
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M.Jeewaprashan Organization Behavior Assignment1
Higher Nationals - Summative Assignment Feedback Form
Student Name/ID M.Jeewa Prashan
Unit Title
Assignment Number Assessor
Date Received 1st
Submission Date
submission
Date Received 2nd
Re-submission Date
submission
Assessor Feedback:
LO1 Reflect on own personality and perceptions to understand how individual difference informs and
influences management approaches
Pass, Merit & Distinction P1 P2 M1 D1

Descripts
LO2 Apply content and process theories of motivation to create and maintain an effective workforce
Pass, Merit & Distinction P3 M2 D1

Descripts
LO3 Participate in a group team activity for a given business situation to demonstrate effective team skills
Pass, Merit & Distinction P4 P5 M3 D2

Descripts
LO4 Examine how power, politics and culture can be used to influence employee behaviour and accomplish
organisational goals
Pass, Merit & Distinction P6 M4 D3
Descripts
Grade: Assessor Signature: Date:
Resubmission Feedback:
Grade: Assessor Signature: Date:
Internal Verifier’s Comments:
Signature & Date:
5
* Please note that grade decisions are provisional. They are only confirmed once internal and external moderation has taken place and grades
decisions have been agreed at the assessment board.
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Pearson
Higher Nationals in
Business
Unit 20: Organisational Behaviour
Assignment 01
7
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8
Student Declaration
I hereby, declare that I know what plagiarism entails, namely to use another’s work and to present it as
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(Provide E-mail ID) (Provide Submission Date)
9
Higher National Certificate/Diploma in Business
Assignment Brief
Student Name /ID Number M.Jeewa Prashan
Unit Number and Title Unit 20: Organisational Behaviour
Academic Year
Unit Tutor
Assignment Title Management and Personality Portfolio
Issue Date
Submission Date
IV Name & Date
Submission format
Section A
The submission is in the form of an individual portfolio of evidence. You are to produce a portfolio of reflective
evidence and take part in a simulated group activity. The portfolio should include the following:
1. Completed personality and attribute audits and a reflective statement
2. A motivational group activity
3. A reflective presentation that includes the participation and outcome of areas 2 and 3 above.
You are required to make use of headings, paragraphs, and subsections as appropriate, and all work must be
supported with research and referenced using the Harvard referencing system (or an alternative system). You will
need to provide a bibliography using the Harvard referencing system (or an alternative system). Inaccurate use of
referencing may lead to issues of plagiarism if not applied correctly.
Word count is 2500–3000 words, although you will not be penalized for going under or exceeding the total word
limit.
Section B
The submission format is in the form of an academic poster. The academic poster should be written in a concise
style using an appropriate template. You are required to make use of headings, paragraphs, and subsections as
appropriate, and all work must be supported with research and referenced using the Harvard referencing system
(or alternative system). Please also provide a bibliography using the Harvard referencing system (or alternative
10
system). Inaccurate use of referencing may lead to issues of plagiarism if not applied correctly.
The recommended word limit is 1,500–2,000 words, although you will not be penalized for
going under or exceeding the total word limit
Unit Learning Outcomes:
LO1 Reflect on your own personality and perceptions to understand how individual difference informs and
LO2 Apply content and process theories of motivation to create and maintain an effective workforce
LO3 Participate in a group activity for a business situation to demonstrate effective team skills.
LO4 Examine how power, politics and culture can be used to influence employee behaviour and
accomplish organisational goals.
Learning Outcomes and Assessment Criteria
Pass Merit Distinction
LO1 Reflect on own personality and perceptions to

understand how individual difference informs and
P1 Assess own personality M1 Challenge own

traits and attributes in perspectives and individual LO1 and LO2
traits and attributes to
terms of them having D1 Adapt personal
influence and improve
a positive or negative managerial relationships. perspectives, traits and
effect on management attributes to justify
approaches and company improvements that
Performance. influence and enhance
employee motivation
P2 Reflect on the value and create an effective
and importance of Workforce.
personality and perception
for effective managerial
Relationships.
LO2 Apply content and process theories of motivation to

create and maintain an effective workforce
P3 Apply content and M2 Critically assess the

process theories of extent that employee
motivation for enhancing motivation can be
11
and maintaining an enhanced and maintained
effective organisational by practical application
workforce, providing of content and process
specific examples theories of motivation
LO3 Participate in a group team activity for a given

business situation to demonstrate effective team skills
D2 Revise personal
P4 Contribute to the M3 Reflect on personal contribution and skills for
creation and management contribution to group effective teams to make
of effective teamworking in behaviour and dynamics justified recommendations
a given business situation. in the creation and for own improvement
management of effective
teamworking
P5 Explore the relevance of
group behaviour and team
theory in the creation and
management of effective
teamworking
LO4 Examine how power, politics and culture can be .

used to influence employee behaviour and accomplish
organisational goals
P6 Examine how the M4 Evaluate how the D3 Make justified recommendations on

operation of power, politics operation of power, politics how power, politics and culture can be
and culture in an and culture affect employee used effectively to influence and direct
organisation affect employee behaviour and the employee behaviour towards the
behaviour and the accomplishment of accomplishment of organisational
accomplishment of organisational goals. goals.
organisational goals.
Assignment Brief and Guidance:
12
Vocational scenario
Section A
Organisation
The organisation is a Sri Lankan-based retailer, with stores in multiple countries. The retailer offers
the latest fashion, beauty and homeware at the best value on the high street. They keep the prices
low and offer a large range of own-brand items. They pay well and expect their staff to work hard.
Managers can expect to work in a fast-paced environment but with a family feel and with good
training and expertise on hand for support.
Role
You are currently working as a Graduate Trainee Store Manager. You are responsible for leading,
motivating and developing the team of store employees to ensure consistent delivery on standards,
customer service and product knowledge, maximising the store’s sales potential and profitability.
You ensure that the delivery of the brand is in line with all visual merchandising guidelines and
with creative flair, you proactively drive store performance across all departments.
As part of your graduate training, the retail company provides ‘Master Class’ management training
sessions led by the Executive Team. In each session, you will carry out individual and group
activities with your peers. You are to record what you do and use the information gathered to
reflect on your contribution and make justified improvements for yourself and towards creating an
effective workforce.
Each ‘Master Class’ focuses on different aspects of leadership and management and involves
different activities.
Master Class 1 – Personality and Perceptions (Lo1)
Complete a personality and attribute evaluation that audits your skills and personality traits.
Discuss whether they are positive or negative in terms of management approaches.
Reflect on personality and perceptions of self in terms of your own performance.
Master Class 2 – Motivation (Lo 2)
As part of the training, you have been asked to provide solutions for addressing low morale, lack of
focus and productivity of employees on the shop floor. Staff work long shifts, are often dealing
with challenging customers and work can be repetitive. They often work in isolation.
You are to work in a small group of your peers to prepare, produce and deliver a short, dynamic
motivational activity for the rest of the management team to take part in. You should fully
participate in the creation and management of this activity. The activity should apply content and
process theories of motivation.
Discuss the outcome of the activity with your peers to critically assess how successful the
application of motivation theories can be.
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Master Class 3 – Reflection (Lo 03)
Following the group activity in Master Class 2 and the completion of the audits in Master
Class 1, you are to present the outcome of your results and participation in the group activity. To
support your improvements and recommendations, appropriate literature and additional business
examples should be used. In your presentation, you should consider the following areas.
• Exploration of team and group behaviour and its relevance to an effective team.
• Assessment and reflection on the results of the audits, your participation in the group activity and
the importance of personality etc. in effective workforce and managerial relationships.
• Challenge and reflection on your personal perspectives, traits and attributes, as well as your
individual contribution to the group activity.
• Consideration and justification of the adaptation of self and business managers in

creating an effective team and a motivated workforce
Section B
Section B
Based on LO ( 04 )
You are to evaluate a variety of different organisational examples of how organisational, power,
politics and culture affect employee behaviour. You should make recommendations on how
organisational power, politics and culture could be used to encourage and guide employee
behaviour to help achieve sales and target goals, improve interaction with customers, and with
visual merchandising and stock presentation.
You should consider:

• Different perspectives of power
• The occurrence of organisational politics
• Levels of culture and how national culture can influence management and employee
behaviour
• The combined effect of power, politics and culture on behaviour and the accomplishment of
Role
In your position as Graduate Trainee Store Manager, central office has raised concerns with you
that organisational power and politics are negatively influencing the culture of the business. This is
preventing some stores from achieving set business goals. As a Graduate Trainee Store Manager
running an operation, you must be commercially aware and be responsible for delivering on-sales
targets while delighting your customer at every interaction.
You have been asked to investigate how power, politics and culture influence employee behaviour
14
and impact customer satisfaction and sales. Your investigation will be presented as an academic
poster in your next Master Class training session and will focus on driving performance and
productivity.
15
Grading Rubric
Grading Criteria Achieved Feedback
P1 Assess own personality traits and

attributes in terms of them having a
positive or negative effect on management
approaches and company performance
P2 Reflect on the value and importance of

personality and perception for effective
managerial relationships.
P3 Apply content and process theories of

motivation for enhancing and maintaining
an effective organisational workforce,
providing specific examples
P4 Contribute to the creation and
management of effective teamworking in
a given business situation
P5 Explore the relevance of group

behaviour and team theory in the creation
and management of effective
teamworking
P6 Examine how the operation of power,
politics and culture in an organisation
affect employee behaviour and the
accomplishment of organisational goals
M1 Challenge own perspectives and
individual traits and attributes to influence
and improve managerial relationships
M2 Critically assess the extent that

employee motivation can be enhanced and
maintained by practical application of
content and process theories of motivation
M3 Reflect on personal contribution to

group behaviour and dynamics in the
creation and management of effective
teamworking.
M4 Evaluate how the operation of power,
politics and culture affect employee
behaviour and the accomplishment of
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D1 Adapt personal perspectives, traits and
attributes to justify improvements that
influence and enhance employee
motivation and create an effective
workforce
D2 Revise personal contribution and skills
for effective teams to make justified
recommendations for own improvement
D3 Make justified recommendations on

how power, politics and culture can be
used effectively to influence and direct
employee behaviour towards the
accomplishment of organisational goals.
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Contents
Acknowledgement...............................................................................................................................18
Executive Summary.............................................................................................................................19
Introduction to the Company..............................................................................................................20
Introduction.........................................................................................................................................20
My own personality.............................................................................................................................21
Strengths and Weaknesses of ESFP.....................................................................................................24
How each personality trait and attributes positively and negatively affect management approaches
and company performance.................................................................................................................26
To provide a reasoned judgement of the standard/quality of a situation or skill, relevant facts that
can inform the judgement must be considered. These facts may include performance metrics,
customer or stakeholder feedback, industry benchmarks, or the expertise of subject matter experts.
.............................................................................................................................................................28
Challenge own perspectives and individual traits and attributes to influence and improve managerial
relationships........................................................................................................................................30
Identifying pros and cons of my own ways of looking as Trainee Store Manager at Maliban Biscuit
Manufactories Pvt ltd..........................................................................................................................31
Group Work.........................................................................................................................................32
Design motivation program including content and process theories..................................................39
How these programs enhance and maintaining effective workforce..................................................41
Here are some specific examples of motivation programs that Maliban Biscuit Manufactories Pvt ltd
could implement based on the content and process theories of motivation:.....................................42
As a Trainee Store Manager at Maliban Biscuit Manufactories Pvt ltd, I would be responsible for
implementing and monitoring the motivation programs that were designed based on content and
process theories of motivation. Here's how these programs would enhance and maintain an effective
workforce:...........................................................................................................................................43
Critically assess the extent that employee motivation can be enhanced and maintained by practical
application of content and process theories of motivation.................................................................45
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Critically assess how motivation could be enhanced with the application of content and theories in
Maliban Biscuit Manufactories Pvt ltd as a Trainee Store Manager....................................................46
Here's a breakdown of the components of the question, their characteristics, and justification for
Maliban Biscuit Manufactories Pvt ltd as a Trainee Store Manager:...................................................50
Adapt personal perspectives, traits and attributes to justify improvements that influence and
enhance employee motivation and create an effective Workforce.....................................................51
Personal perspectives justify improvements that influence and enhance employee motivation and
create an effective Workforce.............................................................................................................51
Personal Traits justify improvements that influence and enhance employee motivation and create an
effective Workforce.............................................................................................................................57
Personal Attributes justify improvements that influence and enhance employee motivation and
create an effective Workforce.............................................................................................................63
Basic Personality Assessment Questionnaire......................................................................................70
Action-Oriented................................................................................................85
People-Orientated..............................................................................................86
Thought-Orientated............................................................................................87
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Acknowledgement
Dear Ms. Oshani,
I am writing to express my sincere gratitude for the informative and engaging lectures you
have provided in the Organizational Behavior course during my HND in Business
Management. Your passion and expertise in the field have truly inspired me to delve deeper
into the subject matter.
Your ability to present complex theories and concepts in a clear and concise manner has
made it easier for me to understand and apply them in real-world scenarios. I have gained a
greater understanding of how organizations function and how human behaviour affects the
success of a company.
The interactive nature of your lectures has also been greatly appreciated. Your willingness to
answer questions and engage in discussions has created a stimulating learning environment
that has helped me to develop my critical thinking and problem-solving skills.
I want to thank you for your unwavering dedication to teaching and for sharing your
knowledge and expertise with us. Your guidance and support have been invaluable to my
learning journey, and I feel more confident in my ability to succeed in the field of
organizational behavior.
Once again, thank you for your excellent teaching and commitment to helping us excel in our
studies.
Sincerely,
M.Jeewa Prashan
20
Executive Summary
Organizational Behaviour is a critical subject for students pursuing an HND in Business
Management. It examines the behavior of individuals and groups within organizations and
how this affects the overall success of the organization. The subject covers a wide range of
topics, including motivation, leadership, communication, group dynamics, and organizational
culture. By studying Organizational Behaviour, students can develop important skills such as
critical thinking, problem-solving, and communication. They can also learn how to
effectively manage teams, improve employee engagement and productivity, and create a
positive and supportive work environment. Overall, Organizational Behaviour is a key
component of any business management program and provides students with valuable
insights into how organizations function and how to effectively manage people and resources.
21
LO1 Reflect on your own personality and perceptions to
understand how individual difference informs and influences
management approaches.
Introduction to the company

