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COVER PAGE

No. Student's Names Registration Number

1. Nikita Khadgi 2019054

2. Riya Maharjan (leader) 2019044

3. Rohan Bala 2019111

4. Sarina Shrestha 2019047

5. Tsering Sangpo Lama 2019001

Lecturer Name : Nitesh Shrestha

Program Title : Bachelor (Hons) of Business Administration

Subject Code & Title : BBA 2633 Organizational Behavior

Semester : Sixth Semester

Assignment Topic :

Submission Date : 25th February, 2024

Copyright © 2021, LINCOLN INTERNATIONAL COLLEGE

OF MANAGEMENT AND IT.
All Rights Reserved
2
Acknowledgment

History of all great works testify that no great work was ever done without either
active or passive support of a person’s surroundings and one’s close quarters. Thus, it is
not hard to conclude how active assistance from friends and family could positively
impact the execution of a project. We are highly thankful to our lecturer Mr. Nitesh
Shrestha Sir for his active guidance throughout the completion of the project.

Last but not least, we would also want to extend our appreciation to those who could
not be mentioned here but have well played their role in inspiring us to complete this
project.

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Table of contents

4
Executive summary
This report provides a comprehensive overview of organizational behavior within IIMS
College, focusing on corporate analysis, SWOT analysis, Insights on individuals and
teams improving organizational performance, and organizational management various
factors: Communication Process, Hiring Process, Training and Development,
Comprehensive Package, Performance Evaluation, Decision Making Process, Team
Formation Process, Motivation Strategy, Stress Management, Comparison and Contrast
between IIMS College and Other Institution, Conflict Management.
IIMS College is positioned as a quality education provider college within Nepal,
supported by its international affiliations and commitment to fostering a positive working
environment. The SWOT analysis identifies the college’s strengths in its international
connections and commitment to excellence, alongside opportunities such as expanding
industry partnerships. However, IIMS College faces challenges like increased
competition and economic instability, urging strategic responses.
Insights on individuals and teams underline the importance of effectiveness both
independently and collectively to enhance overall organizational performance. In
organizational management, this report talks about communication, hiring, training,
performance evaluation, decision-making, team formation, motivation strategies, and
stress management. Notably, the college emphasizes professionalism in conflict
resolution and proactive approaches to mitigate workplace stressors. Comparison with
other institutions highlights IIMS College's unique position as a recognized entity by the
Nepal government, offering quality education with international affiliations at a
competitive fee structure. Conflict management can be solved through professionalism,
table talk, and training and development. Recommendations for future enhancements
encompass strategic HR planning, professional development, performance management,
employee well-being initiatives, diversity promotion, technology integration, and
community engagement. These strategies aim to sustain the college's strengths, address
weaknesses, and capitalize on emerging opportunities, ensuring its continued success in
the dynamic educational landscape.

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In conclusion, proactive measures coupled with strategic enhancements can fortify IIMS
College's position as a leader in higher education and align it with the organization's goal
of Re-defining education. By leveraging opportunities and mitigating challenges, the
institution can sustain growth, uphold its reputation for excellence, and continue to
deliver exceptional education to its students.

Corporate analysis SWOT analysis Insights on Individuals and Teams Improving

Organizational Performance:

Organizational management
Communication process hiring process training and development comprehensive package
performance evaluation decision making process team formation process motivation
strategy stress management comparison and contrast between iims and other institution
conflict management and recommendation
Topics to cover
Introduction about research
Objective of this report
How we collected the information (primary and secondary data)
Brief points about our findings
What we learned about (How an organization operates)

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Introduction

Institute of International Management Science(IIMS) was established in 2010 which is

located at Dhobidhara, Putalisadak, Kathmandu, Nepal. The vision of IIMS is “To be an
innovative global leader in imparting competitive quality education by transforming lives
that will change the world for the better, at whatever level of the human endeavour they
are involved”. Similarly, the mission of IIMS is “ To develop citizens of integrity with
the managerial expertise, vision, pragmatism and ethical sensibility to succeed
professionally and personally on their own and with others. Also, we intend to prepare
leaders for challenges of a dynamic and diverse world grounded in our ideas of
excellence in education, the importance of community and commitment to service.

IIMS is an educational organization. It is affiliated to Lincoln International College of

Management and IT (LICMIT), UCSI University, Lincoln University college, Taylor's
University (Malaysia). Bachelor (Hons) in Business Administration (BBA), Master In
Business Administration (MBA), Master In Computer Science (MCS) are the degree
programs of Lincoln University college. Similarly, Bachelor of Computer Science (BCS)
and Bachelor of International Hospitality Management (BIHM) are the programs of
Taylor's University. Whereas Asian College of Higher Studies is also a group of IIMS
which is affiliated to Tribhuvan University (TU, Nepal). All the degree programs running
under IIMS Education Foundation have been verified for the equivalent by Tribhuvan
University which is also approved by the Ministry of Education, Nepal. IIMS claims that
re-defining modern education is the main motto of their institute.

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However different programmes are run by different universities and each university has
different rules and regulations and policies. Whereas in Lincoln University, the decisions
are taken by the Lincoln Collaboration. Within Lincoln University, the policies are
different according to the degree program. In Bachelor level, IIMS is providing
scholarships to the students but the students who are studying in Master level aren't
provided with these scholarships. Even though there are different universities in IIMS, it
provides the degree from top ranked universities. The faculty members are skilled,
experienced and trained with international exposure. Talking about the curriculum,
beyond the theoretical knowledge it also provides practical based learning which helps
the students to build personal development.
The organizational structure of IIMS is designed to support its goals by providing a
framework that facilitates effective management, Coordination of various activities and
communication.

