1) Introduction

 Sources of power are based on the interpersonal relationships between Superiors

and Sub-ordinates in an organization.
 The studies were conducted by social psychologists John French and Bertram
Raven, in 1958.
 Sources of power can be divided further as following:
i) Reward Power
ii) Coercive Power
iii) Legitimate Power
iv) Expert Power
v) Referent Power
Concept and Application:
i) Reward Power:
 It is influencing behaviour by rewarding desirable behaviour.
 It could be praise, promotion, bonus, hikes, and alike which are rewarded to
employees in an organization as result of their performance.
 This will make employees to continue provide their service to organization.
 Reward power results from individual’s ability to compensate other individuals
for compliance with particular or desirable behaviour.

ii) Coercive Power:

 Coercive Power influences behaviour in an organization by punishing
undesirable behaviour.
 This will create an awareness between employees and may comply with a
particular behaviour for fear of getting punished for not adhering to supervisory
directives of an organization.
 The forms of punishment could be considered as reprimands, undesirable work
assignments, strict work rules, pay cuts and extensions to suspension.

iii) Legitimate Power:

 The power which influences behaviour owing to the individual’s formal
position in the organization.
 Individuals react to this influence to acknowledge the supervisor’s legitimate
rights to commend certain behaviour.
 Legitimate power allows user to suppress any process that an individual feels
its violating the rules in his/her field of working, even if authority senior to him
objects.

iv) Expert Power:

 Expert Power is individual user centric which influences the behaviour of other
individuals owing to his/her competencies, talents, or specialized knowledge or
skills.
 Managers may acquire expert power to demonstrate proficiency in
implementing, analyzing, evaluating, and controlling the tasks of employees.
  It may be not significant in the case of new employees in an organization.
v) Referent Power:
 Referent Power depends on individuals’ ability to influence the behaviour of
other individuals as a consequence of being respected, admired or liked by
others.
 This will motivate other employees to perform the same level as per individuals
working styles.
 This is type of power that stems from leaders’ ability and skills to inspire and
influence his/her subordinates or team members.
 The authority comes from the extent to which people admire an individual with
respect as a specific leader.
Conclusion:
 The above mentioned five type of powers are explained according to its importance in an
organization.
 This all powers are needed to maintain relationships between Superiors and Subordinates.

2) Introduction
 Person’s Behaviour is measured on basis of numerous traits.
 These traits are used to describe behaviour.
 Some are important and some are unimportant in an organizational setup.
 In workplace or an organization, only few traits correspond to positive behaviour.
 There is consensus among researchers on five major traits that correspond to
meaningful behavioral tendencies in an organization.
 Collectively these traits are called Big Five.
 The five traits are viz.

i) Extroversion
ii) Conscientiousness
iii) Agreeableness
iv) Emotional Stability
v) Openness to Experience
Concepts and Application:
i) Extroversion:
 Carl Jung, Hans Eysenck, and Raymond Cattel are psychologists involved in
research of Extroversion.
 Extroversion means the degree to which a person is outgoing and derives energy
from being around other people.
 Also in other words it refers to the degree to which an individual enjoys being
with others.
 Individual is warm to others.
 It is degree to which individual opens up in a group setting.
  It is degree to which individual stays cheerful and likes excitement.
 It is degree to which individual maintains a vigorous pace.
 Extroversion is positively correlated to job satisfaction at a workplace.
 In the field of service based organization, extroversion is considered as one of
the important factor.

ii) Conscientiousness:
 Conscientiousness refers to the goal orientation of an individuals.
 It is a degree to which a person feels capable of achieving goals.
 It is measure to check a level at which person is organized.
 It is a degree to which a person is reliable and possesses a drive for success.
 Conscientiousness refers to a degree to which person is an effective thinker and
focuses on completing task.
 Research also shows that person with high degree of conscientiousness perform
better in most jobs and are effective team member.

