1.

A new company is looking to design its structure and you are required to provide
comments about various approaches of organization. Under what conditions can you
recommend the different approaches to effectively manage that organization? What do
you think about the influences of each approach on performance of the organization?

There are several different approaches to organizational design that a new company can consider,
each with its own advantages and disadvantages. The most common approaches include
functional, divisional, matrix, and flat structures. Here are some recommendations and
considerations for each approach:

 Functional structure: This approach organizes employees into departments based on

specialized functions, such as marketing, finance, and human resources. This structure is
most effective for organizations with a limited product or service offering and a stable
environment, where efficiency and coordination are key. It can help simplify decision-
making and promote expertise in specific areas. However, it can also result in
communication silos and can hinder innovation and flexibility.
 Divisional structure: This approach organizes employees into self-contained divisions
based on different products, services, or customer groups. This structure is most effective
for organizations with diverse product or service offerings and a dynamic environment,
where responsiveness and innovation are key. It can help promote customer focus and
accountability, but can also result in duplication of resources and lack of coordination
across divisions.
 Matrix structure: This approach combines functional and divisional structures, allowing
employees to work in both functional departments and product or service-based teams.
This structure is most effective for organizations with complex projects or products that
require cross-functional collaboration and innovation. It can help promote flexibility and
creativity, but can also result in role ambiguity and conflicts between functional and
product-based priorities.
 Flat structure: This approach eliminates hierarchical levels and allows employees to
work in self-managed teams with shared decision-making and accountability. This
structure is most effective for organizations with a strong culture of innovation and
 empowerment, where creativity and agility are key. It can help promote collaboration and
ownership, but can also result in lack of clear leadership and role clarity.

The performance of an organization will be influenced by how well the chosen organizational
design aligns with the organization's goals, culture, and external environment. Each approach has
its own strengths and weaknesses, and the best approach will depend on the specific needs and
goals of the organization. It is important to consider factors such as the organization's size,
complexity, market position, and competitive landscape when selecting an organizational design.
Ultimately, the key to success is to regularly review and adjust the organizational design as
needed to ensure that it continues to support the organization's goals and objectives.

2. What is the concept of individual difference? Do you believe that individual differences
can explain workers’ behaviors at work place? Discuss it. In your organization, what
individual difference do you believe are most important to express the workers’ behavior
at their work?
 The concept of individual difference
Individual differences refer to the ways in which people differ from one another in terms of their
characteristics, attributes, and experiences. These differences can be observed in various aspects
of human behavior, including personality traits, cognitive abilities, interests, values, and cultural
backgrounds. Individual differences are shaped by a complex interplay of genetic,
environmental, and cultural factors, and they can have profound effects on how people think,
feel, and behave in different situations.

Individual differences are important to consider in a variety of contexts, including education,

workplace settings, and healthcare. By understanding and appreciating individual differences, we
can better tailor our approaches to teaching, managing, and treating people in ways that are more
effective and respectful of their.

 Individual differences can explain workers’ behaviors at work place?

Individual differences can help explain workers' behaviors in the workplace. Each person brings
a unique set of characteristics, values, and experiences to the workplace, which can influence
how they behave and interact with others. For example, personality traits such as extraversion,
conscientiousness, and openness can impact how individuals approach their work, interact with
colleagues, and respond to different management styles. Similarly, factors such as cultural
background, education, and work experience can also shape employees' behaviors and attitudes
in the workplace. Understanding these individual differences can help managers and human
resources professionals to create a more productive and harmonious work environment by
identifying potential sources of conflict and developing strategies to address them.

 In your organization, what individual difference do you believe are most important
to express the workers’ behavior at their work?

Here are some individual differences that are particularly relevant in my workplace include:
Personality traits: Different personality traits, such as extraversion, conscientiousness, and
emotional stability, influence how employees approach their work in my organization, interact
with colleagues, and respond to different management styles.