8
9
Corporate analysis

SWOT Analysis

Strength:
IIMS believe that the strength of the organization is that they have sufficient number of
students in every degree program. It has been providing high quality education with
international standards by providing world class education in Nepal. Similarly IIMS have
a dynamic approach for teaching methods which is different from TU. Along with the
bookish knowledge, it even provides practical exposure and different educational tasks.
Sometimes it goes beyond the curriculum like teaching methodology, student clubs,
industry interference, career development cell, understanding life skills, project work and
summer training. IIMS has been facilitating international partnerships not only for
academics but also in business, research and other sectors for building up global
connections. IIMS is serving as a form of cultural diplomacy, forecasting positive
relationships between host country and home country of students.

Weaknesses:
Talking about the weakness of IIMS, since the institution has already planned to separate
the buildings of IIMS and Lincoln program. There will be limited manpower. Upto till
date the top level manager has been monitoring and controlling the all degree programs,
but now due to separate building the top level manager will be facing challenges to
provide time as it was given. As being the international affiliated institution, there is high
competition between national and international universities due to this many national
universities try to affect the reputation of the institution by blaming the foreign affiliated
course won't be accepted in every country. Sometimes when a student's demand and
expectations can't be met by the institution's performance at that time, the reputation of
the institution is difficult to manage. And when the institution isn't able to adopt the
modern teaching methods at that time also the institute feels difficult to manage the
reputation.

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Opportunities:
The degree program courses that are provided in IIMS are recognized globally. And also
the global reputation of the host country’s teaching system are renowned institutions in
hosting internationally. Similarly, IIMS also provides opportunities for the collaboration
between local and international institutions leading to joint research projects, knowledge
exchange and academic partnership. Since the institution has global recognition and
global collaboration both the students and institutions have the opportunity to make the
global network. IIMS have been collaborating with different international universities
Since the number of students are increasing in each degree program, the college is
planning to add the building so that Lincoln University and Talyor’s university can be
operated separately. Due to the separate building, there will be a need for manpower.
Whereas, IIMS will announce the vacancy for the different positions and the institution
will provide job opportunities to the new ones.

Threats:
Since there is high competition in education institutions between the national universities
and international universities, and even in the online and offline teaching methods, the
threats may pose IIMS college’s market share, enrollment numbers. And also due to
increasing competition, students preferences may change in demographics which may
affect student enrollment patterns and diversity initiatives. When the institution isn't able
to adopt the rapid advance change in technology such as modern education
patterns(powerpoint, slide showing up), online learning platforms, artificial intelligence
or virtual reality, then the institution will have threats on it. In the context of Nepal, the
politics isn't stable in comparison to other countries. There are frequent changes in
politics due to this, the government rules and regulations, education policies and
accreditation requirements are also changed. So according to the regulatory changes the
institution policy should also have to change frequently where sometimes institutions

11
have to increase operations costs or even necessity curriculum revision should be done
due to this the institution reputation will also be affected.

Insights on Individuals and Teams Improving Organizational Performance:

Individuals and teams at IIMS College contribute both independently and collectively to
enhance overall organizational performance. Here are some insights into how this is
achieved.
1. Autonomy and Empowerment: Individuals are empowered to take ownership of
their roles and responsibilities, which allows autonomy in decision-making and
initiative-taking. This fosters a culture of accountability and innovation, where
individuals strive for excellence in their respective areas. To illustrate, the BBA
coordinator of IIMS College is assigned the role and responsibility of handling the
tasks related to BBA faculty such as organizing the various parts of an activity to
enable collaboration and effective communication, ensuring faculty requirements
are being met as per the course requirements and college.
2. Cross-functional Collaboration: Teams comprising faculty, administrators, and
support staff collaborate across departments to address organizational challenges,
share practices, and streamline processes. Cross-functional collaboration
promotes knowledge sharing, synergy, and collective problem-solving, leading to
improved efficiency and effectiveness. To illustrate, in IIMS College, a cross-
functional team may collaborate on restructuring the academic calendar to
optimize course scheduling and student workload, ensuring a balanced and
supportive learning environment for all students.
3. Performance Metrics and Goal Alignment: Individuals and teams align their
objectives with the college’s strategic goals and performance metrics. Clear
performance indicators and goal alignment ensure that efforts are directed toward
achieving key priorities and driving organizational success. For example, in the
administrative department at IIMS College, staff members align their individual

12
 performance goals with the college’s strategic objective of increasing student
enrollment.
4. Professional Development and Training: IIMS College invests in professional
development and training programs to enhance the skills and capabilities of its
workforce. Continuous learning opportunities enable individuals and teams to stay
updated on industry trends, develop new competencies, and contribute effectively
to organizational growth and innovation. For instance, faculty members have
access to workshops and seminars on innovative teaching methodologies,
educational technology integration, and student engagement strategies. These
learning opportunities empower individuals to stay updated with industry best
practices, adapt to changing educational trends, and contribute effectively to the
college's mission of delivering high-quality education.