Maliban is the pioneer biscuit manufacturer in Sri Lanka. Incorporated over 60 years ago by
the visionary founder Angulugaha Gamage Hinnyappuhamy, Maliban Biscuit Manufactories
(Private) Limited, stands tall as one of Sri Lanka’s most trusted and respected brands.
Maliban manufactures a range of crackers, cookies and wafers, sold in over 100,000 stores in
Sri Lanka. Our global reach extends to more than 35 countries across 5 continents. We
produce 25 million packs of biscuits every month in our state-of-the-art manufacturing
facility under stringent hygienic conditions. Maliban is an ISO 9001, ISO 14001, ISO 22000
and OHSAS 18001 certified company. We have won Sri Lanka’s prestigious National
Quality Award on multiple occasions. Maliban is a privately held limited liability company
and our team consists of over 1,250 employees. The company is managed by a team of
professionals who head key disciplines. The board of directors consists of second and third-
generation family members of the founder. Mr A G R Samaraweera, the current Chairman,
has led the company for the past four decades, making Maliban a household name in Sri
Lanka.
Introduction
Individual traits have a big impact on how management approaches are developed and used.
The way a manager manages, communicates, and approaches challenges, in general, can be
significantly influenced by their personality. A manager who is more outgoing, for example,
would be more at ease leading group conversations, whereas a manager who is more
introverted could prioritise one-on-one encounters (2023). While a manager who is more
concerned with the big picture may be better suited to developing a long-term plan for the
business, a manager who pays close attention to detail may be better equipped to oversee
challenging projects that require this level of care. Furthermore, how staff members perceive
their own individual differences may have an impact on management tactics.
By being aware of the many needs and perspectives of their team members, a manager can
promote an inclusive workplace that promotes collaboration, creativity, and productivity
In conclusion, understanding one's nature and views is a prerequisite for creating effective
management methods. By acknowledging and taking into account the individual differences
among their workers, managers can promote a more productive and inclusive workplace
culture.
22
My own personality
I took a personality test and discovered that I am an ESFP, which stands for Extraverted,
Observant, Feeling, and Prospective. An entertainer is someone who exhibits these traits
(ESFP). They enjoy learning new things, taking on daring experiences, and living life to the
fullest. They encourage others to join in group activities and are typically highly gregarious.
Extraverted, Sensing, Feeling, and Perceiving, or ESFP, is one of the Myers-Briggs Type
Indicator's 16 personality types (MBTI). The ESFP personality type is characterized by an
outgoing, social, and action-oriented disposition. They are good at reading people and
adjusting to various situations, and they like engaging with others. They frequently exhibit
spontaneity and want to have a good time. They also prefer stimulating and exciting
situations.
ESFPs typically have hands-on management styles and enjoy interacting with others and
being involved in the action. They have a natural capacity to connect with others and forge
relationships, and they excel at encouraging and motivating their team members. Problem-
solvers who can think on their feet and swiftly adjust to shifting situations tend to be ESFPs.
They excel in assigning assignments to team members and encouraging them to accept
responsibility for their work. Yet, ESFPs may find it difficult to complete activities that call
for a lot of meticulous labour or extensive planning. Also, they could find it difficult to set
limits and say no, which can cause them to take on too much work or be overly
accommodating to others. Overall, ESFPs have the potential to be charismatic and effective
leaders who thrive in stimulating settings. They excel at developing a cooperative and
encouraging team culture and offer a positive and passionate vibe to the workplace.
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There are various advantages to having an ESFP personality type in the job as a
Graduate Trainee Store Manager:
ESFP (Extraverted, Sensing, Feeling, Perceiving) personalities bring several advantages to

the role of a Graduate Trainee Store Manager. Here are a few of them:
Strong Interpersonal Skills: ESFPs are known for their outgoing and people-oriented
nature. As a store manager, this personality type can leverage their communication and
relationship-building skills to connect with customers and employees alike. ESFPs are often
warm, approachable, and empathetic, making them an excellent fit for customer-facing roles.
Attention to Detail: ESFPs are not only outgoing and friendly but also detail-oriented. They
are skilled at noticing subtle changes in their environment and picking up on nonverbal cues,
which can be a useful trait when managing a store. They are able to identify and address
issues promptly, ensuring that the store runs smoothly and efficiently.
Flexibility: ESFPs are adaptable and thrive in environments where they can be spontaneous
and creative. As a Graduate Trainee Store Manager, they are often required to make quick
decisions and think on their feet. ESFPs can do this with ease, as they are comfortable
working in a fast-paced, ever-changing environment.
Positive Attitude: ESFPs are optimistic and have a can-do attitude. They approach
challenges with a positive outlook and are often able to motivate their team to do the same.
This can be a valuable trait in a retail environment, where employees may face difficult
customers or unexpected setbacks.
Team Player: ESFPs are team players and enjoy working collaboratively with others. They
are often highly valued in a retail environment for their ability to work well with others and
foster a sense of teamwork. As a Graduate Trainee Store Manager, an ESFP can create a
positive and supportive work environment, which can improve employee morale and job
satisfaction.
Overall, an ESFP personality can bring a range of strengths and advantages to the role of a
Graduate Trainee Store Manager. Their interpersonal skills, attention to detail, flexibility,
positive attitude, and team-oriented nature can make them a valuable asset to any retail
organization.
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There are various disadvantages to having an ESFP personality type in the job as a
Graduate Trainee Store Manager:
While ESFP (Extraverted, Sensing, Feeling, Perceiving) personalities bring several

advantages to the role of a Graduate Trainee Store Manager, there are also some potential
disadvantages to consider:
Impulsiveness: ESFPs tend to be spontaneous and enjoy living in the moment. While this can
be an advantage in certain situations, it can also lead to impulsiveness and a lack of foresight.
As a Graduate Trainee Store Manager, this impulsiveness could potentially result in hasty
decisions that may have negative consequences.
Difficulty with Structure: ESFPs are often creative and thrive in environments where they can
be spontaneous and flexible. However, a retail environment requires structure and
consistency. ESFPs may struggle with the rigidity and routine of managing a store, which
could potentially lead to disorganization and a lack of focus.
Emotionally-Driven: ESFPs are highly attuned to their emotions and the emotions of others.
While this can be an advantage in a customer-facing role, it can also be a disadvantage if
emotions are allowed to cloud judgment. ESFPs may be more likely to make decisions based
on their emotions rather than objective facts or data.
Short Attention Span: ESFPs enjoy variety and can become easily bored with routine tasks.
As a Graduate Trainee Store Manager, there are many repetitive tasks that must be completed
on a daily basis. ESFPs may struggle with staying focused and engaged with these tasks,
which could potentially impact the quality of their work.
Dislike for Conflict: ESFPs are often conflict-averse and may avoid confrontation in the
workplace. While this can be a positive trait in some situations, it could potentially lead to
difficult conversations being avoided or ignored, which could impact the productivity and
success of the store.
Overall, while there are many strengths to the ESFP personality type, there are also potential
disadvantages that should be considered when filling the role of a Graduate Trainee Store
Manager. It is important to assess each candidate individually and ensure that their strengths
and weaknesses are a good fit for the demands of the position.
25
Strengths and Weaknesses of ESFP
Strengths
ESFP (Extraverted, Sensing, Feeling, Perceiving) personalities are known for their outgoing,
spontaneous, and sociable nature. Here are some of the strengths of ESFPs:
People-Oriented: ESFPs enjoy interacting with others and have a natural ability to connect
with people. They are warm, friendly, and approachable, making them well-suited for roles
that require frequent social interaction.
Creative: ESFPs are often highly creative and have a knack for thinking outside the box.
They enjoy finding new and innovative solutions to problems, and are often able to come up
with unique ideas that others may not have considered.
Adaptable: ESFPs are flexible and adaptable, and can easily adjust to changing
circumstances. They are able to thrive in new and unfamiliar situations, and are often quick to
embrace change.
Observant: ESFPs have a keen eye for detail and are able to pick up on subtle cues and
changes in their environment. This makes them highly attuned to the needs of others and able
to anticipate potential issues before they become problems.
Charismatic: ESFPs are often highly charismatic and have a natural ability to inspire and
motivate others. They are able to engage and energize people, making them effective leaders
and team members.
Spontaneous: ESFPs enjoy living in the moment and are often highly spontaneous. They are
willing to take risks and try new things, which can make them highly adaptable and resilient.
Positive Attitude: ESFPs are often highly optimistic and have a positive outlook on life. They
approach challenges with enthusiasm and are able to maintain a sense of humor even in
difficult situations.
Overall, ESFPs have many strengths that can make them highly effective in a variety of roles.
Their people-oriented nature, creativity, adaptability, observant, charismatic, spontaneity, and
positive attitude can make them valuable members of any team.
Weakness
26
While ESFP (Extraverted, Sensing, Feeling, Perceiving) personalities have many strengths,
they also have some potential weaknesses that should be taken into consideration:
Impulsive: ESFPs are often spontaneous and enjoy living in the moment. However, this can
also lead to impulsive decision-making and a lack of foresight. This can be a potential
weakness in situations where careful consideration is needed.
Dislike for Routine: ESFPs enjoy variety and may become bored or restless in repetitive,
routine environments. This can lead to a lack of focus and disorganization.
Difficulty with Long-Term Planning: ESFPs are often focused on the present and may
struggle with long-term planning and goal setting. This can be a potential weakness in roles
that require a strategic approach and a long-term vision.
Sensitivity to Criticism: ESFPs are often highly attuned to the emotions of others and may be
sensitive to criticism or negative feedback. This can impact their confidence and ability to
handle constructive criticism.
Short Attention Span: ESFPs may become easily distracted and have a tendency to lose
focus. This can be a potential weakness in roles that require sustained attention and
concentration.
Conflict Avoidance: ESFPs may avoid conflict and difficult conversations, which can lead to
issues being ignored or unresolved. This can impact team dynamics and productivity.
Emotional Decision-Making: ESFPs are often guided by their emotions, which can
sometimes lead to decisions that are not based on objective facts or data. This can be a
potential weakness in roles that require a logical and analytical approach.
Overall, while ESFPs have many strengths that make them effective in certain roles, they also
have potential weaknesses that should be taken into consideration. It is important to assess
each individual's strengths and weaknesses and ensure that they are a good fit for the
demands of the role.
Awareness of these potential weaknesses can help ESFP-Ts to develop strategies to address
them and become more effective in their roles.
Link for my personality test: https://www.16personalities.com/esfp-personality

I used this look to explain my personality
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How each personality trait and attributes positively and negatively affect management
approaches and company performance.
Each personality trait and attribute can have both positive and negative effects on
management approaches and company performance. Here are some examples:
Extraversion: Extraverted managers are typically outgoing, sociable, and comfortable in

group settings. This can be an asset in roles that require frequent interaction with employees
and clients, as they are often effective at networking and building relationships. However,
extraverted managers may also have a tendency to dominate discussions and may not always
listen effectively to others' input, which can hinder teamwork and decision-making.
Introversion: Introverted managers are typically more reserved and prefer to work
independently. This can be an asset in roles that require focus and concentration, as they are
often effective at working on complex tasks. However, introverted managers may also
struggle with communication and may have difficulty building relationships with others,
which can hinder their ability to lead and motivate teams.
Sensing: Sensing managers are typically focused on practical details and are often effective at
identifying and addressing issues in a systematic way. This can be an asset in roles that
require attention to detail and a focus on process improvement. However, sensing managers
may also struggle with abstract concepts and may not be as effective at developing innovative
solutions to problems.
Intuition: Intuitive managers are typically more focused on big-picture thinking and are often
effective at developing long-term strategies. This can be an asset in roles that require a vision
for the future and a creative approach to problem-solving. However, intuitive managers may
also struggle with day-to-day details and may not be as effective at managing routine tasks
and processes.
Thinking: Thinking managers are typically logical and analytical, and are often effective at
making data-driven decisions. This can be an asset in roles that require a focus on efficiency
and productivity. However, thinking managers may also struggle with empathy and may not
be as effective at managing interpersonal relationships and conflicts.
Feeling: Feeling managers are typically empathetic and attuned to the emotions of others, and
are often effective at building strong relationships with employees and clients. This can be an
asset in roles that require a focus on customer service and employee engagement. However,
feeling managers may also struggle with making tough decisions and may be more likely to
avoid conflict.
Judging: Judging managers are typically organized and structured, and are often effective at
managing projects and teams. This can be an asset in roles that require a focus on process
improvement and efficiency. However, judging managers may also struggle with flexibility
and may not be as effective at adapting to changes in the business environment.
Perceiving: Perceiving managers are typically more flexible and adaptable, and are often
effective at responding to changes in the business environment. This can be an asset in roles
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that require a focus on innovation and creativity. However, perceiving managers may also
struggle with structure and may not be as effective at managing routine tasks and processes.
Overall, each personality trait and attribute can have both positive and negative effects on
management approaches and company performance. It is important for managers to be aware
of their strengths and weaknesses and to leverage their strengths while working to improve
areas of weakness. A diverse team of managers with a range of personality traits and
attributes can help to create a well-rounded and effective leadership team.
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To provide a reasoned judgement of the standard/quality of a situation or skill, relevant
facts that can inform the judgement must be considered. These facts may include
performance metrics, customer or stakeholder feedback, industry benchmarks, or the
expertise of subject matter experts.
I agree with your statement. When making a judgement about the standard or quality of a
situation or skill, it is important to gather relevant facts and information that can inform the
judgement. This includes objective measures such as performance metrics and industry
benchmarks, as well as subjective feedback from customers or stakeholders who have
experienced the situation or skill first-hand.
Subject matter experts can also provide valuable insights and expertise to help inform a
judgement. For example, if you are evaluating the quality of a software program, it may be
helpful to consult with a software engineer or other expert in the field to gain a better
understanding of the program's technical aspects.
Overall, gathering relevant facts and information is essential to making a well-informed