Cognitive abilities: Cognitive abilities such as problem-solving, decision-making, and critical

thinking skills impact job performance and productivity.

Cultural background: it is obvious that any organization in Ethiopia is built with employees
from different cultural backgrounds may have different communication styles, attitudes towards
authority, and approaches to teamwork that can impact their behavior in the workplace.

Motivation: Employees with different motivations, such as a desire for recognition, a sense of
purpose, or a need for autonomy, may approach their work differently and require different types
of incentives and support to perform at their best.

3. Suppose that the manager of your organization wants to motivate her/his subordinates
using the different theories of motivation as a point of reference. Write your advice about
the ways to be used in motivating employees; what motivation mechanisms are
recommendable to be administered under each theory?

Motivating employees is an important task for managers, and there are several theories of
motivation that can provide useful guidance on how to do so effectively. Here are some
recommendations for motivating employees using different motivation theories:

 Maslow's Hierarchy of Needs: According to this theory, individuals have a hierarchy of

needs, ranging from basic physiological needs to self-actualization needs. To motivate
employees using this theory, managers should ensure that employees' basic needs (such
as food, shelter, and safety) are met, provide opportunities for social interaction and
 recognition, and offer opportunities for personal and professional growth and
development.
 Herzberg's Two-Factor Theory: According to this theory, there are two types of factors
that influence employee motivation: hygiene factors (such as salary, working conditions,
and job security) and motivators (such as recognition, responsibility, and opportunities
for growth). To motivate employees using this theory, managers should focus on both
improving hygiene factors and providing motivating factors to enhance job satisfaction
and engagement.
 Expectancy Theory: According to this theory, employees are motivated by the belief
that their efforts will lead to desired outcomes, and that these outcomes are valuable to
them. To motivate employees using this theory, managers should ensure that employees
understand how their efforts are linked to desired outcomes, provide clear and
challenging goals, and offer rewards and recognition that are valued by employees.
 Self-Determination Theory: According to this theory, individuals are motivated by a
sense of autonomy, competence, and relatedness. To motivate employees using this
theory, managers should provide opportunities for employee autonomy and decision-
making, offer training and development to enhance employee competence, and foster a
supportive and collaborative work environment to enhance employee relatedness.

Overall, the most effective way to motivate employees will depend on the specific needs and
preferences of each individual employee. It is important for managers to understand what
motivates each employee and tailor their motivation strategies accordingly. Providing regular
feedback and recognition, offering opportunities for growth and development, and fostering a
supportive and engaging work environment can all help to increase employee motivation and job
satisfaction.

4. In your organization, when the workers are stressful, how do they feel physically and
psychologically? What are the clinical treatments /measures to be administrated? What
do you believe about the impacts of stress on employee’s performance?

When workers are stressed in my organization, they experience a range of physical and
psychological symptoms. Physical symptoms may include fatigue, headaches, muscle tension,
stomach problems, and changes in appetite or sleep patterns. Psychological symptoms may
include anxiety, irritability, mood swings, difficulty concentrating, and a sense of being
overwhelmed or unable to cope.

There are a variety of clinical treatments and measures that can be administered to help
employees manage stress. These may include:

 Cognitive-behavioral therapy (CBT): This type of therapy helps individuals identify

and change negative thought patterns and behaviors that contribute to stress and anxiety.
 Mindfulness-based stress reduction (MBSR): This approach involves mindfulness
practices such as meditation and yoga to reduce stress and promote relaxation.
 Medications: In some cases, medications such as antidepressants or anti-anxiety
medications may be prescribed to help manage symptoms of stress.
 Employee assistance programs (EAPs): Many organizations offer EAPs to provide
employees with counseling and other support services to help manage stress and other
personal or work-related issues.