The GRPI model, focusing on Goals, Roles, Processes, and Interpersonal Relationships,
plays a vital role in enhancing organizational performance at IIMS College:
1. Goals: The college ensures clarity and alignment of goals across all levels, from
strategic objectives to individual performance targets. By communicating clear
goals, IIMS College motivates individuals and teams to work towards common
objectives, fostering a sense of purpose and direction. To illustrate, IIMS College
sets a strategic goal to increase student enrollment by 20% within the next
academic year. This goal is communicated to all departments, faculty, and staff
members. Each department then aligns its specific objectives, such as enhancing
marketing efforts, expanding program offerings, and improving student services,
to support the overarching enrollment target. Regular progress updates and
performance metrics are tracked to ensure that everyone is working towards
achieving the common goal of increased enrollment.
2. Roles: Defined roles and responsibilities are crucial for effective functioning
within the organization. IIMS College emphasizes role clarity, ensuring that each
individual understands their responsibilities and contributions toward achieving

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 organizational goals. This clarity minimizes role ambiguity and facilitates smooth
collaboration and coordination. To illustrate, In the admissions department at
IIMS College, each staff member has clearly defined roles and responsibilities.
The admissions coordinator is responsible for coordinating outreach activities and
managing the admissions process. The admissions counselors are assigned
specific territories or programs to recruit students and provide guidance
throughout the application process. Additionally, support staff handles
administrative tasks such as processing applications, scheduling interviews, and
managing admissions documents. This role clarity ensures smooth operations and
effective collaboration within the department.
3. Processes: Streamlined processes and workflows optimize efficiency and
productivity at IIMS College. The college regularly reviews and refines its
operational processes to eliminate redundancies, enhance effectiveness, and adapt
to changing circumstances. Continuous process improvement ensures that
resources are utilized effectively, and organizational objectives are achieved
efficiently. To illustrate, IIMS College implements a streamlined process for
course registration to enhance efficiency and student satisfaction. The college also
conducts regular reviews of the registration process, gathering feedback from
students and staff to identify areas for improvement. This continuous process
improvement ensures that course registration is seamless and user-friendly.
4. Interpersonal Relationships: Strong interpersonal relationships contribute to a
positive organizational culture and effective teamwork at IIMS College. The
college promotes open communication, trust, and mutual respect among its
members, fostering a supportive environment where individuals feel valued and
empowered. Healthy relationships enable constructive collaboration, creativity,
and innovation, driving overall organizational performance. To illustrate, In the
faculty department at IIMS College, strong interpersonal relationships contribute
to a positive work environment and effective teamwork. Faculty members
collaborate on curriculum development projects, research initiatives, and student

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 mentorship programs. Regular department meetings provide opportunities for
open communication and idea-sharing, fostering a culture of collaboration and
innovation.

Organizational management
Organizational management includes the systematic coordination of human, financial,
physical, and informational resources to accomplish organizational goals effectively and
efficiently. It involves building an organizational structure, distributing resources as
efficiently as possible, defining roles and duties, and using strategic and operational
planning to define clear and aligned goals. Control systems like performance reviews,
feedback, and mitigation strategies ensure the company continues on course to meet its
goals and adjusts to changing conditions. Successful organizational management
ultimately involves strong leadership, strategic thinking, communication skills, and a
commitment to continual development to create a creative and imaginative work
environment that supports long-term success. Here are some of the organizational
management attributes of the IIMS college to achieve its mission and goal of “Re-
defining modern education”.

Communication process

Effective communication occurs when information is accurately shared between two or

more people or groups of people and provokes the desired response. It helps generate and
maintain the desired effect and offers the potential to increase the effectiveness of the
message. Communication within an educational organization like IIMS involves various
stakeholders like students, faculty, administration, staff, its partners, and sometimes other
external partners. The communication within the college unfolds in this process:
1. Identification of message receiver: The first step is to identify all the stakeholders
involved in the college community who receive the message, including students,
faculty, staff, administration, parents, alumni, and possibly external partners such
as recruiters, industry professionals, or governing bodies.

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2. Message Formation: Once stakeholders or receivers are identified, the college
crafts messages tailored to each group's specific needs and interests. These
messages could include information about academic programs, course schedules,
extracurricular activities, college events, administrative updates, or career
opportunities.
3. Communication Channels: After the messages are formulated, the college chooses
appropriate communication channels to reach each stakeholder group effectively.
Common communication channels used by IIMS College include email, student
portals, social media platforms, the college website, physical notice boards,
bulletin announcements, text messages, and face-to-face interactions during
meetings or events.
4. Transmission of Messages: Messages are then transmitted through the selected
communication channels to the intended recipients. IIMS College tries to ensure
that messages are delivered accurately and on time to avoid confusion or
misinformation.
5. Reception of Messages: Stakeholders receive the messages through the chosen
communication channels. The college encourages active engagement and
provides opportunities for feedback and clarification to ensure that messages are
understood correctly.
6. Feedback Mechanism: Effective communication in IIMS College involves
establishing a feedback mechanism where stakeholders can respond to the
messages they receive. This could involve surveys, online forums, office hours
with faculty or administrators, or designated feedback sessions. For example:
Students are encouraged to fill up faculty feedback forums to get their opinions
regarding the teaching faculty.
7. Evaluation and Adjustment: The college regularly evaluates the effectiveness of
its communication efforts by analyzing feedback, assessing whether messages
were understood as intended, and making adjustments to improve future
communication strategies if necessary.

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Given the diverse nature of the college community, the college believes it is crucial to
communicate in a culturally sensitive and inclusive manner. This includes considering
language preferences, cultural norms, and accessibility needs when crafting and
delivering messages. By following these steps and maintaining open and transparent
communication channels, IIMS College has been fostering a vibrant and engaged
community conducive to academic success.