iii) Agreeableness:
 Agreeableness means to what extent a person is outgoing and tolerant.
 It refers to the degree to which a person is honest and straightforward.
 It is degree to which a person believes in honesty of others.
 It is degree to which a person is helpful.
 It is degree to which a person tends to yield under pressure.
 It is degree to which a person exhibits humility and sensitivity to others.
 Agreeableness is especially important in jobs where team work is a crucial
factor.

iv) Emotional Stability:

 Emotional Stability means how a person reacts in a stressful or demanding
situation.
 It is a degree to which a person is relaxed, and capable of handling stressful
situation.
 It is degree to which a person maintains a calm and does not exhibit anger.
 It is degree to which a person becomes embarrassed and discouraged.
 It is measure in which quality of person is checked in handling difficult
situation.
 It is the inevitable quality and important in all level of jobs in an organization.

v) Openness to Experience:
 Openness to Experience means a person is flexible to new experiences and
thinks creatively about his future.
 It is degree to which a person is imaginative.
 It is degree to which a person appreciates art and beauty.
 It is degree to which a person values and respect others emotions.
 It is degree to which a person is curious.
 It is degree to which a person is open to change.
  Individual who are ready for new experiences and challenges perform well at
creative jobs.
 Also, in an organization this quality allows individual to understand people
better in an organization.
Conclusion:
 Extroversion, Conscientiousness, Agreeableness, Emotional Stability, and Openness to
Experience are personality traits on which employees’ performance is depended in an
organization.
 These traits in one or another way helps an individual to build his/her identity and
personality in an organization.

3 (a) Introduction
 Leadership is similar to navigate to the direction of goal rather than guiding.
 There is small difference in this but impact is large in terms of leadership.
 Leadership is the ability of an individual to influence and guide followers or other
members of an organization.
 Leadership inspires trust and confidence in other members of the group.
 A leader is aware that he has to face pitfalls in midcourse and has to remain prepared
to overcome them.
 Pitfalls in leadership can be bifurcated as follows:

Personal Pitfalls

Pitfalls in Leadership

Organization Pitfalls Environmental Pitfalls

Concepts and Application:

 Personal Pitfalls:
 Individual may face several obstacles in the way initiatives taken.
 This may be an individual disagreement for proposed plan of action.
 A leader should be prepared to face difficult times and continue to persuade with
motivating others.
 A leader can face or may involve in the following pitfalls:
i) Criticism
ii) Dictatorship
iii) Role Confusion
iv) Organizational pitfalls
v) Environmental Pitfalls

i) Criticism:
 Leaders face this pitfall very commonly.
 For example,
 If Ms. Riya Talwar works to direct an organization by taking several
initiatives.
 However, in the midst of new initiatives, prior initiatives are left
behind.
 In such situation, people associated with prior leadership of Mr.
Ranveer Goswami experience a sense of loss and attempt to make it
personal issue for Ms. Riya Talwar’s leadership.
 Ms. Riya need to be prepared to face such situation.
 Criticism should be handled by Ms. Riya keeping in view the role she
has to play in an organization without being personal.

ii) Dictatorship:
 A personal pitfall inn leadership may also arise if Ms. Riya Talwar
become dictatorial in her approach rather than being collaborative.
 Ms. Riya Talwar may tend to keep her personal objectives above those
of the followers and lay unrealistic targets for them.
 Ms. Riya should collaborate with one and all to yield the outcomes of
an initiative.

iii) Role Confusion:

 Ms. Riya’s role is to serve others and work for their welfare.
 However, in their passion to accomplish a task, Ms. Riya often ignore
the other individuals associated with her.
 Ms. Riya as a CEO may neglects her employees’ work capabilities in
her passion to be the top performer and who confuses passion with
purpose.

iv) Organizational Pitfalls:

 Sometimes, Ms. Riya may not understand the culture of organization
she is associated with, thereby not releasing the goals and objectives of
the organization.
 The rules and principles driving an organization should be well versed
by a leader to understand the ramifications of not abiding by them.
 Ms. Riya who may miss to comprehend the cultural clues may face
obstructions in leading the organization towards a new direction.
  Another common organizational pitfall is experiencing changes in
leadership as Ms. Riya replaced Mr. Ranveer.
 It can be challenging when an organization’s founding leader changes.
 People in the organization are committed to the previous CEO Ranveer
and may resist the new leader Ms. Riya.
 The new leader Ms. Riya should view this as developmental process
and attempt to win the trust of the people.
 In provided situation, an organization for which CEO Ranveer has
been replaced with Ms. Riya, employees may not be inclined towards
the new CEO Ms. Riya owing to their faith and linking for the former
CEO Mr. Ranveer.

v) Environmental Pitfall:
 Organizations and their external environment changes instantly.
 These changes may be legislative, social and political, economic and
alike.
 Organizations need to respond to the change of new CEO by adopting
new policies and plans.

 New services or procedures may need to be developed to overcome
competitions.
 Budget restructuring, merging of departments, and alike are few
examples of organizational response to external influences.
 Depending on the external influence a Ms. Riya needs to bring about
changes in her strategies and work procedures.
 It can be challenging to keep employees motivated during times of
crisis or change.
Conclusion:
Ms. Riya may face above mentioned organization pitfalls in leadership when she was eager to
implement the ideas she had in mind to expand the organization.

3(b) Introduction
Emotional Intelligence is also called Emotional Quotient (EQ).
Emotions are generally organized responses to an event, internal or external, which bears a
positive or negative meaning for an individual.
Intelligence can be taken as the ability of an Ms. Riya to act purposefully, think rationally,
and cope effectively with changes around her.
Emotional intelligence is Ms. Riya’s ability to identify, understand, and manage emotions to
relieve stress; communicate and empathize with other individuals; and overcome challenges
and conflict.
Emotional intelligence affects several aspects of Ms. Riya’s daily life such as the way she
behaves and interacts with other individuals.
It is the capacity of Ms. Riya to identify and manage the emotions of others, apart from
managing her own emotions.

Concepts and Application:

Emotional intelligence has four main aspects and they are as follows:
i) Self –Awareness
ii) Self – Management
iii) Social Awareness
iv) Relationship Management

i) Self – Awareness:
Self-Awareness is the ability of Ms. Riya to recognize her emotions and the way
they affect her thoughts and behaviour.
It also includes the ability of Ms. Riya to identify her strengths and weaknesses
and develop self- confidence.
She will be able to identify the positive side and negative sides. After identifying
this, she can work upon her negative side so that it cannot hinder her progress.
Essentially, it is a psychological state in which Ms. Riya’s oneself becomes the
focus of attention to manage employees in an organization.
Self-awareness is one of the first components of the self-concept to emerge.

ii) Self-Management:
Self-Management is the ability of Ms. Riya to control impulsive feelings and
behaviours, manage emotions, take initiatives, adhere to commitments, and adapt
to changing situations.
Self-management is the ability to manage Ms. Riya’s workflow and productivity
in the workplace without reliance on a supervisor.
Developing and practicing self-management skills can help you improve your
workplace performance and positively impact your career development.
Self-Management is crucial to getting ahead both personally and professionally.

iii) Social Awareness:

Social Awareness is the ability of Ms. Riya to understand the emotions, needs, and
apprehensions of other individuals.
It also includes the ability to be socially acceptable and recognise the dynamics of
a group or organization.

iv) Relationship Management:

Relationship Management is the ability of Ms. Riya to develop and maintain good
relationships with others and to communicate and inspire others in a team to work
in collaboration.
Conclusions:
 Emotional Intelligence that Ms. Riya may need at workplace for following situations:
 Working with an employee who steals a colleague’s ideas and presents them
as his/her own
 Working with a rude co-worker
 A poor work review.
 Co-workers who share a racist joke or sexually explicit joke.

Such situations can be emotionally stressful.

To deal with such instances, Ms. Riya needs high emotional intelligence.
Emotional Intelligence helps Ms. Riya understand the social complexities of the workplace.
After understanding the traits of emotional intelligence and implementing it in her daily
working procedures, CEO Ms. Riya can expect the support from her employees.