SCHEME OF EVALUATION

NAME RITU RAJ UTSAV

ROLL NUMBER 2314516704
SESSION AUG/SEPT 2023
PROGRAM BACHELOR OF BUSINESS ADMINISTRATION (BBA)
SEMESTER I
COURSE CODE & NAME DBB1102 – ORGANIZATIONAL BEHAVIOUR
CREDITS 4
NUMBER OF ASSIGNMENTS & MARKS 02
30 Marks each

Note: Answer all questions. Kindly note that answers for 10 marks questions should be approximately 400-450 words. Each
question is followed by an evaluation scheme.

Q.No Assignment Set – 1 Marks Total

Questions Marks
1. Explain the Concept of Organizational Behaviour. Discuss the role 02+08 10
of a manager in terms of Organizational Behavior.

ANS-Organizational Behavior (OB) is a field of study that explores

the dynamics of human behavior in organizations. It encompasses
the understanding of individual and group behavior, interactions,
and the impact of organizational structures and cultures on
employee performance and satisfaction. In essence, OB seeks to
analyze, interpret, and influence the behavior of individuals and
groups within the context of an organization to enhance overall
effectiveness.

The role of a manager in terms of Organizational Behavior is

pivotal in shaping the workplace environment and fostering a
culture that promotes productivity and employee well-being.
Managers play a crucial role in several key aspects of OB:

Leadership and Motivation: Managers are responsible for leading

and motivating their teams. Effective leadership involves
understanding individual and team dynamics, recognizing the
diverse needs and motivations of employees, and employing
strategies to inspire and guide them towards organizational goals.

Communication: Clear and open communication is essential for

effective organizational behavior. Managers must facilitate
communication within the team, ensuring that information flows
smoothly, and addressing any barriers that may impede
understanding or cooperation.
 Conflict Resolution: Conflicts are inevitable in any organization.
Managers need to be adept at identifying and addressing conflicts
constructively. This involves understanding the root causes of
conflicts, facilitating communication between parties, and
implementing solutions that promote harmony and collaboration.

Decision-Making: Managers make critical decisions that impact

the organization and its members. Understanding how individuals
and groups make decisions, and considering the psychological and
social aspects of decision-making, is crucial for effective
managerial decision-making.

Organizational Culture: Managers play a key role in shaping and

reinforcing organizational culture. By exemplifying desired
behaviors, aligning organizational values, and promoting a
positive work environment, managers contribute significantly to
the overall organizational culture.

Employee Development: Managers are responsible for the

development and training of their teams. This involves recognizing
the strengths and weaknesses of individuals, providing constructive
feedback, and creating opportunities for skill development and
career growth.

In summary, the role of a manager in Organizational Behavior is

multifaceted. It involves understanding and leveraging human
behavior to create a positive and productive work environment. By
applying principles of leadership, communication, conflict
resolution, decision-making, and employee development, managers
contribute significantly to the overall success and effectiveness of
the organization.

2. Define personality. Examine the various determinants of 02+08 10

Personality.

ANS-Personality refers to the unique and relatively stable pattern

of thoughts, feelings, and behaviours that distinguish one
individual from another. It encompasses a person's distinctive
characteristics, including their attitudes, values, motivations, and
interpersonal styles. Personality is not static; it can evolve over
time due to various factors, yet it generally exhibits a degree of
consistency.

Several determinants contribute to the development of an

individual's personality:
Biological Factors: Genetic and hereditary influences play a
significant role in shaping personality. Inherited traits contribute
to aspects such as temperament, intelligence, and susceptibility to
certain emotional responses. For example, studies suggest a
genetic component in traits like extroversion or introversion.

Psychological Factors: Early experiences and interactions,

especially during childhood, contribute significantly to personality
development. The way individuals learn to perceive and respond to
the world, as well as the quality of early relationships, can shape
personality traits. Psychodynamic theories, such as Freud's,
highlight the importance of early childhood experiences in shaping
personality.

Environmental Factors: The environment, including family,

culture, and societal influences, plays a crucial role in shaping
personality. Cultural norms, societal expectations, and family
values contribute to the development of attitudes, beliefs, and
behavioural patterns. For instance, an individual raised in a
collectivist culture may develop different personality traits
compared to someone from an individualistic culture.

Social and Cultural Factors: Peer groups, social institutions, and

cultural norms contribute to the formation of personality. Social
interactions and relationships influence the development of social
skills, communication styles, and interpersonal behaviours.
Cultural expectations also shape the expression and acceptance of
certain personality traits within a given society.

Cognitive Factors: Cognitive processes, including perception,

memory, and problem-solving, are integral to personality
development. The way individuals interpret and make sense of
their experiences can influence their attitudes, coping
mechanisms, and decision-making styles.

Life Experiences and Trauma: Significant life events, both positive

and negative, can impact personality development. Traumatic
experiences, such as abuse or loss, may lead to the development of
specific personality traits or coping mechanisms as a response to
these events.

In conclusion, personality is a complex interplay of biological,

psychological, environmental, social, and cultural factors. The
combination of these determinants contributes to the unique and
individualized nature of each person's personality. Understanding
 these influences is essential for comprehending the richness and
diversity of human behaviour.

