1)

Operant conditioning.
Operant conditioning, sometimes referred to as instrumental conditioning, is a learning method that
uses rewards and punishments for behavior. Through operant conditioning, an association is created
between a behavior and a consequence (either negative or positive) for that behavior.

The basic concept of operant conditioning is simple: when a certain intentional behavior is
reinforced, that behavior becomes more common. Psychology divides empowerment into four main
categories :

 Positive reinforcement
 Negative reinforcement
 Punishment
 Extinction

Explaining the theory by practical examples from my organisation:

Positive Reinforcement is receiving an award for acting in a certain way.

This happens when we complete our targets for the month timely , we are awarded with certain
percentage of commissions which motivates us to work harder and better.

The commission received acts as our positive reinforcement.

Negative Reinforcement rewards a behaviour by removing an unpleasant stimulus/situation.

This happens when we achieve our targets for the month, we are given a day off to rejuvenate. This
also helps us in relaxing and working better the next day.

This day off received acts as a Negative Reinforcement.

Punishments are something that’s done deliberately after a given wrong action, so that the action is
not repeated.

This happens when we are not able to achieve our targets for the month timely, a certain
percentage of our salary is cut. This punishment this pushes us to work better and timely so that this
action is not taken.

This percentage salary cut acts as our punishment to work better.

3)

a) As a part of top management I would take the following steps to change the perspective of the
employees in this situation:

Firstly hold a meeting with all the quitting employees and apologise about the situation.Explain
them that it was our fault and we would take all necessary steps to rectify this situation.

Secondly, conduct free medical examinations for all the employees to ensure that each of their
health is fine and not harmed in any way due to excessive work pressure and hot weather.I would
also ensure medical help and assistance if needed for any of the employees.

Thirdly, I would give remuneration rewards in terms of salary / certificates/ gifts in order to
compensate for their hard work and trouble caused to them so that they feel motivated to work.

Fourthly , if possible, i would suggest 1-2 pay day leaves to employees to rejuvenate a d get back to
work better.

Fifth, we would also assure them that the problem of under staffing shall be taken care of and hire
more employees as required.

Lastly, i would try to make them understand and assure them that they are equally a part of the
Burger King community and we’re incomplete without them. We would ensure them that this
behaviour will never be repeated and their complaints shall be heard immediately if any from the
next time.

b) Yes , I think they could have handled the situation better.

If their complaints were not being heard they could have initiated Group strikes so that the
management would have understood their problem and taken necessary steps to take actions to
rectify the situation.

Secondly, they could have mailed / dropped a letter/ dropped in to the head office to complaint
about this directly to the top management for them to take necessary steps for its correction.

2)

Leaders and their leadership skills play an important role in the growth of any organization.
Leadership refers to the process of influencing people's behavior in a way that willingly and
enthusiastically pursues the achievement of group goals.

A leader should have the ability to maintain good interpersonal relationships with followers or
subordinates and motivate them to help achieve the organization's goals.
Any two styles of Leadersip that I would like to incorporate at your workplace based on
Characteristics of Leader, Characteristics of Subordinates, Characteristic of Organizational
environment are :

Laissez-faire leadership because,

Laissez-faire leadership is essentially the lack of a clear leadership role. While one individual may be
the title leader, the reality in this type of workplace dynamic is that everyone is an equal decision-
maker and every contribution from the team is considered equally.

Rather than gathering the input of team members and then considering them in making decisions,
the laissez-faire leader leaves the decision-making up to the team members. This can lead to feelings
of importance for each team member, but it can also lead to confusion and bottlenecks in strategic
processes.

A laissez-faire leadership style can be a very effective way to lead a team of highly skilled and highly
specialized individuals. In this kind of environment, each team member can take the lead in
situations that require their expertise and trust their colleagues to make effective decisions while in
the "driver's seat."

According to me Why this leadership style works for businesses:

Laissez-faire leaders hold employees accountable for their work. This gives many employees an
incentive to do their best work. This type of leader often creates a more relaxed company culture.
This makes it a good model for creative firms such as advertising agencies or product design. It is
also suitable for business with a highly skilled team.

According to me Why this leadership style is good for the team:

In a young startup, for example, you might see a laissez-faire company founder who doesn't make
any major policies about working hours or deadlines. They can fully trust their employees while
focusing on the overall functioning of the company's management.

Because of this high level of trust, employees working for laissez-faire leaders feel valued. They get
the information they need and use their resources and experience to meet business goals.

Transactional leadership because,

The primary goals of a transactional leader are order and structure in the workplace. Self-motivated
employees tend to be most successful under a transactional leader because the leader has created a
structured, rigid environment where they use clear rewards and punishments to manage employee
performance. For example, a transaction manager might require each member of the sales team to
speak to five prospects each day, offering each team member who met this goal a catered lunch on
Fridays, Monday through Thursday.
Benefits of transactional leadership include:

Clearly defined short-term and long-term goals

Clearly defined rewards and consequences for meeting or not meeting these goals

Effective and efficient chain of command

Employee confidence knowing there are no surprises regarding expectations and results

According to me Why this leadership style works for businesses:

This style is popular in corporate companies. It focuses on results, existing structures and set reward
or punishment systems. This leadership style also recognizes and rewards commitment.

According to me Why this leadership style is good for the team:

Transactional leaders offer clarity and structure. Employees feel safe because their expectations are
clearly understood. They also understand what they will get in return for meeting business goals.