judgement about the standard or quality of a situation or skill. This allows for a more
objective and evidence-based approach, rather than relying solely on subjective opinions or
assumptions.
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Reflect on the value and importance of personality and perception for effective
managerial Relationships.
Personality and perception are crucial factors in building effective managerial relationships.
Understanding the personalities and perceptions of oneself and others can help managers
navigate communication, teamwork, and conflict resolution more effectively.
Firstly, managers who are aware of their own personality traits and how they are perceived by
others can adapt their communication style and behavior to build better relationships with
their team members. For example, if a manager knows that they have a tendency to be more
assertive and dominant in their communication, they can make a conscious effort to listen
actively and encourage input from others in order to build trust and respect.
Secondly, understanding the personalities and perceptions of team members can help
managers tailor their approach to managing and motivating individuals. For example, if a
manager knows that one team member is introverted and prefers to work independently, they
can provide opportunities for that individual to work on solo projects, while offering more
collaborative work for team members who thrive in group settings.
Lastly, perception plays an important role in how managers are perceived by their team
members. Managers who are aware of how their behavior is perceived by others can make
adjustments to build better relationships and avoid misunderstandings. For example, if a
manager is perceived as being unapproachable, they can make an effort to be more accessible
and open to feedback.
In conclusion, personality and perception are essential components of effective managerial

relationships. By understanding oneself and others, managers can tailor their approach to
communication, motivation, and conflict resolution, leading to more productive and positive
relationships with their team members.
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Challenge own perspectives and individual traits and attributes to influence and
improve managerial relationships.
Challenging one's own perspectives and individual traits and attributes is an important step in
improving managerial relationships. It requires a willingness to reflect on one's own
behaviour, beliefs, and biases, and to be open to feedback and constructive criticism from
others.
Here are some ways in which challenging one's own perspectives and individual traits and
attributes can improve managerial relationships:
Identify blind spots: Everyone has biases and blind spots that can affect their behaviour and
communication with others. By being aware of these blind spots, managers can work to
overcome them and build more effective relationships with their team members.
Seek feedback: Asking for feedback from team members can be an effective way to identify
areas for improvement and to build trust and respect. It's important for managers to be open
to feedback and to use it constructively to improve their relationships with others.
Practice empathy: Empathy is the ability to understand and share the feelings of others. By
practising empathy, managers can build stronger relationships with their team members,
foster a more positive work environment, and create a sense of mutual respect and trust.
Embrace diversity: Managers who embrace diversity and are open to different perspectives
and ideas can build stronger relationships with team members from different backgrounds
and with different experiences. This can lead to more creative problem-solving and a more
inclusive work environment.
In conclusion, challenging one's own perspectives and individual traits and attributes is an
ongoing process that requires self-reflection, openness to feedback, and a commitment to
continuous improvement. By embracing this process, managers can build stronger
relationships with their team members, foster a positive work environment, and achieve better
results for their organization.
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Identifying pros and cons of my own ways of looking as Trainee Store Manager at
Maliban Biscuit Manufactories Pvt ltd
Pros:
 If you are a new trainee, you may bring fresh perspectives and ideas to the role, which
can help to identify areas for improvement and innovation within the company.
 If you have a positive and enthusiastic attitude, you may be able to motivate and
inspire your team members to work harder and achieve better results.
 If you are willing to learn and take on new challenges, you may be able to develop
your skills and expertise more quickly, which can help you to progress in your career.
 If you have a positive and enthusiastic attitude, you may be able to motivate and
inspire your team members to work harder and achieve better results.
 If you are detail-oriented and organized, you may be able to ensure that tasks are
completed on time and to a high standard.
 If you are a good communicator, you may be able to build strong relationships with
customers and team members, which can help to improve customer satisfaction and
team morale.
Cons:
 If you are new to the role and lack experience, you may struggle to understand the
complexities of the job and the industry, which can lead to mistakes or missteps.
 If you are overly optimistic and have unrealistic expectations, you may become
disillusioned or demotivated if you do not see immediate results or progress.
 If you are not receptive to feedback or resistant to change, you may struggle to adapt
to new situations or learn from your mistakes.
 If you are new to the role and lack experience, you may struggle to understand the
complexities of the job and the industry, which can lead to mistakes or missteps.
 If you are overly optimistic and have unrealistic expectations, you may become
disillusioned or demotivated if you do not see immediate results or progress.
 If you are not receptive to feedback or resistant to change, you may struggle to adapt
to new situations or learn from your mistakes.
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Apply content and process theories of motivation for enhancing and maintaining an
effective organizational workforce, providing specific examples.
Group Work
Design motivation programme including content and process theories
Design motivation programme including Maslow's hierarchy theories.
The following could be the format of a motivational program based on (Guy-Evans, 2023)
Maslow's hierarchy of needs:
 Recognize the hierarchy of needs and comprehend it: Understanding the many levels
of needs listed in Maslow's hierarchy is the first step. Physiological, safety,
love/belonging, esteem, and self-actualization are the five degrees of needs. The
satisfaction of the level before it is a prerequisite for each degree of need.
 Once the hierarchy is recognized, evaluate the needs of the people or group for whom
the program is being designed. Decide which need is the most critical for each
individual.
 Address physiological requirements: Physiological needs are the most basic. Make
sure that people have access to food, drink, and shelter. Give people access to tools
like food banks or temporary housing if necessary.
 Consider needs for safety: Safety is a second-level need. Both the physical and
emotional aspects of safety are included. Establish policies and procedures to deal
with emergencies and make sure that the atmosphere is safe for people to work in.
You should also make sure that the equipment is maintained and up to safety
requirements.
 Addressing the need for love and belonging is the third level of need. This includes
having a sense of belonging and interpersonal connection. Give people the chance to
interact and form bonds with other members of the group. Encourage cooperation and
teamwork.
 Addressing needs related to esteem is the fourth degree of need. Feeling respected and
cherished by others is a part of this. Give credit and appreciation for a job well done.
Encourage people to develop and meet their own personal and professional objectives.
 Address self-actualization needs: Self-actualization is the fifth and last level of need.
This encompasses reaching one's full potential and developing personally. Ensure that
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people have the chance to learn and grow in new ways. Encourage innovation and
inventiveness.
Individuals will be motivated and engaged to reach their maximum potential by creating a
motivation program that targets all five levels of Maslow's hierarchy of needs.
Design motivation programme including content Herzberg’s two factor theories.

According to the (Iyer, 2022) Herzberg's two-factor theory, there are two different categories
of elements that have an impact on employees' motivation and job satisfaction:
These are the fundamental requirements that must be fulfilled in the workplace in order to
avoid unhappiness. Salary, job security, working environment, and corporate policies are a
few of them.
These are the elements that motivate people and lead to job happiness. They consist of
elements like accomplishment, accountability, and personal development.
To create a motivational program that uses Herzberg's two-factor theory, follow these steps:
 To learn more about what inspires employees and what they believe the workplace is
lacking, do a poll or focus group.
 Utilize the feedback to pinpoint areas where the company may strengthen its hygiene
standards, such as by offering better working conditions or more market-competitive
wages.
 Implement improvements to address any hygiene issues and inform staff of these
changes to demonstrate that your attention is being paid to their concerns.
 Give workers the chance to experience motivating elements by offering them things
like recognition programs or chances for personal development.
 To make workers feel acknowledged and valued for their contributions to the
business, offer regular feedback and performance reviews.
 To assist employees, feel a feeling of responsibility and ownership over their work,
encourage employee engagement and participation in decision-making processes.
 Provide incentives and awards to staff members who reach particular milestones or
goals to foster a sense of accomplishment and advancement.
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Creating a work environment that addresses both hygiene and motivating aspects is
ultimately the key to establishing a successful motivation program. Additionally, it's
important to be transparent with employees about the changes being made to increase their
motivation and job satisfaction.
Design motivation programme including Vroom’s expectancy process theories

According to (Channell, 2021) Vroom's expectation theory, a person's motivation is based on
how likely they believe they are to achieve their goals. This theory contends that anticipation,
instrumentality, and valence are the three main sources of motivation.
Expectancy is the idea that putting in more effort will lead to better performance. In other
words, workers must have faith that their efforts will yield fruit.
The notion that better performance will result in incentives or favourable outcomes is referred
to as instrumentality. Employees must, in other words, feel that their increased performance
will be rewarded.
Value is the importance an employee accords to rewards or results. In other words, workers
must feel that the benefits or results they will experience are desirable. The following actions
can be taken to create a motivational program based on Vroom's expectation theory:
Step 1: establish definite objectives and standards.
Clearly defining each employee's objectives and goals is the first step. This makes sure they
know what is expected of them and what they must do to accomplish those objectives. Make
sure that these objectives are likewise doable and realistic.
Step 2: Offer possibilities for training and advancement
To properly do their tasks, employees must have the requisite knowledge and abilities. They
can acquire these abilities and information by being given training and development chances.
Additionally, this will boost their belief that greater effort will translate into better
performance.
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Step 3: Consistently give praise and feedback
Giving feedback and praise on a regular basis might help to strengthen positive behaviours
and enhance performance. Employee instrumentality will rise if they feel that their increased
performance will be acknowledged and rewarded.
Step 4: Give staff incentives they will value.
Your staff should value the incentives you offer. Their valence will rise as a result, inspiring
them to put in more effort. Rewards can be both monetary (like bonuses) and non-monetary
(such as additional vacation time or public acclaim).
Step 5: Evaluate and modify the software.
To make sure the motivating program is effective, you need constantly check on it. You
might need to modify the program if you see that some employees are not reacting well to it.
This will better satisfy their demands.
Design motivation programme including Taylor's expectancy process theories.

Based on the (Teeboom, 2018), Theories of Taylor's expectancy process
1. Create Clearly Defined Goals: The first step is to create distinctly defined goals for
each employee. Make sure the goals are tough yet attainable and in line with the
organization's overarching objectives by using Taylor's theory of goal setting.
2. The next phase is to raise the employee's expectation that their efforts will result in
the achievement of their objectives. This can be accomplished by giving staff
members the tools, instruction, and support they need to do their tasks well. Ascertain
that the staff members have the skills and knowledge required to carry out their job
obligations by applying Taylor's theory of job analysis and design.
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Enhance Instrumentality: Improving the employee's view that their efforts will be rewarded is
the third phase. To provide employees feedback on their performance and tie rewards to it,
use Taylor's notion of performance appraisal and feedback. Rewards might come in the form
of pay raises, bonuses, promotions, and other incentives connected to reaching their
objectives.
1. Offer Positive Reinforcement: The final step is to offer employees that succeed in
their objective’s positive reinforcement. This can be accomplished through verbal and
written appreciation, as well as material gifts. To make sure that the rewards are
connected to the desired actions and outcomes, use Taylor's theory of reinforcement.
2. Encourage Employee Participation: The last step is to promote employee involvement

in the incentive scheme. Utilize Taylor's theory of scientific management to involve
staff in program planning and execution and give them the chance to offer feedback
and suggestions for improvement.
The overall goal of this motivation program is to boost employee motivation by coordinating
personal objectives with organizational objectives, offering the appropriate tools and
assistance, associating rewards with achievement, and promoting employee engagement. This
program can assist firms in increasing productivity, worker satisfaction, and general success
by utilizing Taylor's expectation process ideas.
How these programmes enhance and maintain an effective workforce.