The impacts of stress on employee performance can be significant. Chronic stress can lead to
burnout, decreased productivity, and increased absenteeism and turnover. It can also impact
employee morale and job satisfaction, which can further contribute to poor performance and
decreased engagement. Therefore, it is important for organizations to take steps to address and
manage workplace stress, such as by promoting work-life balance, providing resources for stress
management and mental health support, and fostering a supportive and transparent work
environment

5. Organizational culture is very important to promote employee’s commitment in the

organization. In this regard, if you become head of a given organization, what type of
culture do you build? What do you do build these types of culture?

If I were to become the head of an organization, I would aim to build a positive and supportive
organizational culture that promotes employee commitment, engagement, and wellbeing. Here
are some steps that I would take to build this type of culture:

 Define the organization's vision, mission, and values: I would work with employees to
define a clear and compelling vision, mission, and set of values that inspire and guide the
 organization's work. This would help to build a shared sense of purpose and direction,
and provide a foundation for the organization's culture.
 Foster open communication and transparency: I would encourage open and honest
communication, and ensure that employees have access to the information and resources
they need to do their jobs effectively. This would help to build trust and accountability,
and promote a culture of transparency and collaboration.
 Promote work-life balance: I would encourage employees to prioritize their personal
and family lives, and provide flexible work arrangements and supportive policies to help
them achieve a healthy work-life balance. This would help to reduce stress and burnout,
and promote employee wellbeing.
 Recognize and reward employee contributions: I would ensure that employees receive
regular feedback and recognition for their contributions, and offer opportunities for
growth and development. This would help to build a culture of appreciation and
motivation, and promote employee engagement and commitment.
 Emphasize diversity and inclusion: I would ensure that the organization values and
celebrates diversity, and promotes inclusion at all levels. This would help to create a
culture of respect and appreciation for different perspectives and backgrounds, and
promote a sense of belonging and engagement among all employees.

Overall, building a positive and supportive organizational culture requires a commitment to

listening to and valuing employees, promoting open communication and transparency, and
fostering a culture of respect, appreciation, and inclusion. It also requires ongoing efforts to
promote employee wellbeing, motivation, and engagement, and to create a workplace that
supports and sustains employee commitment over the long term.

6. Assume that your organization faces resistance to change; what do you think are the
possible reasons for employee resistance to accept the change? What do you suggest for
the organization to adopt in order to make these employees to accept the initiated change?

Resistance to change is a common challenge that many organizations face when implementing
new initiatives or making changes to existing processes. There are several possible reasons why
employees may resist change, including:
  Fear of the unknown: Employees may feel uncertain or anxious about the implications of
the change, and may be hesitant to embrace something new or unfamiliar.
 Loss of control: Employees may feel that the change is being imposed on them without
their input or involvement, which can lead to feelings of frustration and resistance.
 Lack of understanding: Employees may not fully understand the reasons for the change,
or may not understand how it will affect their roles and responsibilities.
 Personal or group interests: Employees may have personal or group interests that
conflict with the change, such as a fear of job loss or a preference for the status quo.

To address employee resistance to change, organizations can take several steps:

 Communicate clearly and openly: Organizations should communicate the reasons for
the change and the expected benefits clearly and openly to employees. This can help to
build understanding and reduce uncertainty.
 Involve employees in the change process: Organizations can involve employees in the
change process, such as by seeking their input and feedback, or involving them in
planning and implementation. This can help to build buy-in and ownership
 Provide training and support: Organizations can provide training and support to
employees to help them adapt to the change and develop new skills or knowledge.
 Address concerns and feedback: Organizations should listen to and address concerns
and feedback from employees, and work to address any issues or challenges that arise.
 Provide incentives: Organizations can provide incentives, such as recognition or
rewards, to employees who embrace the change and contribute to its success. This can
help to build motivation and commitment.

Overall, addressing employee resistance to change requires a proactive and collaborative

approach that involves clear communication, involvement, support, and incentives. By working
together with employees to address their concerns and build understanding and commitment,
organizations can successfully implement change and drive long-term success.