3. The organizational structure of any business enterprise is affected 10 10

by several factors. Deliberate on those factors.

ANS-The organizational structure of a business is influenced by a

myriad of factors that collectively shape how tasks are divided,
authority is distributed, and communication flows within the
company. These factors play a crucial role in determining the
framework that best suits the organization's goals, culture, and
external environment. Here are key factors that impact
organizational structure:

Size of the Organization: The size of a business is a fundamental

factor influencing its structure. Small organizations may have a
flat structure with fewer layers of hierarchy, promoting quick
decision-making and flexibility. In contrast, larger organizations
often adopt a more hierarchical structure with distinct levels of
management to manage complexity.

Nature of the Business: The type of industry and the nature of the
products or services provided influence organizational structure.
For instance, a manufacturing company may have a more
hierarchical structure to manage production processes, while a
creative agency may adopt a flatter, team-based structure to foster
collaboration.

Technology and Work Processes: The level of technology used and

the nature of work processes impact the organizational structure.
Technology can enable more virtual and flexible structures, while
certain work processes may require a more rigid and specialized
organizational design.

Strategy and Goals: The organizational structure should align with

the business strategy and goals. For example, a company focused
on innovation and rapid response to market changes may adopt a
decentralized and organic structure, promoting creativity and
quick decision-making.

Culture and Leadership Style: The organizational culture and

leadership style influence the preferred structure. A culture that
values innovation and employee empowerment may lean towards a
decentralized structure, while a more traditional and hierarchical
culture may opt for a more centralized approach.
 External Environment: The external environment, including
market conditions, competition, and regulatory factors, affects
organizational structure. Industries facing rapid changes may opt
for a more flexible and adaptive structure, while regulated
industries may require a more formal and standardized approach.

Human Resources: The skills, expertise, and preferences of the

workforce impact the organizational structure. A team of highly
skilled and self-motivated individuals may thrive in a decentralized
structure, while a less experienced workforce may require more
guidance and a structured hierarchy.

Geographical Dispersion: If a company operates in multiple

locations or has a global presence, the geographical dispersion of
its activities can influence the organizational structure. This may
lead to the adoption of a matrix structure, facilitating coordination
across different locations.

In conclusion, the organizational structure is a dynamic element

that adapts to a combination of internal and external factors. A
well-designed structure should be responsive to the organization's
size, industry, technology, strategy, culture, external environment,
human resources, and geographical dispersion to ensure optimal
performance and achievement of objectives.

Q.N Assignment Set – 2 Marks Total

o Questions Marks
4. Define Stress. Highlight the major sources of stress. 02+08 10

ANS-Stress is a physiological and psychological response to

challenging situations or demands, often referred to as stressors,
that individuals perceive as exceeding their coping abilities. It is a
natural and adaptive reaction that prepares the body and mind to
deal with perceived threats or pressures. While stress in
moderation can enhance performance and motivation, chronic or
excessive stress can have detrimental effects on mental and
physical well-being.

Major sources of stress can be categorized into various domains:

Work-Related Stress:
Workload: High work demands, tight deadlines, and
overwhelming responsibilities can contribute to stress. The feeling
of being constantly under pressure to meet targets or complete
tasks can lead to burnout.
Role Ambiguity: Unclear job expectations and roles can create
confusion and stress. Employees may struggle when they are
uncertain about what is expected of them.
Lack of Control: A perceived lack of control over work-related
decisions or outcomes can be stressful. Limited autonomy and
decision-making authority may contribute to feelings of
helplessness.
Personal Life Stress:

Relationships: Strained relationships, conflicts with family or

friends, and the challenges of balancing work and personal life
can be significant stressors.
Life Transitions: Major life events such as marriage, divorce,
childbirth, or the death of a loved one can induce stress due to the
adjustments and emotional impact involved.
Financial Pressures: Economic concerns, debt, and financial
instability are common stressors that can affect individuals and
their families.

Health-Related Stress:

Illness or Injury: Personal health issues, chronic illnesses, or

unexpected injuries can cause stress. Coping with medical
treatments and concerns about health outcomes contribute to the
overall burden.
Unhealthy Lifestyle: Poor lifestyle choices, such as lack of
exercise, inadequate sleep, and unhealthy eating habits, can
contribute to physical and mental stress.

Environmental Stress:

Noise and Crowding: Environmental factors like excessive noise,

overcrowded spaces, and uncomfortable living conditions can
contribute to stress.

Natural Disasters: Unpredictable events such as earthquakes,

hurricanes, or floods can be traumatic and induce stress due to
the loss of property, disruption of routines, and fear of harm.

Personal Development and Change:

 Career Changes: Job transitions, promotions, or career changes
may bring about new challenges and uncertainties that can be
stress-inducing.
Educational Demands: Academic pressures, examinations, and
the pursuit of educational goals can contribute to stress, especially
during challenging periods.