Based on (Burley, 2023) Programs for employee motivation may be essential for improving
and preserving a productive workforce. The following are some ways that motivational
programs can be useful:
Increased Engagement: By fostering a sense of connection and purpose, motivational

programs can aid in boosting employee engagement. Employees are more likely to be
invested in their work when they feel valued and recognized for their contributions.
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Increased Performance: By establishing specific targets and offering feedback on
advancements, motivational programs can also increase performance. Employees are more
likely to perform at their best when they know what is expected of them and are provided
with the tools and encouragement to reach their objectives.
Enhanced Retention: By fostering a happy work atmosphere and demonstrating the value of
employees' efforts, motivation programs can help organizations retain top talent. Employees
are less inclined to depart for alternative positions when they feel valued and satisfied in their
employment.
Increased creativity: By encouraging staff to think creatively and take chances, motivational
programs can also promote creativity. Employees are more likely to develop creative
solutions to challenges when they feel empowered to share their thoughts and test out new
methods.
Overall, by boosting engagement, enhancing performance, boosting retention, and

encouraging creativity, incentive programs can be an excellent tool for developing and
keeping a productive workforce.
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My organization.
As a trainee store manager, it's important to understand the different theories of motivation in
order to create and maintain an effective workforce.
There are two main types of motivation theories: content theories and process theories.
Content theories focus on the internal factors that drive motivation. Maslow's Hierarchy of
Needs is a well-known content theory that suggests that human needs are arranged in a
hierarchy, with basic physiological needs at the bottom, followed by safety needs, social
needs, esteem needs, and self-actualization needs at the top. As a trainee store manager, you
can apply this theory by ensuring that your employees' basic needs, such as fair compensation
and a safe work environment, are met, and by providing opportunities for social connections
and personal growth. For example, you can organize team-building activities or offer training
and development programs to help your employees achieve their full potential.
Process theories, on the other hand, focus on the cognitive processes that underlie motivation.
Expectancy theory, for instance, suggests that employees are motivated by their belief that
their efforts will lead to successful performance, which in turn will lead to desired outcomes,
such as recognition or rewards. As a trainee store manager, you can apply this theory by
setting clear performance expectations for your employees and linking those expectations to
specific rewards or recognition. For example, you can offer bonuses or promotions to
employees who exceed their sales targets or receive positive customer feedback.
Another process theory is goal-setting theory, which suggests that employees are motivated
by clear and specific goals that are challenging but attainable. As a trainee store manager, you
can apply this theory by setting SMART (specific, measurable, achievable, relevant, and
time-bound) goals for your employees and providing regular feedback on their progress. For
example, you can set a goal for your team to increase sales by a certain percentage within a
specific timeframe, and track their progress through regular performance reviews.
Overall, by applying both content and process theories of motivation, you can create a work
environment that fosters motivation and engagement, and ultimately leads to a more effective
and productive workforce.
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Design motivation program including content and process theories.
Maliban Biscuit Manufactories Pvt ltd is a premium Ayurveda spa chain in Sri Lanka that
offers a range of services and products inspired by traditional Ayurvedic practices. As a
trainee store manager at Maliban Biscuit Manufactories Pvt ltd, I would design a motivation
program that incorporates both content and process theories of motivation to enhance and
maintain an effective workforce. Here's how I would approach it:
Content Theory:
Physiological Needs: To meet the basic physiological needs of our employees, we would
offer competitive compensation packages, health insurance, and healthy meal options in our
staff cafeteria (worldofwork, n.d.).
Safety Needs: We would ensure that the workplace is safe and secure for our employees, by
implementing strict health and safety policies and providing necessary equipment to avoid
any accidents or injuries (worldofwork, n.d.).
Social Needs: We would foster a positive and supportive work environment by organizing
team-building activities, such as group outings, picnics, and other events that bring
employees together and promote camaraderie (worldofwork, n.d.).
Esteem Needs: We would recognize and reward outstanding performers, providing regular
feedback and promotions to deserving employees (worldofwork, n.d.).
Self-Actualization Needs: We would offer training and development opportunities, such as
workshops and classes, to help our employees develop new skills and achieve their full
potential (worldofwork, n.d.).
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Process Theory:
Expectancy Theory: We would set clear performance expectations for our employees,
linking those expectations to specific rewards or recognition, such as bonuses, promotions, or
employee-of-the-month awards (worldofwork, n.d.).
Goal-Setting Theory: We would set SMART (specific, measurable, achievable, relevant,
and time-bound) goals for our employees, and track their progress through regular
performance reviews Worldofwork, n.d.).
Equity Theory: We would ensure that our employees perceive their work environment as
fair, by offering equal opportunities and treating everyone with respect and dignity world of
work, n.d.).
Reinforcement Theory: We would use positive reinforcement to encourage desired
behaviours, such as providing immediate feedback and rewards for good performance and
avoiding negative feedback or punishments Worldofwork, n.d.).
Overall, this motivation program would create a work environment that fosters motivation
and engagement, and ultimately leads to a more effective and productive workforce at
Maliban Biscuit Manufactories Pvt ltd.
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How these programs enhance and maintaining effective workforce.
The motivation program that I designed for Maliban Biscuit Manufactories Pvt ltd,
incorporating both content and process theories of motivation, would enhance and maintain
an effective workforce in several ways:
Improved Job Satisfaction: By meeting employees' basic needs, such as fair compensation
and a safe work environment, we create a foundation for job satisfaction. Additionally, by
offering opportunities for recognition and self-actualization through training and
development, we encourage employees to find meaning in their work and take pride in their
achievements. This can lead to higher job satisfaction and lower employee turnover rates.
Increased Productivity: When employees feel supported and valued in their work, they are
more likely to be motivated to perform their best. By setting clear performance expectations
and goals, and providing feedback and rewards for good performance, we create a culture of
accountability and achievement. This can lead to increased productivity and better business
outcomes for Maliban Biscuit Manufactories Pvt ltd.
Positive Work Environment: By fostering a positive and supportive work environment
through team-building activities and equity in the workplace, employees feel valued and
respected. This can lead to improved teamwork, better communication, and a more
collaborative workplace culture.
Employee Retention: By offering competitive compensation, training, and development
opportunities, we create an environment where employees feel valued and have room to
grow. This can lead to increased employee retention, reducing the cost and time associated
with hiring and training new employees.
In summary, the motivation program designed for Maliban Biscuit Manufactories Pvt ltd
would create a work environment that fosters motivation and engagement, leading to a more
effective and productive workforce. As a trainee store manager, I would be responsible for
implementing and monitoring this program to ensure that it is successful in enhancing and
maintaining an effective workforce at Maliban Biscuit Manufactories Pvt ltd.
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Here are some specific examples of motivation programs that Maliban Biscuit
Manufactories Pvt ltd could implement based on the content and process theories of
motivation:
Compensation and Benefits: To meet employees' basic needs and provide a sense of
security, Maliban Biscuit Manufactories Pvt ltd could offer competitive compensation
packages and benefits, such as health insurance and retirement plans.
Training and Development: To provide opportunities for self-actualization and career
growth, Maliban Biscuit Manufactories Pvt ltd could offer training and development
programs for employees, such as leadership training, language classes, or certifications in
specific areas of the business.
Performance Feedback and Rewards: To promote a culture of achievement and
accountability, Maliban Biscuit Manufactories Pvt ltd could implement a performance
feedback system that provides regular feedback on employees' performance, as well as
rewards and recognition for good performance.
Employee Wellness Programs: To promote a positive work environment and help
employees feel valued, Maliban Biscuit Manufactories Pvt ltd could implement employee
wellness programs, such as yoga classes or mental health resources.
Team Building Activities: To foster a sense of community and teamwork among employees,
Maliban Biscuit Manufactories Pvt ltd could organize team-building activities, such as group
outings or volunteer events.
Equity in the Workplace: To promote a fair and equitable workplace culture, Maliban
Biscuit Manufactories Pvt ltd could implement policies and procedures that ensure equal
treatment and opportunities for all employees, regardless of their background or position.
By implementing these types of motivation programs, Maliban Biscuit Manufactories Pvt ltd
can create a work environment that fosters motivation and engagement, leading to a more
effective and productive workforce. As a trainee store manager, I would be responsible for
implementing and monitoring these programs to ensure their success in enhancing and
maintaining an effective workforce at Maliban Biscuit Manufactories Pvt ltd
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As a Trainee Store Manager at Maliban Biscuit Manufactories Pvt ltd, I would be
responsible for implementing and monitoring the motivation programs that were
designed based on content and process theories of motivation. Here's how these
programs would enhance and maintain an effective workforce:
Compensation and Benefits: By offering competitive compensation packages and benefits,

Maliban Biscuit Manufactories Pvt ltd can ensure that employees' basic needs are met,
reducing financial stress and promoting a sense of security. As a Trainee Store Manager, I
would ensure that these programs are communicated effectively to employees, and that they
are fairly and consistently applied across the organization.
Training and Development: By offering training and development opportunities, Maliban

Biscuit Manufactories Pvt ltd can help employees achieve their full potential, leading to
increased motivation and job satisfaction. As a Trainee Store Manager, I would work with
HR and department heads to identify relevant training and development opportunities, and
ensure that employees have access to them.
Performance Feedback and Rewards: By providing regular feedback on employees'

performance and recognizing good performance, Maliban Biscuit Manufactories Pvt ltd can
create a culture of achievement and accountability, increasing employee motivation and
engagement. As a Trainee Store Manager, I would work with supervisors to ensure that
performance feedback is provided consistently and effectively, and that rewards are
meaningful and relevant.
Employee Wellness Programs: By promoting employee wellness, Maliban Biscuit

Manufactories Pvt ltd can create a positive work environment that fosters employee well-
being and reduces stress. As a Trainee Store Manager, I would work with HR to identify
relevant wellness programs and ensure that they are accessible to all employees.
Team Building Activities: By fostering a sense of community and teamwork among

employees, Maliban Biscuit Manufactories Pvt ltd can increase employee engagement and
satisfaction. As a Trainee Store Manager, I would work with supervisors to identify relevant
team-building activities and ensure that they are implemented effectively.
45
Equity in the Workplace: By promoting a fair and equitable workplace culture, Maliban
Biscuit Manufactories Pvt ltd can ensure that all employees feel valued and respected, leading
to increased motivation and job satisfaction. As a Trainee Store Manager, I would work with
HR and department heads to identify and address any equity issues that may arise and ensure
that all employees are treated fairly and equally.
Overall, as a Trainee Store Manager at Maliban Biscuit Manufactories Pvt ltd, my role would
be to ensure that these motivation programs are implemented effectively and that they are
having the desired effect on employee motivation and engagement. I would use my skills in
communication, collaboration, and problem-solving to work with HR and department heads
to identify relevant programs and ensure that they are implemented effectively. By doing so, I
would be contributing to the creation of an effective and motivated workforce at Maliban
Biscuit Manufactories Pvt ltd
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Critically assess the extent that employee motivation can be enhanced and maintained
by practical application of content and process theories of motivation.
 The practical application of content and process theories of motivation can

significantly enhance and maintain employee motivation in the workplace. However,
there are also some limitations and challenges to their implementation.
 Content theories of motivation focus on identifying the specific factors that motivate
individuals in the workplace. These theories suggest that people are motivated by the
desire to fulfil their basic needs, such as safety, security, and belonging, as well as
their higher-level needs, such as self-esteem and self-actualization. By understanding
these needs and providing opportunities to llllll them, employers can motivate their
employees.
 Process theories of motivation, on the other hand, focus on the cognitive processes
that individuals use to make decisions about their behavior in the workplace. These
theories suggest that individuals are motivated by their expectations of future rewards,
their perceptions of their own abilities, and their beliefs about the fairness of the
rewards they receive. By understanding these processes and providing opportunities
for employees to make meaningful contributions and receive recognition for their
work, employers can motivate their employees.
 In practice, the implementation of these theories can be challenging. For example, the
specific factors that motivate employees can vary depending on the individual's
personality, background, and experiences. Therefore, it can be difficult to identify and
provide opportunities to fulfil these needs for all employees. Additionally, while
process theories suggest that employees are motivated by their expectations of future
rewards, the rewards themselves may not always be within the control of the
employer. For example, economic conditions or industry-specific regulations may
limit the ability of an employer to offer certain types of rewards.
 Furthermore, some employees may not respond to traditional motivational strategies
and may require individualized attention to achieve high levels of motivation.
47
Additionally, some employees may become complacent or disengaged over time and
may require ongoing efforts to maintain their motivation.
 In conclusion, while the practical application of content and process theories of
motivation can significantly enhance and maintain employee motivation, it is
important to recognize that these theories have limitations and challenges to their
implementation. Employers must take a thoughtful and individualized approach to
motivate their employees, and continuously assess the effectiveness of their
motivational strategies to ensure ongoing success.
Critically assess how motivation could be enhanced with the application of content and
theories in Maliban Biscuit Manufactories Pvt ltd as a Trainee Store Manager.
M2:
Motivational theories focus on internal and external motivation, but lack advice on how to
motivate a group of persons to reach a goal. They also fail to explain how requirements and
goals are chosen and prioritized.
Motivational theories do not account for culture, norms and social influence, and do not
explore resistance to change programmes. Knowledge of diverse personality qualities may be
needed to fit into these theories.
There are regions of contradiction and tension in the extant motivation theories.
First, certain techniques, like content and process theories, are made to deal with the
internal/cognitive part of the individual, while others, like reinforcement theories, focus on
the individual's external setting (Freedheim et al. 2003). This may create confusion and
provoke the question of which strategy can enhance performance and when it should be
implemented.
Secondly, a fundamental flaw with these theories is that they rely on the self report and self-
perception of the individual, which changes according to circumstances. This may challenge
the credibility of the approach and conclusions if these hypotheses were evaluated
(Freedheim et al. 2003). (Freedheim et al. 2003).
Another problem with some motivation theories, especially those of Maslow and Herzberg, is
that they believe that all individuals are motivated by the same things, such as money, while,
in reality, each individual has different motivators, such as charity workers or those who do
not mind receiving low wages (Employee Benefits 2004). (Employee Benefits 2004).
48
Additionally, there is also an issue with expectation theory. Vroom argues that all human
activities are rational yet Beck and Seligman (quoted in Locks and Latham 2004) determined
that not all human ideas and behaviours are logical. They noticed that there are certain
problematic thoughts that affect the decision-making process and people’s decisions, such as
perfectionism.
Understanding motivational theories is essential for organizational research, and efforts
should be made to find areas of agreement and integrate them to create a common language.
Diagnostic models and theories should also be established to help organizations allocate
resources and efforts.
My organization
As a Trainee Store Manager at Maliban Biscuit Manufactories Pvt ltd, the application of
content and process theories of motivation can be beneficial in enhancing and maintaining
employee motivation.
Content theories of motivation, such as Maslow's hierarchy of needs, suggest that individuals
are motivated by fulfilling their basic needs and higher-level needs. Therefore, Maliban
Biscuit Manufactories Pvt ltd can implement strategies that provide employees with
opportunities to fulfill their needs. For example, ensuring a safe and comfortable working
environment, providing opportunities for social interaction and a sense of belonging, and
offering training and development programs for employees to achieve their higher-level
needs of self-actualization.
Process theories of motivation, such as expectancy theory, suggest that individuals are
motivated by their beliefs about the fairness of the rewards they receive, their expectations of
future rewards, and their perceptions of their own abilities. Therefore, Maliban Biscuit
Manufactories Pvt ltd can implement strategies that align employee expectations with their
desired outcomes. For example, creating clear job descriptions and performance expectations,
providing regular feedback and recognition for good performance, and offering rewards such
as bonuses and promotions for outstanding performance.
Moreover, as a Trainee Store Manager at Maliban Biscuit Manufactories Pvt ltd, it is
essential to recognize that each employee has unique needs and motivations. Therefore,
implementing a one-size-fits-all approach may not be effective. By understanding each
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employee's unique needs and motivations, Maliban Biscuit Manufactories Pvt ltd can tailor
its motivational strategies to meet individual requirements.
However, it is important to recognize that there may be limitations and challenges to
implementing these theories. For example, some employees may require more personalized
attention to achieve high levels of motivation. Moreover, the availability of resources and
economic conditions can limit the ability of Maliban Biscuit Manufactories Pvt ltd to offer
certain types of rewards.
Here are some more examples of how motivation could be enhanced with the application of
content and process theories in Maliban Biscuit Manufactories Pvt ltd as a Trainee Store
Manager:
Maslow's Hierarchy of Needs: As a Trainee Store Manager, you could implement strategies
to fulfill the basic physiological and safety needs of employees, such as providing a safe and
comfortable work environment, access to clean drinking water and healthy food, and ensuring
job security. For higher-level needs, such as social belonging and esteem, you could
encourage team-building activities, recognize and reward outstanding performance, and offer
opportunities for career advancement (knowledgehut, n.d.).
Herzberg's Two-Factor Theory: Herzberg's theory suggests that job satisfaction and
dissatisfaction are influenced by two sets of factors: hygiene factors and motivators. Hygiene
factors include things like salary, job security, and working conditions, which can prevent job
dissatisfaction but may not necessarily lead to job satisfaction. Motivators, on the other hand,
include things like recognition, achievement, and opportunities for growth and development,
which can lead to job satisfaction. As a Trainee Store Manager, you could implement
strategies to improve both hygiene factors and motivators to enhance employee motivation
(knowledgehut, n.d.).
Expectancy Theory: Expectancy theory suggests that individuals are motivated by their
belief that effort will lead to performance, performance will lead to rewards, and those
rewards will be valuable. As a Trainee Store Manager, you could ensure that employees
understand the link between their efforts and rewards by setting clear goals, providing regular
feedback and coaching, and offering rewards that are aligned with employee expectations and
values (knowledgehut, n.d.).
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Equity Theory: Equity theory suggests that employees are motivated by a sense of fairness
and that they compare their inputs (effort, time, and skills) and outcomes (rewards) with those
of others in the organization. As a Trainee Store Manager, you could ensure that rewards and
recognition are distributed fairly among employees based on their contributions, skills, and
efforts. This could include implementing a performance-based pay system or offering training
and development opportunities to help employees improve their skills and advance in their
careers (knowledgehut, n.d.).
Self-Determination Theory: Self-determination theory suggests that individuals are