7. What type of conflict did you observe in your organization? What were the reasons for
these conflicts? What do you suggest as mechanisms to be employed in order to handle
this kind of conflict in your organization?
In my organization, conflicts can arise due to a range of factors such as differences in values,
goals, priorities, communication breakdowns, power struggles, and personality clashes. Some of
conflicts that have occurred in organizations include:
 Interpersonal conflicts: These are conflicts that occur between individuals, such as
disagreements over work assignments, communication breakdowns, or personality
clashes.
 Intragroup conflicts: These are conflicts that occurred within a team or department,
such as conflicts over resources, decision-making, or leadership.
 Intergroup conflicts: These are conflicts that occur between different teams or
departments, such as conflicts over turf, resources, or priorities.

To handle conflicts in our organization, there are several mechanisms that can be employed,
including:
 Communication: Open and clear communication is key to resolving conflicts.
Encouraging employees to express their views and concerns, and listening actively to
others' perspectives, can help to identify the underlying issues and facilitate resolution.

 Mediation: Mediation involves bringing in a neutral third party to facilitate dialogue and
negotiation between conflicting parties. This can be an effective way to resolve conflicts
when communication alone is not enough.

 Conflict resolution training: Providing conflict resolution training to employees can

help them develop the skills and knowledge needed to resolve conflicts effectively and
prevent them from escalating.

 Conflict management policies and procedures: Developing clear policies and

procedures for handling conflicts can help to ensure consistency and fairness in conflict
resolution, and provide a framework for addressing conflicts in a timely and effective
manner.

Overall, handling conflicts in an organization requires a proactive and collaborative approach

that involves open communication, active listening, and a willingness to work together to find
mutually beneficial solutions. By addressing conflicts effectively, organizations can promote a
positive and productive work environment, improve employee morale and engagement, and
enhance overall organizational performance.

8. Discuss factors that may promote or inhibit the development of effective teamwork
within your organization.

Effective teamwork is essential for many organizations to achieve their goals and objectives.
Several factors can promote or inhibit the development of effective teamwork within our
organization. Here are a few examples:

Factors that may promote effective teamwork:

 Clear goals and expectations: When teams have a clear understanding of their goals,
expectations, and roles, they can work together more effectively.
 Trust and respect: When team members trust and respect each other, they are more
likely to communicate effectively, provide feedback, and collaborate effectively.
 Communication: Effective communication is essential for teamwork. Teams that
communicate openly, actively listen, and share information can work together more
effectively.
 Diversity: Teams that are diverse in terms of backgrounds, experiences, and perspectives
can bring different ideas and viewpoints to the table, leading to more creative and
innovative solutions.
 Leadership: Effective leadership can help to build and maintain a positive team culture,
foster collaboration, and promote accountability and commitment.

Factors that may inhibit effective teamwork:

 Conflicting goals and expectations: When team members have conflicting goals or
expectations, they may work against each other rather than collaborating effectively.
 Lack of trust and respect: When team members do not trust or respect each other, they
may be less likely to communicate effectively or collaborate effectively.
 Poor communication: When teams do not communicate effectively, misunderstandings
and conflicts can arise, leading to a breakdown in teamwork.
  Lack of diversity: Teams that lack diversity may be more likely to develop a groupthink
mentality, where members are less likely to question assumptions or consider alternative
viewpoints.
 Poor leadership: Poor leadership can lead to a negative team culture, lack of direction,
and poor communication, all of which can inhibit effective teamwork.

To promote effective teamwork within an organization, it is important to address factors that

inhibit teamwork, such as by fostering trust and respect, promoting open communication, and
cultivating a diverse and inclusive team culture. Organizations can also provide training and
development opportunities to help team members develop the skills and knowledge needed to
work effectively as part of a team. Finally, organizations can promote effective teamwork by
recognizing and rewarding team performance, providing opportunities for team members to
collaborate on projects and initiatives, and creating a supportive and positive work environment.