Hiring Process

Effective hiring procedures allow organizations to attract in and choose outstanding

candidates who share their values, goals, and corporate culture. The hiring process affects
talent acquisition, retention, performance, culture, leadership development, and
innovation, all of which are critical components of organizational management. IIMS
College considers that the hiring process is vital to managing an organization since it
shapes its success and promotes long-term performance and growth. The hiring process
of IIMS College is as follows:

1. Job Analysis: The college identifies the need for new positions based on
organizational goals and objectives. A job analysis is conducted to determine the
roles, responsibilities, qualifications, and skills required for each position.
2. Recruitment: The college advertises job openings through various channels such
as online job boards, college career portals, social media, and professional
networks. Applications are screened, and suitable candidates are shortlisted. The
college highly prefers to give job opportunities to the students who graduated
from the College and are interested in teaching.
3. Selection: Shortlisted candidates go through interviews, assessments, and
reference checks to assess their qualifications, skills, and fit with the college
culture. Final candidates are selected for employment.

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Training and Development

Training and development play a pivotal role in the educational field as they are
instrumental in enhancing teaching effectiveness, addressing educational challenges, and
promoting student engagement and achievement. IIMS College understands training and
development initiatives play a crucial role in enhancing the knowledge, skills, and
competencies of students, faculty, and staff.

1. Orientation: New employees undergo an orientation program to familiarize them

with the college's mission, vision, values, policies, procedures, and college
resources.
2. Job-specific Training: Employees receive job-specific training to develop the
skills and knowledge required to perform their roles effectively. This training may
include workshops, seminars, online courses, on-the-job training, or mentorship
programs.
3. Professional Development: The college encourages ongoing professional
development through opportunities such as workshops, conferences,
certifications, and tuition assistance programs to support employee growth and
career advancement.

The overall goal of IIMS College's training and development programs is to provide
instructors, staff, and students with the knowledge, skills, competencies, and tools
necessary for success in educational settings, on the job, and in their personal lives.
Within its academic community, IIMS College promotes a culture of quality, innovation,
and lifelong learning by making investments in skill development and continual learning.

Compensation Package

In the educational sector, the compensation plan is created to show the institution's
dedication to staff satisfaction, professional growth, and overall success. Some common
elements of the compensation package of IIMS College include:

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 1. Salary and Benefits: The college offers competitive salaries and benefits packages
to attract and retain talented employees. A competitive base salary is provided to
faculty and staff, commensurate with their qualifications, experience, and
responsibilities within the college.
2. Paid Time Off (PTO): Paid time off of college includes vacation days, sick leave,
personal days, and holidays, allowing employees to take time off from work while
still receiving their regular pay.
3. Flexible Work Arrangements: Flexible work arrangements, such as
telecommuting, flexible time, or working from home, are available to employees
to help them achieve a better work-life balance as per the situation desired.
4. Performance-based Compensation: In addition to base pay, the college may offer
performance-based incentives such as bonuses, commissions, or profit-sharing
based on individual or team achievements.
5. Employee Perks: Additional perks or incentives, such as discounts on college
tuition for employees or their family members, access to on-college facilities,
wellness programs, or employee appreciation events, are also part of the
compensation package.

In general, IIMS College's pay package seeks to offer competitive and extensive benefits
to attract and keep top talent, support staff's personal and professional development, and
promote an inclusive and happy work environment at the organization.

Performance Evaluation

The common components of performance evaluation include setting specific goals that
are consistent with academic objectives and standards, giving frequent feedback on the
quality of instruction, involvement of students, opportunities for professional growth, and
contributions to the educational community, and evaluation to compare performance to
predetermined benchmarks. Here's an outline of how performance evaluation is
conducted in IIMS College:

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1. Establishment of Performance Criteria: The college defines clear performance
criteria and standards aligned with its mission, goals, and values. These criteria
include teaching effectiveness, research productivity, administrative effectiveness,
student engagement, and contributions to the college community.
2. Goal Setting: Faculty, staff, and administrators collaboratively set performance
goals and objectives for the evaluation period, which are aligned with the
college's strategic priorities and individual job responsibilities.
3. Regular Feedback: Supervisors provide ongoing feedback to employees on their
performance, strengths, areas for improvement, and progress toward goals. This
feedback occurs through formal performance reviews, informal discussions,
coaching sessions, or 360-degree feedback mechanisms.
4. Documentation of progress: Employees are encouraged to document their
progress, accomplishments, and contributions to the college through teaching
evaluations, presentations, professional development activities, and other relevant
endeavors.
5. Formal Evaluation Process: At the end of the evaluation period, a formal
performance evaluation is conducted. This may involve a structured review
meeting between the employee and their supervisor to discuss performance
against established criteria and goals.
6. Performance Assessment: Supervisors assess employees' performance based on
the established criteria, considering both qualitative and quantitative factors. This
assessment may include reviewing documentation of achievements, analyzing
student feedback, and evaluating contributions to the college community.
7. Development Planning: Following the performance evaluation, employees and
supervisors collaborate on development plans to address strengths, areas for
improvement, and career goals.

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IIMS College successfully evaluates and acknowledges the contributions of its teachers,
staff, and supervisors by establishing in place an organized and open performance
evaluation procedure. This improves organizational success and effectiveness.