motivated by three basic needs: autonomy, competence, and relatedness. Autonomy refers to
the need for control over one's work, competence refers to the need to feel capable and
effective, and relatedness refers to the need for social connection and support. As a Trainee
Store Manager, you could implement strategies that provide employees with opportunities to
exercise autonomy, build competence, and foster social connections, such as offering flexible
work arrangements, training and development programs, and team-building activities
In conclusion, the practical application of content and process theories of motivation can be
beneficial for enhancing and maintaining employee motivation at Maliban Biscuit
Manufactories Pvt ltd. As a Trainee Store Manager, it is crucial to understand the needs and
motivations of employees and implement motivational strategies accordingly to create a
positive work environment and achieve desired outcomes.
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Here's a breakdown of the components of the question, their characteristics, and
justification for Maliban Biscuit Manufactories Pvt ltd as a Trainee Store Manager:
Motivation: In the context of Maliban Biscuit Manufactories Pvt ltd, motivation refers to the
drive and desire of employees to perform at their best, meet organizational goals, and provide
excellent customer service.
Content Theories: Content theories of motivation can be applied in Maliban Biscuit
Manufactories Pvt ltd by identifying the specific needs of employees and providing rewards
or incentives that satisfy those needs. For example, employees may be motivated by the
opportunity for career advancement or recognition for their hard work.
Process Theories: Process theories of motivation can be applied in Maliban Biscuit
Manufactories Pvt ltd by understanding the cognitive processes that underlie motivation and
using this knowledge to design effective incentive programs. For example, the Expectancy
Theory suggests that employees are motivated when they believe that their efforts will lead to
positive outcomes, such as a promotion or bonus. As a Trainee Store Manager, I could design
incentive programs that clearly communicate the link between performance and rewards,
providing clear targets and timelines for achieving goals.
Examples: To enhance motivation in Maliban Biscuit Manufactories Pvt ltd, I could
implement a reward program for employees who achieve high customer satisfaction ratings
or meet sales targets. I could also offer training and development opportunities for employees
who wish to advance their careers within the company. By providing clear goals, feedback,
and incentives, I can help motivate employees to perform at their best and contribute to the
success of Maliban Biscuit Manufactories Pvt ltd.
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Adapt personal perspectives, traits and attributes to justify improvements that
influence and enhance employee motivation and create an effective Workforce.
Personal perspectives justify improvements that influence and enhance employee

motivation and create an effective Workforce.
Customer Perspective
As a trainee store manager at Maliban Biscuit Manufactories Pvt ltd, it is essential to
understand the customer perspective to identify areas of improvement that can enhance
employee motivation and create an effective workforce. Here are some ways in which
customer perspective can be adapted to achieve these objectives:
Customer feedback: Collecting feedback from customers can provide valuable insights into
what they like and dislike about the products and services offered by Maliban Biscuit
Manufactories Pvt ltd. This information can be used to make changes that will improve the
customer experience, which in turn can motivate employees to provide better service.
Customer needs: Understanding the needs and preferences of customers can help the store
manager make informed decisions about what products and services to offer. This can also
help employees feel more engaged and motivated, as they will be able to provide
personalized recommendations to customers based on their needs.
Customer loyalty: Developing a loyal customer base is critical to the success of any
business. By providing exceptional customer service, employees can create a positive
experience that will encourage customers to return. This can also motivate employees, as they
will see the impact of their efforts on the business.
Employee training: Providing employees with adequate training and resources can help
them feel more confident and motivated in their roles. This can be achieved by incorporating
customer feedback into training programs and providing employees with opportunities to
develop their skills.
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Recognition and rewards: Recognizing and rewarding employees for their hard work and
dedication can help boost morale and motivation. This can be done by implementing a
recognition program that acknowledges employees who go above and beyond to provide
exceptional service.
By adapting the customer perspective, a trainee store manager at Maliban Biscuit

Manufactories Pvt ltd can identify areas of improvement that will enhance employee
motivation and create an effective workforce. This can be achieved by collecting customer
feedback, understanding customer needs and preferences, developing a loyal customer base,
providing adequate training and resources, and recognizing and rewarding employees for
their hard work.
54
Business Perspective
As a trainee store manager at Maliban Biscuit Manufactories Pvt ltd, it is essential to adapt a
business perspective to identify areas of improvement that can influence and enhance
employee motivation and create an effective workforce. Here are some ways in which a
business perspective can be adapted to achieve these objectives:
Business goals: Understanding the overall business goals of Maliban Biscuit Manufactories
Pvt ltd is critical in identifying areas where improvements can be made to enhance employee
motivation. As a store manager, it is important to align the goals of the store with those of the
business to ensure that everyone is working towards a common objective.
Performance metrics: Establishing performance metrics for employees can help to motivate
them by providing clear goals and expectations. This can be achieved by setting targets for
sales, customer service, and other key performance indicators.
Employee engagement: Engaging employees in the business and decision-making processes
can help to enhance their motivation and create a more effective workforce. This can be
achieved by regularly communicating with employees, soliciting their feedback and ideas,
and involving them in decision-making.
Training and development: Investing in employee training and development can help to
enhance their skills and abilities, which can in turn improve their motivation and job
satisfaction. This can be achieved by providing regular training sessions and opportunities for
employees to learn new skills and take on new responsibilities.
Compensation and benefits: Offering competitive compensation and benefits packages can
help to attract and retain talented employees, and enhance their motivation and job
satisfaction. This can be achieved by reviewing and adjusting compensation and benefits
packages regularly to ensure they remain competitive.
By adopting a business perspective, a trainee store manager at Maliban Biscuit Manufactories
Pvt ltd can identify areas of improvement that will influence and enhance employee
motivation and create an effective workforce. This can be achieved by aligning store goals
with overall business goals, establishing performance metrics, engaging employees in
decision-making, investing in employee training and development, and offering competitive
compensation and benefits packages.
55
Team Perspective
team perspective to identify areas of improvement that can influence and enhance employee
motivation and create an effective workforce. Here are some ways in which a team
perspective can be adapted to achieve these objectives:
Team dynamics: Understanding the dynamics of the team and identifying areas where
improvements can be made can help to enhance employee motivation. As a store manager, it
is important to promote a positive work culture and encourage open communication among
team members.
Collaboration: Encouraging collaboration among team members can help to foster a sense of
teamwork and improve overall performance. This can be achieved by promoting team-
building activities, encouraging idea sharing, and providing opportunities for employees to
work together on projects.
Empowerment: Empowering employees by delegating tasks and responsibilities can help to
enhance their motivation and job satisfaction. This can be achieved by providing clear
expectations, regular feedback, and opportunities for employees to take ownership of their
work.
Recognition and rewards: Recognizing and rewarding team members for their hard work
and contributions can help to boost morale and motivation. This can be achieved by
implementing a recognition program that acknowledges team members who go above and
beyond to provide exceptional service.
Coaching and mentoring: Providing coaching and mentoring to team members can help to
enhance their skills and abilities, which can in turn improve their motivation and job
satisfaction. This can be achieved by providing regular feedback, coaching sessions, and
mentoring opportunities.
By adapting a team perspective, a trainee store manager at Maliban Biscuit Manufactories Pvt
ltd can identify areas of improvement that will influence and enhance employee motivation
and create an effective workforce. This can be achieved by promoting a positive work
culture, encouraging collaboration among team members, empowering employees by
delegating tasks and
responsibilities, recognizing and rewarding team members for their hard work and
contributions, and providing coaching and mentoring opportunities.
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Industry Perspective
As a trainee store manager at Maliban Biscuit Manufactories Pvt ltd, it is essential to adapt an
industry perspective to identify areas of improvement that can influence and enhance
employee motivation and create an effective workforce. Here are some ways in which an
industry perspective can be adapted to achieve these objectives:
1. Industry trends: Understanding industry trends and best practices can help to
identify areas of improvement and enhance employee motivation. As a store manager,
it is important to keep up-to-date with industry news, research and emerging trends.
2. Customer expectations: Meeting and exceeding customer expectations can help to
boost employee morale and motivation. This can be achieved by understanding
customer needs and preferences and providing exceptional customer service.
3. Brand reputation: Maintaining a strong brand reputation can help to attract and
retain talented employees, and enhance their motivation and job satisfaction. This can
be achieved by promoting the Maliban Biscuit Manufactories Pvt ltd brand values,
culture, and mission.
4. Innovation: Encouraging innovation and creativity can help to create a more
effective workforce and enhance employee motivation. This can be achieved by
providing opportunities for employees to suggest new ideas and improve processes.
5. Sustainable practices: Promoting sustainable practices can help to create a positive
work environment and enhance employee motivation. This can be achieved by
promoting environmentally friendly practices and encouraging employees to make
sustainable choices.
By adopting an industry perspective, a trainee store manager at Maliban Biscuit

Manufactories Pvt ltd can identify areas of improvement that will influence and enhance
employee motivation and create an effective workforce. This can be achieved by
understanding industry trends and best practices, meeting and exceeding customer
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expectations, maintaining a strong brand reputation, encouraging innovation and creativity,
and promoting sustainable practices.
Leadership Perspective
leadership perspective to identify areas of improvement that can influence and enhance
employee motivation and create an effective workforce. Here are some ways in which a
leadership perspective can be adapted to achieve these objectives:
1. Lead by example: As a leader, it is important to lead by example and demonstrate the

behaviors that you want your employees to exhibit. This can help to build trust, foster
respect, and enhance employee motivation.
2. Communicate effectively: Effective communication is essential for building a strong
and effective workforce. As a store manager, it is important to communicate clearly,
frequently and listen actively to employees' needs and concerns.
3. Set clear goals: Setting clear goals and objectives can help to motivate employees
and ensure that they are working towards a common purpose. As a store manager, it is
important to ensure that employees have a clear understanding of their roles and
responsibilities, and the goals of the store.
4. Provide support: Providing support and resources to employees can help to enhance
their motivation and job satisfaction. As a store manager, it is important to provide
training, coaching, and mentoring opportunities, and to ensure that employees have
the resources they need to do their job effectively.
5. Empower employees: Empowering employees to make decisions and take ownership
of their work can help to enhance their motivation and job satisfaction. As a store
manager, it is important to delegate tasks and responsibilities, and to provide
opportunities for employees to take on leadership roles.
By adapting a leadership perspective, a trainee store manager at Maliban Biscuit