Understanding the sources of stress is crucial for individuals and

organizations to implement effective coping strategies and
promote overall well-being. Managing stress involves developing
resilience, seeking social support, and adopting healthy lifestyle
practices to mitigate the negative impacts of stressors on mental
and physical

5. Explain the Sources of Conflict in an organization. Briefly discuss 06+04 10

five different styles of conflict management.

ANS-Sources of Conflict in an Organization:

Competition for Resources: Limited resources such as budget,

time, and personnel can lead to conflicts among different
departments or teams competing for the same resources.

Task Interdependence: Interconnected tasks and responsibilities

can create conflicts, especially if one team's success depends on
the timely completion of another team's work.

Communication Breakdown: Poor communication, whether due

to misunderstandings, unclear instructions, or information gaps,
can result in conflict as individuals interpret messages differently.

Differences in Values and Goals: Varied organizational values,

individual goals, and conflicting priorities can lead to tension and
disagreements over the direction and purpose of the organization.

Leadership Styles: Divergent leadership approaches and

management styles among leaders can contribute to conflict,
especially when there is a lack of alignment or when power
struggles emerge within the organization.

Five Styles of Conflict Management:

Competing (Assertive, Uncooperative): This style involves

pursuing one's concerns at the expense of others. It is suitable for
quick decision-making or when unpopular actions are necessary,
 but it may strain relationships.

Collaborating (Assertive, Cooperative): Collaboration seeks

solutions that satisfy all parties involved. It requires open
communication and a win-win mindset, making it effective for
complex issues and building strong relationships.

Compromising (Moderately Assertive, Moderately Cooperative):

Compromising aims to find middle ground where each party gives
up something. It is appropriate when quick resolution is needed,
and parties have equal power or conflicting goals.

Avoiding (Unassertive, Uncooperative): Avoidance involves

sidestepping the conflict without addressing the underlying issues.
It is useful for trivial matters, when emotions are high, or when
the issue may resolve itself over time.

Accommodating (Unassertive, Cooperative): Accommodating

prioritizes the concerns of others over one's own. It is effective for
maintaining harmony and goodwill, but it may lead to unmet
personal goals if overused.

Selecting an appropriate conflict management style depends on

factors such as the nature of the conflict, the importance of the
relationships involved, and the organizational context. Successful
conflict resolution often involves a flexible approach, combining
different styles based on the specific circumstances to achieve the
best outcomes for all parties involved.

6. Explain the meaning and importance of a Group in an 04+06 10

organization. Explain the stages of group development

Ans:-Meaning and Importance of a Group in an Organization:

A group in an organization refers to a collection of individuals
who come together to achieve common goals or objectives. Groups
can take various forms, such as project teams, departments, or
task forces. The importance of groups in an organization lies in
their ability to enhance collaboration, communication, and overall
efficiency. Key aspects include:

Task Accomplishment: Groups are often formed to accomplish

specific tasks or projects. The collective efforts of group members
allow for the division of labour, specialization, and the pooling of
diverse skills, contributing to more effective and efficient task
completion.
Problem-Solving: Groups provide a platform for collective
problem-solving. The diversity of perspectives and expertise within
a group can lead to innovative solutions and a more
comprehensive understanding of complex issues.

Information Sharing: Groups facilitate the exchange of

information among members. This sharing of knowledge and
experiences enhances decision-making processes and helps
individuals stay informed about relevant developments within the
organization.

Social Support: Groups provide a social environment where

individuals can find support, encouragement, and feedback from
their peers. This sense of camaraderie fosters a positive workplace
culture and can contribute to employee satisfaction and well-
being.

Decision-Making: Groups play a crucial role in organizational

decision-making. Group discussions and consensus-building
processes allow for a broader range of perspectives to be
considered, leading to more informed and well-rounded decisions.

Stages of Group Development:

Forming:

Characteristics: In the forming stage, group members are getting

acquainted with each other, and the goals and objectives of the
group are clarified.
Behaviour: Members may be polite and cautious, seeking to
understand their roles and the expectations of the group.
Storming:

Characteristics: Conflict and differences in opinions emerge.

Members may challenge each other, and there may be power
struggles as individuals vie for influence.
Behaviour: Open communication is crucial during this stage.
Conflict resolution skills become important for moving the group
forward.
Norming:

Characteristics: The group begins to establish norms, values, and

a sense of cohesion. Roles and responsibilities become clearer,
and consensus develops.
Behaviour: Members start to appreciate each other's strengths
and work towards common goals. Team spirit and collaboration
improve.
Performing:

Characteristics: The group is now highly functional, with clear

roles, effective communication, and a focus on task
accomplishment.
Behaviour: Members work together smoothly, leveraging each
other's strengths, and the group operates at its highest level of
productivity.
Adjourning (or Mourning):

Characteristics: This stage involves the disbandment of the group

after task completion. If the group has formed strong bonds, there
may be a sense of loss or nostalgia.
Behaviour: Members reflect on the achievements and experiences
of the group, and there may be celebrations or acknowledgments.
Understanding these stages is crucial for leaders and group
members to navigate the group development process effectively.
Each stage presents unique challenges and opportunities, and
successful groups are those that progress through these stages
with effective communication, conflict resolution, and
collaboration.