Decision-Making Process

The decision-makers of the IIMS College try to ensure that the decisions are best made in
the interest of the institution and its stakeholders. Throughout the decision-making, the
college tries to maintain transparency, inclusivity, and accountability. Hence, the
decision-making process of IIMS College is as follows:

1. Problem Identification: The decision-making process in IIMS College often

begins with identifying a problem or opportunity that requires attention, whether
it relates to academic programs, administrative policies, resource allocation,
strategic planning, or other aspects of college operations.
2. Information Gathering: The college collects relevant information from various
sources, including data analysis, stakeholder consultations, market research, best
practices in higher education, and input from faculty, staff, students, and external
stakeholders.
3. Alternatives Generation: Various options or solutions for the identified issue are
considered and assessed according to their functioning, efficiency, and
compatibility with the values and objectives of the college.
4. Evaluation and Selection: The alternatives are evaluated against predetermined
criteria, and the most suitable option is selected through consultation with
decision-makers or top-level management and its partners such as Taylor
University, Lincoln University, and others.
5. Decision-Making: Provided with relevant information and input from
stakeholders, decision-makers make the final decision, taking into account the
analysis of alternatives, organizational priorities, and potential impacts on the
college community.

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 6. Implementation Planning: After the decision is made, an implementation plan is
developed to outline the steps, timelines, responsibilities, and resources needed to
execute the decision effectively in College. The college established clear
communication channels to inform stakeholders about the decision and its
implications.
7. Monitoring and Feedback: Once the decision is implemented, ongoing monitoring
and evaluation mechanisms are put in place to assess its effectiveness, track
progress, and make adjustments as needed. The college is involved in collecting
feedback, analyzing performance indicators, and conducting regular reviews to
ensure the decision achieves the desired outcomes.

IIMS College makes well-informed decisions that support its goal, improve
organizational effectiveness, and advance the achievement of its stakeholders, including
students, teachers, staff, and other stakeholders, by adhering to a systematic and
collaborative decision-making process.

Team Formation Process

The IIMS College team creation procedure involves various crucial elements to guarantee
productive teamwork, creativity, and goal achievement. The conceptual overview of how
the process of forming a team occurs in IIMS College is:

1. Establishing Goals: The college establishes clear goals or projects that must be
completed as a team for success. These goals can include creating a new course
syllabus, planning an event, or starting a new educational initiative. Such as the
sports team of the college is formed to encourage more extracurricular activities
among the students.
2. Choosing Team Composition: The college chooses the team's composition based
on the goals that have been established. This involves selecting people who can
effectively contribute to the work and who possess the relevant knowledge,

22
 abilities, and experience. team members may include Faculty, staff,
administrators, and occasionally outside stakeholders or subject matter experts.
3. Choosing Team Leaders: To supervise the group's actions, promote
communication, and guarantee advancement toward the goals, a coordinator or
team leader is assigned by the college. The team leader selection may be based on
the candidate's capacity for leadership, knowledge of the subject, or prior
experience with similar work experience.
4. Determining tasks and Responsibilities: Each team member's tasks and
responsibilities are clearly stated to ensure responsibility and clarity. This
includes creating channels of communication among the team, giving precise
duties, and defining deadlines.
5. Collaboration: By promoting open communication, respect for one another, and
idea sharing among team members, the college cultivates a collaborative culture.
Collaborative tools and platforms are promoted to be utilized, facilitate
communication, and document progress.
6. Providing Resources and Support: Teams can accomplish their goals more
successfully hence, the college gives them the tools, direction, and support they
need. This involves having access to resources including finances, physical space,
knowledge, training, and practical knowledge when needed.
7. Monitoring Progress: To assess the team's performance, address challenges or
hurdles, and make any required plan revisions, regular progress meetings are
conducted. When necessary, the team leader may update stakeholders or higher
management of the college.
8. Continuous Improvement: The college evaluates to find insights gained, best
practices, and areas where the team creation process needs to be improved once
the project or initiative is over. To improve overall efficiency and guide future
team-building initiatives, team members are asked for their feedback.

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IIMS College can efficiently handle obstacles, foster innovation, and accomplish its
strategic goals by utilizing the combined experience and creativity of its faculty, staff,
and administrators through a methodical approach to team building.

Motivation Strategies

Motivation are the processes that account for an individual’s intensity, direction, and
persistence of effort toward attaining a goal. Motivational strategies in an organization
are important for maintaining the competitive edge, better productivity, quality, and
reducing high-cost of employee turnover. Here some of the motivational strategies
implemented by the IIMS College are:

1. Goal Alignment: Employees are motivated when they understand how their work
contributes to the achievement of organizational goals. Hence, the clear
communication of goals and expectations is set up by the college to help align
individual and team efforts with organizational objectives.
2. Recognition: IIMS College recognizes employees for their contributions and
achievements. Hence, reinforces their positive behavior and motivates them to
perform at their best.
3. Professional Development: The college tries to offer opportunities for
professional growth and advancement, such as training, workshops, certifications,
and career development programs, and motivates employees to enhance their
skills and knowledge.
4. Employee Engagement: IIMS has a supportive and inclusive work environment
where employees feel valued, heard, and empowered fosters high levels of
engagement and motivation.
5. Performance Feedback: The college management provides regular feedback on
performance, strengths, areas for improvement, and career development
opportunities which helps employees stay motivated and focused on achieving
their goals.

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 6. Work-Life Balance: The College Promotes work-life balance through flexible
work arrangements, wellness programs, and initiatives that prioritize employee
well-being and contribute to job satisfaction and motivation.

By implementing these motivational techniques into practice, IIMS College fosters an

environment that is encouraging, welcoming, and empowering for educators, staff
members, and administrators to thrive both personally and professionally, enhancing the
success and excellence of the institution as a whole.

Stress Management:

Stress is an inevitable part of the modern work environment, impacting employees at all
levels of an organization. Effective stress management is essential for maintaining
employee well-being, productivity, and overall organizational success. IIMS College
recognizes the importance of stress management and implements various strategies to
support its employees in coping with workplace stressors.