Manufactories Pvt ltd can identify areas of improvement that will influence and enhance
employee motivation and create an effective workforce. This can be achieved by leading by
example, communicating effectively, setting clear goals, providing support and resources,
and empowering employees.
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Personal Traits justify improvements that influence and enhance employee motivation
and create an effective Workforce.
Extroverted
As a trainee store manager at Maliban Biscuit Manufactories Pvt ltd, adapting an extroverted
trait can help to influence and enhance employee motivation and create an effective
workforce. Here are some ways in which an extroverted trait can be adapted to achieve these
objectives:
1. Build strong relationships: Building strong relationships with employees can help to
enhance their motivation and job satisfaction. As an extroverted store manager, it is
important to connect with employees on a personal level, and to create a positive and
inclusive work environment.
2. Foster collaboration: Collaboration can help to create a more effective workforce
and enhance employee motivation. As an extroverted store manager, it is important to
encourage teamwork and collaboration, and to facilitate open communication and idea
sharing among employees.
3. Promote positivity: Promoting a positive and optimistic attitude can help to enhance
employee motivation and job satisfaction. As an extroverted store manager, it is
important to create a positive work environment, celebrate successes, and provide
encouragement and support during difficult times.
4. Encourage engagement: Encouraging employee engagement can help to enhance
their motivation and job satisfaction. As an extroverted store manager, it is important
to create opportunities for employees to participate in decision-making, and to provide
opportunities for employee feedback and suggestions.
5. Celebrate diversity: Celebrating diversity can help to create a more inclusive and
welcoming work environment, and enhance employee motivation and job satisfaction.
As an extroverted store manager, it is important to value and appreciate diversity, and
to create opportunities for employees to learn about different cultures and
perspectives.
59
By adopting an extroverted trait, a trainee store manager at Maliban Biscuit Manufactories
Pvt ltd can identify areas of improvement that will influence and enhance employee
motivation and create an effective workforce. This can be achieved by building strong
relationships, fostering collaboration, promoting positivity, encouraging engagement, and
celebrating diversity.
Observant
As a trainee store manager at Maliban Biscuit Manufactories Pvt ltd, adapting an observant
workforce. Here are some ways in which an observant trait can be adapted to achieve these
objectives:
1. Identify employee strengths: Observing employee behavior and performance can

help to identify their strengths and weaknesses. As an observant store manager, it is
important to recognize employee strengths and assign tasks and responsibilities that
align with their strengths. This can help to enhance employee motivation and job
satisfaction.
2. Provide feedback: Observing employee performance can help to provide
constructive feedback that can enhance their performance and motivation. As an
observant store manager, it is important to provide timely and specific feedback to
employees, highlighting areas of strength and opportunities for improvement.
3. Identify training needs: Observing employee behavior and performance can help to
identify areas where training is needed. As an observant store manager, it is important
to identify training needs and provide opportunities for employees to develop their
skills and knowledge.
4. Create a safe work environment: Observing employee behavior can help to identify
potential safety hazards in the workplace. As an observant store manager, it is
important to create a safe work environment by identifying and addressing potential
safety hazards, and by promoting safe work practices.
5. Identify opportunities for improvement: Observing employee behavior and
performance can help to identify areas where improvements can be made to enhance
employee motivation and job satisfaction. As an observant store manager, it is
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important to identify these opportunities for improvement and take action to address
them.
By adapting an observant trait, a trainee store manager at Maliban Biscuit Manufactories Pvt
ltd can identify areas of improvement that will influence and enhance employee motivation
and create an effective workforce. This can be achieved by identifying employee strengths,
providing feedback, identifying training needs, creating a safe work environment, and
identifying opportunities for improvement.
Feeling
As a trainee store manager at Maliban Biscuit Manufactories Pvt ltd, adapting a feeling trait
can help to influence and enhance employee motivation and create an effective workforce.
Here are some ways in which a feeling trait can be adapted to achieve these objectives:
1. Empathy: Showing empathy towards employees can help to enhance their motivation
and job satisfaction. As a feeling store manager, it is important to understand and
relate to the feelings and emotions of employees, and to demonstrate support and
compassion when needed.
2. Recognition: Recognizing and appreciating the efforts of employees can help to
enhance their motivation and job satisfaction. As a feeling store manager, it is
important to recognize and acknowledge employee contributions, and to provide
positive feedback and praise when appropriate.
3. Trust: Building trust with employees can help to create a more effective workforce
and enhance employee motivation. As a feeling store manager, it is important to
demonstrate trust in employees by delegating responsibilities, providing autonomy,
and giving employees the freedom to make decisions.
4. Communication: Effective communication can help to enhance employee motivation
and job satisfaction. As a feeling store manager, it is important to communicate
openly and honestly with employees and to listen actively to their concerns and
suggestions.
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5. Collaboration: Encouraging collaboration and teamwork can help to create a more
effective workforce and enhance employee motivation. As a feeling store manager, it
is important to facilitate open communication and idea-sharing among employees and
to create opportunities for collaboration and cooperation.
By adopting a feeling trait, a trainee store manager at Maliban Biscuit Manufactories Pvt ltd
can influence and enhance employee motivation and create an effective workforce. This can
be achieved by showing empathy, recognizing employee efforts, building trust, effective
communication, and encouraging collaboration.
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Prospecting
As a trainee store manager at Maliban Biscuit Manufactories Pvt ltd, adapting a prospecting
workforce. Here are some ways in which a prospecting trait can be adapted to achieve these
objectives:
1. Creativity: Having a prospecting trait can help in bringing in new ideas and
approaches that can enhance employee motivation and job satisfaction. As a store
manager, it is important to encourage creativity among employees by creating an
environment that fosters innovation and out-of-the-box thinking.
2. Continuous Improvement: Having a prospecting trait can lead to a continuous
improvement mindset which can help to enhance employee motivation and job
satisfaction. As a store manager, it is important to identify areas where improvements
can be made and to create a culture of continuous improvement by regularly
reviewing processes, procedures, and systems.
3. Flexibility: Being adaptable and flexible can help to create a more effective
workforce and enhance employee motivation. As a store manager, it is important to be
open to new ideas and approaches, and to be willing to make changes when necessary
to meet the needs of employees and customers.
4. Resilience: Having a prospecting trait can lead to developing resilience which can
help to enhance employee motivation and job satisfaction. As a store manager, it is
important to be able to bounce back from setbacks and challenges and to maintain a
positive attitude in the face of adversity.
5. Learning Mindset: Being open to learning and growth can help to enhance employee
motivation and job satisfaction. As a store manager, it is important to foster a culture
of continuous learning by providing opportunities for employees to develop new skills
and knowledge, and to support their career development.
By adopting a prospecting trait, a trainee store manager at Maliban Biscuit Manufactories Pvt
ltd can influence and enhance employee motivation and create an effective workforce. This
63
can be achieved by encouraging creativity, promoting a culture of continuous improvement,
being adaptable and flexible, developing resilience, and fostering a learning mindset.
Turbulent
As a trainee store manager at Maliban Biscuit Manufactories Pvt ltd, adapting a turbulent trait
can be challenging but can still help to influence and enhance employee motivation and
create an effective workforce. Here are some ways in which a turbulent trait can be adapted
to achieve these objectives:
1. Flexibility: Being able to adapt to changes quickly is important in a turbulent

environment. As a store manager, it is important to be flexible and able to change
plans as needed to accommodate the changing environment. This can help to enhance
employee motivation by reducing stress and providing a sense of stability.
2. Resilience: The ability to bounce back from setbacks and challenges is important in a
turbulent environment. As a store manager, it is important to be resilient and maintain
a positive attitude in the face of adversity. This can help to enhance employee
motivation by providing a sense of optimism and confidence.
3. Communication: Effective communication is critical in a turbulent environment to
keep employees informed and engaged. As a store manager, it is important to
communicate regularly and transparently with employees, providing updates on
changes and seeking their input and feedback. This can help to enhance employee
motivation by providing a sense of involvement and ownership.
4. Problem-Solving: In a turbulent environment, the ability to solve problems quickly
and effectively is important. As a store manager, it is important to be proactive in
identifying and addressing potential issues before they become problems. This can
help to enhance employee motivation by reducing stress and providing a sense of
security.
5. Continuous Improvement: A turbulent environment requires constant adaptation
and improvement. As a store manager, it is important to foster a culture of continuous
improvement by seeking out new opportunities and ideas for improvement, and by
encouraging employees to do the same. This can help to enhance employee
motivation by providing a sense of purpose and accomplishment.
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By adapting a turbulent trait, a trainee store manager at Maliban Biscuit Manufactories Pvt
ltd can influence and enhance employee motivation and create an effective workforce. This
can be achieved by being flexible, resilient, communicating effectively, problem-solving
proactively, and fostering a culture of continuous improvement.
Personal Attributes justify improvements that influence and enhance employee

motivation and create an effective Workforce.
Outgoing and sociable attributes
As a trainee store manager at Maliban Biscuit Manufactories Pvt ltd, it's essential to
understand how to improve outgoing and sociable attributes to enhance employee motivation
and create an effective workforce. Here are some suggestions on how to achieve this:
1. Encourage Open Communication: Create an environment where employees feel
comfortable communicating openly with one another and with management.
Encourage open and honest feedback from employees and be receptive to their
concerns, suggestions, and ideas.
2. Foster Teamwork: Emphasize the importance of teamwork in the workplace.
Encourage employees to collaborate on projects, share ideas, and support one another.
Recognize and reward employees who demonstrate outstanding teamwork skills.
3. Create a Positive Work Environment: A positive work environment can
significantly impact employee motivation. Ensure that the workplace is clean,
organized, and well-lit. Provide comfortable seating, appropriate lighting, and other
amenities to make the workspace more comfortable and welcoming.
4. Encourage Employee Engagement: Engage employees in the decision-making
process by seeking their opinions on company policies and procedures. Encourage
them to provide feedback and ideas for improving processes.
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5. Offer Employee Training and Development: Invest in employee training and
development programs that focus on improving interpersonal and communication
skills. Provide opportunities for employees to learn and grow within the company,
such as job shadowing, cross-training, and mentorship programs.
6. Recognize and Reward Employees: Recognize and reward employees who

demonstrate outstanding outgoing and sociable attributes. This can be in the form of
bonuses, promotions, or other incentives. Publicly recognize employees who go above
and beyond their job duties to foster a positive work environment.
By implementing these strategies, you can help improve outgoing and sociable attributes
within your team, enhance employee motivation, and create an effective workforce at
Maliban Biscuit Manufactories Pvt ltd.
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Practical and Observant
Practical attributes and observant attributes are both valuable in identifying areas of
improvement for employee motivation and creating an effective workforce. Here are some
ways in which these attributes can be used:
1. Practical attributes:
a) Analyze employee feedback: One practical attribute is to analyze employee feedback to

identify the areas that need improvement. Conducting surveys, one-on-one meetings, or focus
groups can provide valuable insights into employee motivation levels, work satisfaction, and
areas of concern.
b) Provide resources and tools: Providing the necessary resources and tools to employees
can significantly improve their motivation levels. For instance, ensuring that employees have
access to the latest technology, software, and equipment can improve their productivity and
job satisfaction.
c) Offer training and development opportunities: Providing opportunities for training and
development can help employees grow in their roles, increase their knowledge and skills, and
improve their confidence, motivation, and job satisfaction.
d) Recognize and reward employees: Recognizing and rewarding employees for their hard
work and achievements can significantly improve their motivation levels. This could be in the
form of bonuses, promotions, or even just a simple thank you note.
2. Observant attributes:
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a) Observe employee behavior: Observing employee behavior can provide valuable insights
into their motivation levels. For instance, if an employee seems disengaged or uninterested in
their work, it may be a sign that they need more support or training.
b) Monitor performance metrics: Monitoring performance metrics such as productivity

levels, absenteeism rates, and turnover rates can help identify areas of improvement for
employee motivation. For instance, if there is a high turnover rate, it may be a sign that
employees are not motivated or satisfied with their work.
c) Encourage open communication: Encouraging open communication with employees can

help identify areas of improvement for their motivation levels. This could be in the form of
regular team meetings, one-on-one meetings with managers, or anonymous feedback surveys.
d) Foster a positive work environment: Fostering a positive work environment can

significantly improve employee motivation levels. This could involve creating a culture of
teamwork, offering flexible work arrangements, providing opportunities for socialization, and
ensuring that employees feel valued and respected.
By combining practical and observant attributes, employers can identify areas of

improvement for employee motivation and create an effective workforce. This involves
providing the necessary resources and tools, offering training and development opportunities,
recognizing and rewarding employees, observing employee behaviour, monitoring
performance metrics, encouraging open communication, and fostering a positive work
environment.
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Emotionally Expressive
Emotional expressiveness can be an important attribute to consider when trying to enhance

employee motivation and create an effective workforce. Here are some ways in which this
attribute can be applied:
1. Empathy: Being able to empathize with employees is key to understanding their

needs and motivations. By showing empathy, managers and leaders can create a more
positive and supportive work environment, which can improve employee motivation
and engagement.
2. Positive communication: Emotionally expressive leaders can use positive
communication to create a more uplifting work environment. By using positive
language and encouraging feedback, leaders can motivate employees and help them
feel valued and supported.
3. Celebrating successes: Celebrating employee successes and milestones can be a
powerful motivator. Emotionally expressive leaders can create a culture of celebration
and recognition, which can boost employee morale and encourage them to continue
working hard.
4. Emotional intelligence: Leaders who are emotionally expressive are often more
attuned to the emotions of their employees. By developing emotional intelligence,
leaders can better understand and respond to the needs of their workforce, which can
improve motivation and engagement.
5. Supportive leadership: Emotionally expressive leaders can be more supportive of
their employees, which can foster a sense of trust and loyalty. By being approachable
and available, leaders can help employees feel supported and empowered to do their
best
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As a trainee store manager of Maliban Biscuit Manufactories Pvt ltd, the ideal candidate
would exhibit emotionally expressive attributes to effectively manage and motivate their
team. They would need to be able to communicate their thoughts and ideas clearly, while also
being receptive to feedback and open to constructive criticism. This would require them to be
emotionally intelligent and empathetic, which would allow them to understand the needs and
concerns of their team members and respond appropriately.
The trainee store manager would need to be able to demonstrate positive communication
skills to create a supportive work environment that fosters growth and development. They
should be able to effectively convey the company's values and objectives to their team, while
also encouraging and motivating them to achieve their goals. This would require the trainee
manager to be an effective listener, capable of providing constructive feedback and
encouragement to their team.
Celebrating successes and milestones is also an important aspect of employee motivation, and
the trainee manager should be able to create a culture of celebration and recognition within
the store. By highlighting individual and team achievements, they can motivate employees
and foster a positive work culture.
Finally, a trainee store manager should be supportive of their team and demonstrate
leadership qualities that inspire and empower their staff. They should be approachable,
available, and willing to listen to the needs of their employees, while also providing guidance
and direction to help them succeed. In summary, an emotionally expressive trainee store
manager would be an effective leader who is capable of motivating and engaging their team
to achieve shared goals and objectives.
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Spontaneous and Adaptable
As a trainee store manager at Maliban Biscuit Manufactories Pvt ltd, being spontaneous and
adaptable can help you to identify and implement improvements that enhance employee
motivation and create a more effective workforce. Here are some ways in which these
attributes can be applied:
1. Identifying opportunities: Being spontaneous means being able to identify