Types of Stress Employees Face:

1. Workload stress: Employees in IIMS experience stress due to high workloads or
tight deadlines, although it is mitigated by the low-pressure environment at IIMS
College.
2. Interpersonal Conflict Stress: Conflicts with colleagues or students are also
significant sources of stress in the organization, however, it is managed
effectively through professionalism and conflict resolution strategies ensuring a
harmonious work environment.
3. Student-Related Stress: The primary stressor identified conflicts with students and
conflicts between students, indicating a need for targeted support mechanisms to
assist faculty and staff in managing student interactions and resolving conflicts
promptly.

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How stresses are managed:
1. Workload Stress: Employees benefit from a low-pressure working environment
and free working space, which helps distribute workload stress more evenly and
promotes a healthier work-life balance.
2. Interpersonal Conflict Stress: IIMS College emphasizes professionalism and
proactive conflict resolution strategies, encouraging open communication and
collaboration to address interpersonal conflicts swiftly and effectively.
3. Student-Related Stress: While we did not receive a specific resolution for
managing Student-related stress, it is implied that conflicts with students are
managed through existing conflict resolution mechanisms and support services.
Highlighting the importance of addressing student-related stressors.

Roles of IIMS College:

IIMS plays an important role in stress management by fostering a positive work
environment, providing resources, and implementing effective conflict resolution
strategies to manage various types of stressors.

The college’s emphasis on professionalism and proactive conflict resolution contributes

to stress reduction among employees and promotes collaboration and mutual respect.

However, there may be opportunities for IIMS College to further support stress
management efforts, particularly in addressing student-related stressors through enhanced
student support services and additional training for faculty and staff.

Comparison and Contrast between IIMS Colleges and other Institutions

1. Fee Structure and Quality Offered:

Comparison:

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 ● IIMS College offers an international-affiliated education with a fee structure that
is comparatively affordable yet reflective of the quality of education provided. It
has been running under the same umbrella foundation, Institute of International
Management Science (IIMS) College affiliated to Taylor’s University (Malaysia),
Asian College of Higher Studies (ACHS) College affiliated to Tribhuvan
University (TU, Nepal), and Lincoln International College of Management & IT
(LICMIT) affiliated to Lincoln University College (Malaysia), providing the
recognized Domestic & International degrees within easy grasp of Nepalese
students (About Us, IIMS.).
● Similar institutions with international affiliations may also offer quality education
yet their fee structure is comparatively higher than IIMS College's. For example,
Harold College and Islington College.

Contrast:
● Unlike other institutions, IIMS College is recognized by the Nepal government,
ensuring that its education meets the standards and quality benchmarks.
● In contrast to local colleges with lower fees, IIMS College’s fee structure may be
higher, reflecting the added value of its international affiliation and quality
education.

2. Proper Blend of Education and Practicality:

Comparison:
● IIMS College emphasizes a proper blend of education and practicality through
events, projects, and experiential learning opportunities integrated into its
curriculum.
● Other educational institutions may also prioritize a similar blend of theoretical
knowledge and practical skills development to enhance student's employability
and real-world problem-solving abilities.

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Contrast:
● Unlike traditional institutions that focus primarily on theoretical education, IIMS
College’s emphasis on practicality sets it apart from them. Offering students first
hands-on experiences and industry exposure.
● In contrast to colleges solely focused on academic excellence, IIMS College’s
approach may prioritize applied learning and real-world application of
knowledge, catering to student’s holistic development.

3. Organizational Management Approach:

Comparison:
● IIMS College adopts a systematic approach to organizational management,
emphasizing effective coordination of resources, strategic planning, and strong
leadership to achieve its goals.
● Similar to other well-managed institutions like Islington College, IIMS College’s
organizational management approach aims to create a conducive environment for
learning, innovation, and growth.

Contrast:
● Unlike institutions with bureaucratic structures, IIMS College may have a more
flexible organizational management approach, allowing for quicker decision-
making and adaptability to changing market trends.
● In contrast to colleges with centralized decision-making processes, IIMS
College’s approach may involve greater employee empowerment and
involvement in decision-making, fostering a culture of collaboration and
innovation.

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Analysis of Conflict Handling Procedures at IIMS College

Conflict resolution is a crucial aspect of organizational behavior, impacting employee

morale, productivity, and overall organizational culture. Here's an analysis of how
conflict is handled at IIMS College and the procedures involved:

1. Professionalism in Conflict Resolution: IIMS College emphasizes professionalism

in handling conflicts, ensuring that disagreements are addressed respectfully and
constructively. By maintaining professionalism, conflicts are approached with a
focus on finding mutually beneficial solutions rather than escalating tensions.
2. Miscommunication Resolution through Table Talk: Table talk, or open dialogue
among involved parties, is a proactive approach used by IIMS College to resolve
miscommunications promptly. By encouraging open communication and active
listening, misunderstandings can be clarified and resolved efficiently, preventing
conflicts from escalating.
3. Regular Feedback to Avoid Conflict: IIMS College recognizes the importance of
feedback in preventing conflicts and enhancing communication. By providing
regular feedback to employees, both positive reinforcement and constructive
criticism are offered, helping to address issues before they escalate into conflicts.
4. Staff Training and Development: Staff training and development programs at
IIMS College play a vital role in equipping employees with conflict resolution
skills.
Through training initiatives, employees learn effective communication techniques,
negotiation strategies, and conflict management approaches, empowering them to address
conflicts proactively and professionally.