opportunities as they arise. As a trainee store manager, you can use this attribute to
identify areas where you can improve employee motivation, such as creating new
training programs or offering incentives for high performers.
2. Responding to change: Being adaptable means being able to respond to change
quickly and effectively. As a trainee store manager, you can use this attribute to
respond to changes in the market or industry that may affect employee motivation.
For example, if a new competitor enters the market, you may need to adjust your
strategies to keep your employees motivated and engaged.
3. Experimenting with new ideas: Being spontaneous can also mean experimenting
with new ideas and approaches. As a trainee store manager, you can use this attribute
to try new methods of motivating employees, such as introducing new team-building
activities or offering flexible work arrangements.
4. Providing quick solutions: Being adaptable means being able to provide quick
solutions to problems that arise. As a trainee store manager, you can use this attribute
to address employee concerns and issues in a timely and effective manner. This can
help to maintain a positive and motivated workforce.
5. Being responsive to feedback: Being spontaneous and adaptable means being open
to feedback and willing to make changes as necessary. As a trainee store manager,
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you can use this attribute to listen to employee feedback and adjust your strategies
accordingly. This
can help to create a
more supportive
and collaborative
work environment,
which can enhance
employee
motivation and
engagement.
Basic Personality
Assessment
Questionnaire
Count your score for items 1,6 and 11(r): Your score for Extraversion 15
Count your score for items 2 (r), 7 and 12: Your score for Agreeableness 15
Count your score for items 3,8(r) and 13: Your score for Conscientiousness 9
Count your score for items 4,9 and 14(r): Your score for Emotionally Stability 6
Count your score for items 5(r), 10 and 15: Your score for Openness to Experience 11
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Scoring
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Personality Trait Score Description
With a moderately high score for extraversion, you may enjoy being
around people and feel energized by social interactions. This can be an
advantage when working with customers and building relationships with
team members. You may enjoy leading and participating in group
activities, and may be comfortable speaking in front of others. However,
be mindful that you may need to balance your desire for social
interaction with the demands of your job, such as completing tasks that
Extraversion 15 require focus and attention to detail.
With a moderately high score for agreeableness, you may be empathetic,
considerate, and cooperative. This can be an advantage when working
with customers and team members, as you may be able to effectively
communicate with others and build positive relationships. However, be
mindful that you may need to balance your desire for harmony with the
need to make difficult decisions or address conflicts that may arise in the
Agreeableness 15 workplace.
With a lower score for conscientiousness, you may struggle with self-
discipline and organization. This can be a disadvantage when it comes to
managing tasks and responsibilities, as you may have difficulty staying
focused and following through on commitments. You may need to work
on developing strategies to manage your time effectively and prioritize
your tasks. Be sure to communicate any challenges you face to your
Conscientiousness 9 supervisor, and seek out support and guidance as needed.
With a lower score for emotional stability, you may experience more
negative emotions and be more prone to stress. This can be a challenge
when dealing with the pressures of a fast-paced work environment. Be
mindful of your reactions to stressful situations and work on developing
coping strategies to manage your emotions effectively. This can include
taking breaks when needed, practicing relaxation techniques, and seeking
Emotional Stability 6 support from colleagues and supervisors when necessary.
Openness to 11 With an average score for openness to experience, you may be open to
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Personality Trait Score Description
new ideas and experiences but also have a preference for the familiar and
predictable. This can be an advantage when it comes to adapting to new
situations and learning new skills. However, be mindful that you may
need to push yourself out of your comfort zone in order to grow and
develop as a store manager. Be open to feedback and seek out
Experience opportunities to learn and try new things.
Based on the results of the personality test, it appears that you have high levels of
extraversion and agreeableness, moderate levels of openness to experience, and lower levels
of conscientiousness and emotional stability. As a trainee store manager at Maliban Biscuit
Manufactories Pvt ltd, your high levels of extraversion may make you well-suited for
interacting with customers and managing a team of employees. Your high levels of
agreeableness may also help you navigate potential conflicts and maintain positive
relationships with customers and colleagues.
However, it is important to note that your lower levels of conscientiousness and emotional
stability may present some challenges in your role. It may be important for you to work on
developing strategies for staying organized and managing your time effectively, as well as
finding ways to manage stress and maintain a positive outlook in the face of challenges.
Overall, the results of this personality test provide valuable insights into your strengths and
weaknesses as a trainee store manager. By leveraging your strengths and working to improve
in areas where you may be weaker, you can develop into an effective and successful leader in
your role at Maliban Biscuit Manufactories Pvt ltd.
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Academic Poster
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Presentation
 Organizational behavior is a study which involves examining and analyzing the

human behaviour in an organization.
 An organization may be divided into top-level(owners), middle-level (management)
and low-level (employees).
 Organizational behaviour studies the interaction within these levels and how the
people at different levels respond or behave in a situation.
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Teamwork is the collaborative effort of a group of individuals working together towards a
common goal. Here are six important reasons why teamwork is crucial in many areas of life:
Improved problem-solving: When people with diverse backgrounds and skills come
together to solve a problem, they bring different perspectives and ideas to the table, leading to
better decision-making and problem-solving.
Increased productivity: Teamwork can help increase productivity as it allows people to

divide tasks based on their strengths and abilities. It also allows people to support each other
and fill in gaps, leading to more efficient use of resources.
Improved communication: good communication is vital for successful teamwork. When

people work together, they need to communicate effectively to share information, clarify
expectations, and resolve conflicts.
Increased creativity: Collaborative teamwork can lead to more creative solutions as people
build on each other's ideas and brainstorm together.
Enhanced learning: Working in a team can be a great learning experience as people can
share knowledge, skills, and expertise.
Improved morale: When people work together as a team and achieve success, it can boost
morale and create a sense of accomplishment and belonging. This can lead to increased
motivation and job satisfaction.
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Effective teamwork is essential for achieving success in many areas of life, including
business, sports, and community organizations. Here are ten reasons why effective teamwork
is so important:
Achieving common goals: When people work together effectively, they can achieve
common goals faster and with better results than if they worked alone.
Increased efficiency: Effective teamwork allows people to divide tasks based on their
strengths and abilities, leading to better use of resources and increased efficiency.
Improved decision-making: When people work together as a team, they can bring different
perspectives and ideas to the table, leading to better decision-making and problem-solving.
Better communication: Good communication is critical for successful teamwork. When

people work together, they need to communicate effectively to share information, clarify
expectations, and resolve conflicts.
Enhanced creativity: Collaborative teamwork can lead to more creative solutions as people
build on each other's ideas and brainstorm together.
Increased motivation: Effective teamwork can increase motivation by creating a sense of

purpose and belonging. When people feel valued and supported by their team, they are more
likely to be motivated to work towards common goals.
Improved trust: Trust is essential for effective teamwork. When people work together
effectively, they can build trust by relying on each other and delivering on their
commitments.
Enhanced learning: Working in a team can be a great learning experience as people can
share knowledge, skills, and expertise.
Greater job satisfaction: Effective teamwork can lead to greater job satisfaction as people
feel valued and supported by their team.
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Personal contribution is essential for effective teamwork because each team member brings
their unique skills, experience, and perspective to the table. Here are some reasons why
personal contribution is important for an effective team:
Diverse perspectives: Each team member has their perspective on the project, which can
lead to better decision-making and problem-solving. When team members share their
perspectives, they can identify opportunities and risks that might have been overlooked.
Different skills: Each team member brings different skills to the team, which can help to
divide tasks more efficiently and ensure that everyone is working to their strengths.
Shared responsibility: Each team member is responsible for their contributions to the
project, which creates a sense of ownership and accountability.
Increased productivity: When each team member is contributing to the project, it can help
to increase productivity and ensure that all tasks are completed on time.
Greater creativity: When team members share their ideas and perspectives, it can help to
spark creativity and lead to innovative solutions.
Effective communication: Each team member needs to communicate effectively with the
rest of the team to ensure that everyone is on the same page. When team members
communicate well, it can help to avoid misunderstandings and conflicts.
Higher quality output: When each team member is contributing their best work, it can help
to ensure that the project is of high quality and meets the goals of the team and the
organization.
Overall, personal contribution is essential for effective teamwork because it ensures that
everyone is working together towards a common goal and contributing to the success of the
team and the project.
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As a team leader, you play a critical role in creating and maintaining effective teamwork.
Here are some ways you can contribute to effective teamwork:
Set clear goals and expectations: Communicate the goals of the team and the expectations
for each team member's contribution. This helps to ensure that everyone is on the same page
and working towards the same objectives.
Provide guidance and support: As the team leader, it's your responsibility to provide
guidance and support to each team member. This includes providing feedback, offering help
and resources when needed, and addressing any concerns or issues that arise.
Foster open communication: Encourage open communication among team members, and
be sure to communicate clearly and transparently yourself. This helps to ensure that everyone
is aware of what's going on and can contribute to the team's success.
Build trust: Trust is essential for effective teamwork. As the team leader, you can build trust
by being reliable, consistent, and transparent in your actions and communication.
Encourage collaboration: Foster a collaborative environment where team members feel

comfortable working together and sharing their ideas. This helps to ensure that everyone's
skills and expertise are being utilized, leading to better results.
Celebrate successes: When the team achieves a goal or milestone, take the time to celebrate
together. This helps to build morale and a sense of accomplishment, which can lead to
increased motivation and productivity.
Address conflicts: Conflicts can arise in any team, but as the leader, it's your responsibility
to address them. Encourage team members to communicate openly and work together to
resolve conflicts constructively.
Overall, as the team leader, your role is to facilitate effective teamwork by providing
guidance, support, and encouragement, and by fostering an environment of open
communication, collaboration, and trust.
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Setting clear expectations is essential for effective teamwork, and as a team leader, it's your
responsibility to communicate these expectations to your team. Here are some steps you can
take to set expectations as a team leader:
Define the goals: Start by defining the goals of the project or task at hand. Be specific and
clear about what needs to be accomplished, and communicate this to your team.
Break down the tasks: Once you've defined the goals, break down the tasks required to
achieve them. Assign specific tasks to each team member based on their strengths and
expertise.
Set deadlines: Set clear deadlines for each task, and communicate these to your team. Be
sure to consider the time and resources needed to complete each task, and set realistic
deadlines accordingly.
Clarify roles and responsibilities: Clearly define the roles and responsibilities of each team
member. Be sure to communicate this to the team, and encourage each member to take
ownership of their role.
Communicate expectations: Communicate your expectations for each team member's

contribution to the project. Be specific about what you expect in terms of quality, quantity,
and timeliness, and encourage team members to ask questions or seek clarification if needed.
Provide feedback: As the project progresses, provide regular feedback to each team member.
This helps to ensure that everyone is on track and meeting expectations and allows you to
address any issues or concerns as they arise.
Monitor progress: Monitor the progress of the project closely, and be prepared to make
adjustments if needed. Communicate any changes to the team, and provide guidance and
support as needed to ensure that the project stays on track.
Overall, setting expectations as a team leader requires clear communication, careful planning,
and ongoing feedback and support. By taking these steps, you can help to ensure that your
team is working together effectively towards a common goal.
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When a team is cohesive, team members tend to work well together and communicate
effectively, which can lead to higher levels of productivity and better outcomes.
Cohesiveness also helps to create a sense of belonging and mutual support among team
members, which can improve morale and motivation.
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Improving team cohesiveness requires a proactive effort on the part of the team leader and
individual team members. Here are some ways to improve team cohesiveness:
Clearly define goals and expectations: Make sure that team members understand the goals
and expectations of the project or task. This helps to create a shared sense of purpose and
commitment to the team's goals.
Foster open communication: Encourage team members to communicate openly and honestly
with one another. This helps to build trust and respect among team members and can lead to
more effective collaboration.
Encourage collaboration: Foster a collaborative environment where team members feel

comfortable working together and sharing their ideas. This helps to ensure that everyone's
skills and expertise are being utilized, leading to better results.
Celebrate successes: When the team achieves a goal or milestone, take the time to celebrate
together. This helps to build morale and a sense of accomplishment, which can lead to
increased motivation and productivity.
Address conflicts: Conflicts can arise in any team, but it's important to address them
constructively. Encourage team members to communicate openly and work together to
resolve conflicts in a way that is respectful and fair to all parties.
Build trust: Trust is essential for effective teamwork. As a team leader, you can build trust by
being reliable, consistent, and transparent in your actions and communication.
Encourage team-building activities: Consider organizing team-building activities outside of

work to help build relationships and foster a sense of camaraderie among team members.
Overall, improving team cohesiveness requires a commitment to communication,

collaboration, and mutual support among team members. By taking these steps, you can help
to create a positive and productive work environment where team members feel supported
and motivated to work together towards common goals.
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Personality refers to a person's distinct patterns of thoughts, feelings, and behaviours that set
them apart from others. It is a product of biology and the environment, and it is fairly
consistent throughout life. Examples of personality can be found in how we describe the
characteristics of others.
Personality Characteristics
Consistency: People essentially behave in the same or similar ways in a variety of situations
Personality is both psychological and physiological: Although it is a psychological
construct, research indicates that it is also influenced by biological processes and needs.
Affects behaviours and actions: Our personalities influence not only how we move and
respond in our environment, but also cause us to act in certain ways.
Multiple expressions: Personality is manifested in ways other than behaviour. It is also
visible in our thoughts, emotions, close relationships, and other social interactions.
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Personality Traits
Trait theories tend to view personality as the result of internal characteristics that are
genetically based and include:
• Agreeable: Cares about others, feels empathy, enjoys helping others
• Conscientiousness: High levels of thoughtfulness, good impulse control, goal-