Procedure of Handling Conflict:

1. Identification and Acknowledgment: Conflict management at IIMS College
begins with identifying and acknowledging conflicts as they arise. Whether
conflicts stem from academic disagreements among faculty or interpersonal

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 tensions among staff, the college emphasizes the importance of promptly
recognizing and acknowledging conflicts to prevent escalation and address
underlying issues proactively.
2. Open Dialogue and Communication: Facilitating open dialogue and
communication is the foundation of conflict resolution at IIMS College. The
college encourages face-to-face discussions, mediated dialogues, or "table talk"
sessions where conflicting parties can express their concerns, listen to other's
perspectives, and collaborate towards finding mutually acceptable solutions. This
approach fosters transparency, trust, and understanding among stakeholders,
facilitating constructive conflict resolution.
3. Agreement and Follow-Up: Following conflict resolution discussions, agreements
are documented outlining actions or changes to address the conflict. Subsequent
follow-up meetings or check-ins are scheduled to ensure effective implementation
and address any remaining concerns. This structured approach ensures that
resolutions are upheld and any lingering issues are promptly addressed to
maintain a positive and productive work environment.
4. Continuous Improvement: Conflict management procedures at IIMS College are
subject to continuous improvement. The college solicits feedback from
stakeholders and evaluates the effectiveness of conflict resolution efforts to
enhance procedures continually. By identifying areas for improvement and
implementing corrective measures, IIMS College fosters a culture of continuous
learning and improvement, ensuring that conflict management processes evolve to
meet the changing needs of the organization.

Therefore, conflict handling at IIMS College is characterized by professionalism, open

communication, and a commitment to collaborative problem-solving. IIMS College
follows a structured procedure that emphasizes early identification, open dialogue,
agreements, follow-up, and continuous improvement, the college manages conflicts,

30
promotes a positive organizational culture, and supports the well-being and productivity
of its staff and faculty.

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Recommendation and conclusion

Managing human resources effectively is crucial for the success of any organization,
including IIMs. Here are some key areas and strategies that IIMs can focus on to better
manage their human resources and achieve overall organizational goals:

Strategic HR Planning:It is a process which involves aligning HR procedures and

guidelines with an organization's overall strategic objectives.IIMS should ensure that HR
plans align with its mission and vision.

Professional Development and Training:IIMS should provide continuous learning

opportunities for faculty and staff to enhance their skills and stay updated on industry
trends.They also should implement mentorship programs to foster knowledge transfer
and professional growth for individuals.Support employees in their professional
development through training programs, workshops, and skill-building opportunities.

Performance Management:For the faculty and staff, IIMS should conduct regular
performance reviews to provide feedback and identify areas for their improvement.IIMS
also should use KPI(Key Performance Indicators)for faculty and staff,including metrics
related to teaching effectiveness,research output,administrative efficiency and
contributions.

Employee Well Being:Focusing on the well-being of employees not only enhances their
quality of life but also contributes to a positive and thriving work environment.IIMS
should provide mental health resources,physical health programs,stress management
programs,flexible scheduling and so on to faculty and staff.

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Diversity:In order to establish a rich and diverse learning environment that represents the
range of viewpoints and experiences,diversity is essential.IIMS should implement
inclusive hiring practices that consider candidates from different backgrounds and
experiences.Additionally, it need to establish a fair, equal,hiring and promotion process
that actively aims to eliminate bias.

Additionally,IIMS should use innovative recruitment methods,utilize technology for the

hiring process,encourage open communication and so on.It should create an atmosphere
where their human resources can effectively contribute to the overall aims and
objectives.It is also important to regularly examine and modify HR strategies in order to
cope with changing organizational requirements and external factors.

The strengths highlighted, such as sufficient number of student body in every degree,
quality education, and global connections, showcase IIMS's positive aspects. The
institution's dynamic teaching methods and emphasis on practical exposure contribute to
a well-rounded educational experience. However, the weakness can be competition with
national and international universities which poses a risk to the institution's reputation,
necessitating strategic communication to counter potential negative perceptions. Overall,
IIMS is a well-positioned college, but it needs to address its strengths and identify
weaknesses so it can sustain its strengths and minimize the weaknesses as possible.

There are many challenges that IIMS is facing now and can also may face in near
future.The intense competition between national and international universities, as well as
variations in teaching methods (online and offline), can pose a threat to IIMS's market
share and enrollment numbers.Economic crisis has also impact the college.Because of it
institutions may face increased operational costs due to inflation, changes in currency

33
value, or other economic factors which leads to affect students' ability to afford tuition
fees and other educational expenses.The unstable political environment in Nepal can lead
to frequent changes in government rules, regulations, education policies, and
accreditation requirements.The decision to separate buildings for IIMS and the Lincoln
program may result in limited manpower, potentially impacting the management and
coordination of degree programs.The increased reliance on technology brings the risk of
cybersecurity threats. Yo sanga

How are they preparing to meet those challenges?what they view as their opportunities
for future
Addressing the challenges faced by IIMS requires a strategic and proactive approach.
Here's how the institution might be preparing to meet these challenges and what
opportunities they may see for the future:
1. Intense Competition and Variations in Teaching Methods: IIMS could differentiate
itself through continuous academic innovation, ensuring programs remain relevant and
adapting teaching methods to meet the evolving needs of students.Capitalizing on the
strengths of its faculty and promoting research and industry collaborations can enhance
the institution's reputation, attracting students in a competitive market.

2. Economic Crisis: Implementing financial planning measures, such as creating

flexible tuition payment options, scholarships, and financial aid programs, to mitigate the
impact of economic fluctuations on students. Exploring alternative revenue streams and
partnerships with industries for funding and sponsorships can contribute to financial
stability.