directed behaviours
• Eager-to-please: Accommodating, passive, and conforming
• Extraversion: Excitability, sociability, talkativeness, assertiveness, and high amounts

of emotional expressiveness
• Introversion: Quiet, reserved
• Neuroticism: Experiences stress and dramatic shifts in mood, feels anxious, worries
about different things, gets upset easily, struggles to bounce back after stressful events
• Openness: Very creative, open to trying new things, focus on tackling new challenges
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Belbin identified nine team roles, and he categorized those roles into three groups: Action
Oriented, People Oriented, and Thought Oriented. Each team role is associated with typical
behavioral and interpersonal strengths. Belbin also defined characteristic weaknesses that
tend to accompany each team role.
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As well as identifying that there were nine key roles that people fall into when working in a
team, Belbin’s theory also sorted these roles into three different categories depending on their
focus; action-oriented roles, people-orientated roles and thought-orientated roles.
Action-Oriented
Shaper (SH)
The shaper is the team member who drives everyone forward. They are one of the most
useful of Belbin’s personality types to have on a team, as they provide the necessary drive to
keep up the momentum of a project and ensure that deadlines are met.
A shaper always has a project’s objectives in sight and motivates their fellow team
members to reach these. They are spurred on by challenges and enjoy discovering different
ways to overcome obstacles, always bringing a positive attitude to difficult situations.
Shapers tend to be outgoing and extroverted individuals who find it easy to interact with
other people and have no problem expressing their thoughts and feelings. They tend to be
very driven and are often competitive, finding that pressure only makes them work harder.
Whilst there are many benefits to the shaper personality type, these individuals can
sometimes become aggressive in their drive to get things done. Their assertive and outgoing
nature may grate on other personalities, and they can be prone to conflict if someone
disagrees with their plans.
Implementer (IMP)
The implementer is the team member who puts plans in place to get things done. They are
good at taking abstract ideas and turning them into concrete plans that lead to tangible results.
An implementer is another important part of the 9 Belbin team roles, as they are the driving
force behind actually getting things done. They tend to take charge of organizing tasks and
sorting the practical aspects of a project to ensure that there is a clear plan of action in place
that everyone else can follow.
One of the key traits of an implementer is that they are incredibly organized and practical.
They are a very reliable member of a team who works through tasks systematically and like
to have a clear direction in mind before they start work.
Possible challenges that an implementer may face are that they don’t tend to cope well when
plans change and may be resistant to taking a flexible approach to work. This can sometimes
manifest in stubbornness or bossiness, or it may take a long time for them to feel comfortable
with a new plan.
Complete-Finisher (CF)
The complete finisher in Belbin's team role theory is a role that comes into its own towards
the end of a project. They take aspects of both the shaper and implementer and focus their
efforts on helping the project reach its end goal, ensuring that high standards are met and
nothing gets missed.
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A completer is a very detail-oriented member of a team who will go over the work that has
been done to check for errors and tweak any aspects they do not feel are up to scratch. They
ensure that a team doesn’t lose momentum at the end of a task and are essential in delivering
an exceptional final product or service.
Completers tend to be very focused individuals who have strong values and hold themselves
and the work they do to high standards. They take pride in what they do and will go above
and beyond to ensure that their work is up to scratch, even if it means working for longer or
taking on more tasks.
On the flip side of these traits however is the fact that completers tend to worry quite a lot
about whether their work will be good enough, and prefer to take on all the final tasks by
themselves instead of delegating to ensure their standards are met. They can also be quite
listless at the start of a task before a clear end goal is defined, which can be frustrating for
other team members.
People-Orientated
Coordinator (CO)
The coordinator is what most people would typically think of as a team leader. They have a
similar role as the implementer when it comes to Belbin's team roles but focuses on managing
the people in the team instead of the specific tasks that need to get done.
A coordinator will typically take charge of delegating the tasks required to finish a piece of
work, taking note of the skills available in their team and matching these up to what needs to
be done. They have a clear idea of the project objectives but also focus on ensuring that
everyone involved has something to contribute and receives the support they need,
Coordinators are confident, mature and good-natured individuals who have excellent people
skills and are natural leaders. They stay calm in stressful situations and are good at
identifying which people will be right for certain tasks or situations, understanding when
additional help might be needed and when they can delegate completely.
A coordinator is an integral part of a team, but because their role involves so much
delegation, they can sometimes be left without much work to do themselves. This can cause
resentment from other team members, or lead others to feel as though there is an unequal
balance of responsibility.
Team Worker (TW)
The team worker is one of the 9 Belbin team roles who ensures that all members of a
group work well together. They act as a diplomatic mediator in discussions and may speak up
for less confident team members.
A team worker prioritizes cohesion within a team over the team reaching their end goal. They
are more concerned with maintaining a positive atmosphere and ensuring that everyone feels
listened to and represented, often putting other people’s needs ahead of their own.
Team workers can sometimes be taken advantage of because of their caring nature, and may
find that they end up stuck in the middle of disagreements. They can also be prone to
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avoiding confrontation and are often indecisive, which can slow progress in small teams in
particular.
However, a team worker can be integral to ensuring that the atmosphere in a team remains
positive and that everyone's voice is heard when making decisions and sharing ideas. They
tend to be very perceptive, sensitive and empathetic individuals who are very flexible and
adaptive in a range of situations.
Resource Investigator (RI)
The resource investigator is the most inquisitive of Belbin's team roles. They like to look at
situations from a range of different angles, research all the options available before making a
decision and are driven by the desire to know more.
A resource investigator will often go off on their own to carry out research and then bring
back ideas to share with the rest of the team. In some industries, this may involve going and
speaking to external clients or making contacts that will ultimately benefit the project’s
progress.
Resource investigators are extroverted, optimistic, outgoing and have a positive curiosity
about the world around them. They tend to have a strong passion for the projects they work
on which is what motivates them to do so much research around relevant topics.
Whilst resource investigators are excellent researchers, they may not be as skilled as other
team members and lack the creativity required to come up with their ideas. They can
sometimes lose interest if a project moves away from something they are particularly
passionate about, and prefer to work on their own and then present back to a team instead of
working collaboratively.
Thought-Orientated
Plant (PL)
In Belbin's theory of team roles, the plant is the most creative personality type. They are the
main source of new ideas and inspiration for the team and use their creativity to fuel
discussions and solve problems throughout a project.
A plant is excellent at looking at problems from different angles and helping to move a
project along if the rest of the team gets stuck. They tend to have unconventional ideas about
where a project should go, which may sometimes be rejected but ultimately help the team to
grow and progress by providing a constant source of new inspiration.
Plants are very creative by nature as well as being free-thinkers who aren’t daunted by
challenges. They are an essential part of innovative teams who push boundaries and take
projects in new directions, always striving to be different and try something new.
A drawback of this creative personality is that they tend to lack organizational skills and may
not be the most reliable when it comes to getting practical tasks done. They are often
introverted individuals who prefer to work on their own and may require more patience and
sensitivity from other members of the team.
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Monitor-Evaluator (ME)
The monitor-evaluator is the strategist of a team. They act as impartial decision-maker who
thinks about the project in the long term and brings an analytical viewpoint to discussions.
A monitor evaluator remains objective no matter what kind of project they work on and is
often quite a reserved individual who is good at staying calm in stressful situations. They are
an excellent addition to teams who need realistic grounding to ensure that a project gets
completed, and can be incredibly useful when it comes to making decisions.
Whilst having an analytical mind in a team can be a benefit, monitor-evaluators don’t tend to
be the most motivated of individuals and won’t often take initiative unless a decision has
already been made to do so. They also tend to prefer working alone so that they can remain
objective, which other team members may find challenging.
Specialist (SP)
The last of Belbin's nine team roles is the specialist, who provides a high level of expertise on
a certain topic in a project. In the real world, they may be brought in as a consultant or may
just act as an advisor for a team to share insight on a certain topic or recommend particular
methods and ideas.
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TUCKMAN” S MODEL
1. FORMING
At the forming stage, we had a little discussion among my team members because we didn't
have a clear idea of how to start the group work, so my team members and I had a discussion,
and I took the leadership responsibility and guided my team members and directed them with
a good sketch of what the teamwork is and how we are going to do it.
2. STORMING
I carefully consider each team member's suggestions before putting them into action as team
leader. We were all underperforming in terms of teamwork engagement, but a team member
started a WhatsApp group for information sharing, which made our work easier. My team
members gave their suggestions, but I rejected them because I thought they weren't good
enough. As a result, a disagreement developed between us, and I utilized my leadership
abilities to resolve it.
3. NORMING
My teammates and I felt like we were a part of this teamwork, so we made it our goal to be a
part of it. We formed a strong bond and are now fully aware of how and what to do in
teamwork; as a leader, I took into account everyone's point of view, which provided me with
a clear picture. We are now all fully aware of what we will bring to the group. Because
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everyone is focused on their work and we're all on the same page now that I'm the leader, I
can take a step back.
4. PERFORMING
Our team members now get along well with one another since we have adequate trust
established. People prioritize the requirements of the team and put in greater effort on their
behalf. We all performed better than before, and we made great progress toward our
teamwork. We all worked cooperatively to solve problems, and we all reached a consensus.
5. ADJOURNING
Our team members now get along well with one another since we have adequate trust
established. People prioritize the requirements of the team and put in greater effort on their
behalf. We all performed better than before, and we made great progress toward our
teamwork. We all worked cooperatively to solve problems, and we all reached a consensus.
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Define clear goals and roles: Ensure that every team member knows their role and
responsibilities in achieving the team's goals. Clearly define the objectives, timelines, and
expectations for the team to avoid confusion and misunderstandings.
Foster open communication: Encourage team members to communicate openly and

respectfully with one another. Establish regular team meetings to discuss progress,
challenges, and opportunities.
Build trust: Trust is essential for effective teamwork. Create an environment where team
members feel comfortable expressing their opinions and ideas without fear of judgment or
retribution.
Encourage collaboration: Encourage team members to work together to achieve common

goals. Emphasize the importance of sharing information and ideas, and be open to different
perspectives and approaches.
Develop a positive team culture: Create a positive team culture that emphasizes respect,
mutual support, and appreciation for diversity. Celebrate successes and milestones, and
acknowledge the contributions of each team member.
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Provide support and resources: Provide team members with the necessary resources, training,
and support they need to be successful. This can include tools, equipment, training, and
mentorship.
Manage conflicts effectively: Conflicts can arise in any team, but it's important to address
them constructively. Encourage team members to communicate openly and work together to
resolve conflicts in a way that is respectful and fair to all parties.
Encourage continuous learning and improvement: Encourage team members to seek out new
knowledge and skills, and to share what they learn with the team. Continuously look for
opportunities to improve team processes and procedures.
By implementing these suggestions, you can help create an environment that fosters effective
teamwork and enables the team to achieve its goals.
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Pearson Higher Nationals

Name: MAHENDRAN JEEWAPRASHAN

Assessor Ms.Oshani Internal Verifier

Assignment title Organization Behaviour

Student’s name M.Jeewa Prashan

List which assessment Pass Merit Distinction

Do the assessment criteria awarded

Is the Pass/Merit/Distinction grade

• Identifying opportunities for

• Agreeing actions? Y/N

Does the assessment decision need

Internal Verifier signature Date

Assessor signature Date

Pass, Merit & Distinction P1 P2 M1 D1

Pass, Merit & Distinction P3 M2 D1

Pass, Merit & Distinction P4 P5 M3 D2

Grade: Assessor Signature: Date:

Grade: Assessor Signature: Date:

Internal Verifier’s Comments:

Signature & Date:

Feedback: Student to Assessor

Assessor signature Date

Student signature Date

Word Processing Rules

1. I know that plagiarism is a punishable offence because it constitutes theft.

Student’s Signature: Date:

Student Name /ID Number M.Jeewa Prashan

Unit Number and Title Unit 20: Organisational Behaviour

Assignment Title Management and Personality Portfolio

IV Name & Date

Unit Learning Outcomes:

Learning Outcomes and Assessment Criteria

Pass Merit Distinction

LO1 Reflect on own personality and perceptions to

P1 Assess own personality M1 Challenge own

LO2 Apply content and process theories of motivation to

P3 Apply content and M2 Critically assess the

LO3 Participate in a group team activity for a given

LO4 Examine how power, politics and culture can be .

P6 Examine how the M4 Evaluate how the D3 Make justified recommendations on

Assignment Brief and Guidance:

Master Class 1 – Personality and Perceptions (Lo1)

Master Class 2 – Motivation (Lo 2)

• Consideration and justification of the adaptation of self and business managers in

You should consider:

Grading Criteria Achieved Feedback

P1 Assess own personality traits and

P2 Reflect on the value and importance of

P3 Apply content and process theories of

P5 Explore the relevance of group

M2 Critically assess the extent that

M3 Reflect on personal contribution to

D3 Make justified recommendations on

Introduction to the Company..............................................................................................................20

Strengths and Weaknesses of ESFP.....................................................................................................24

Design motivation program including content and process theories..................................................39

How these programs enhance and maintaining effective workforce..................................................41

Basic Personality Assessment Questionnaire......................................................................................70

Dear Ms. Oshani,

Introduction to the company

ESFP (Extraverted, Sensing, Feeling, Perceiving) personalities bring several advantages to

While ESFP (Extraverted, Sensing, Feeling, Perceiving) personalities bring several

Link for my personality test: https://www.16personalities.com/esfp-personality

Extraversion: Extraverted managers are typically outgoing, sociable, and comfortable in