3. Unstable Political Environment: Establishing a proactive government relations

strategy to stay informed about potential changes in rules, regulations, and education
policies. This involves active participation in policy discussions and advocacy for stable
education policies. Diversifying international collaborations to reduce dependency on a
single market and adapting policies to navigate political uncertainties.

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4. Separation of Buildings and Limited Manpower: Implementing efficient
management structures and systems to handle the challenges posed by the separation of
buildings. Strategic recruitment and training to optimize existing manpower and ensure
smooth coordination between the IIMS and the Lincoln program.

5. Cybersecurity Threats: Investing in robust cybersecurity measures, including

regular audits, training programs, and collaboration with experts to ensure the security of
sensitive data and online learning platforms.Staying updated on technological
advancements and incorporating cybersecurity measures into the institution's overall risk
management strategy.

Opportunities for the Future:

1. Global Partnerships: Exploring international collaborations and partnerships with
reputed universities and organizations to enhance the global standing of IIMS and offer
unique opportunities for students.

2. Technology Integration for Accessibility: Leveraging technology to improve

accessibility and flexibility in education, reaching a wider audience through online
programs and incorporating digital tools for enhanced learning experiences.

3. Innovation in Curriculum: Continuously innovating the curriculum to align with

industry demands, fostering entrepreneurship, and developing programs that address
emerging trends in various fields.

4. Student-Centric Services: Prioritizing student support services, mental health

awareness programs, and career counseling to enhance the overall well-being and
satisfaction of students.

5. Sustainability Initiatives: Embracing sustainability in infrastructure development,

curriculum design, and daily operations to align with global trends and cater to
environmentally conscious students. By addressing these challenges and capitalizing on
opportunities, IIMS can position itself as a resilient and forward-thinking institution in
the ever-evolving landscape of higher education.

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If you are hired as the CEO what are the changes you would make in the company,their
any specific preferences yo liked and even recommend other companies to follow for
overall betterment of the company

As the CEO of IIMS, I would focus on several key areas to bring about positive changes
and ensure the overall betterment of the institution. Here are some recommendations:

1. Academic Excellence: I would initiate a thorough review of our academic programs,

ensuring they remain up-to-date, relevant, and aligned with industry standards.
Additionally, I'd actively promote a culture of research and innovation among both
faculty and students to enhance our institution's reputation.

2.Technology Integration: I propose a significant investment in modern educational

technologies to elevate the learning experience. This includes embracing online
resources, virtual classrooms, and digital libraries. Furthermore, I recommend
implementing data analytics to track student performance, identify areas for
improvement, and personalize learning experiences.

3. Student Support and Well-being: I would suggest establishing comprehensive

student support services addressing academic, emotional, and career-related concerns.
Moreover, I would advocate for mental health awareness initiatives and the provision of
counseling services for our students.

4.Industry Partnerships: To enhance our students' practical exposure, I recommend

strengthening our ties with industries to create internship and placement opportunities.
Collaborating with businesses for guest lectures, workshops, and real-world projects
would be instrumental in bridging the gap between academia and industry.

5. Diversity and Inclusion: I am committed to developing and implementing initiatives

that promote diversity and inclusion within both the student body and faculty. Creating a
welcoming and inclusive environment is crucial for fostering learning and collaboration
among individuals from various backgrounds.

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6. Infrastructure and Facilities: Recognizing the need for growth, I propose upgrading
and expanding our infrastructure to accommodate the increasing student population. It is
essential to provide state-of-the-art facilities for laboratories, libraries, and recreational
areas.

7. Financial Sustainability: I would focus on developing a sustainable financial model,

carefully balancing tuition fees, government funding, and alternative revenue streams.
Additionally, I would recommend implementing cost-saving measures without
compromising the quality of education.

8. Continuous Professional Development: I strongly advocate for prioritizing the

professional development of our faculty. This involves organizing workshops,
conferences, and training programs. Encouraging faculty to engage in research and
publish their work in reputable journals is key to keeping our academic staff at the
forefront of their fields.

9. Community Engagement: To cultivate a sense of community within our institution, I

propose organizing a variety of events, clubs, and extracurricular activities. Encouraging
both students and faculty to actively participate in community outreach programs will
strengthen our ties beyond the campus.

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References
About Us. (n.d.). IIMS College. Retrieved February 21, 2024, from
https://iimscollege.edu.np/about-college/

Communicating in Teams and Organizations: [Classroom Slides]. (n.d.). Nepal.

Retrieved Feb 19, 2024, from Communicating in Teams and Organizations

Shrestha, N. (n.d.). Decision Making and Creativity: [Classroom Slides]. Nepal.

Retrieved Feb 19, 2024, from Decision Making and Creativity

Shrestha, N. (n.d.). Foundations of Team Dynamics: [Classroom Slides]. Nepal.

Retrieved Feb 19, 2024, from Foundations of Team Dynamics

Shrestha, N. (n.d.). Introduction to organizational behavior [Classroom Slides].

Retrieved Feb 19, 2024, from Introduction to organizational behavior

Shrestha, N. (n.d.). Motivation in the Workplace: [Classroom Slides]. Nepal. Retrieved

Feb 19, 2024, from Motivation in the Workplace

Shrestha, N. (Ed.). (n.d.). Workplace Emotions and Attitudes: [Classroom slides]. Class
room Slides. Retrieved Feb 19, 2024, from Workplace Emotions and Attitudes

Shrestha, N. (n.d.). Work Related Stress and Stress Management: [Classroom Slides].
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