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ORGANIZATION BEHAVOIUR

BBA (102)

ASSIGNMENT

SUMMER 2014

Nishant Kumar (BBA 1)

ROLL NO. : - 1405008392

Q1: Define the term ‘Organization Behavior’. Explained the


importance of Organization Behavior.

Ans: Definition of Organization Behaviour

An organization is considered to be a group of two or more people, who


consciously contribute their efforts towards the achievement of certain
goals. Organizational Behaviour (OB) is the study and application of
knowledge about how people, individually and groups behave as
individuals as well as in groups in the organizations.

Importance of Organizational Behaviour

1. Understanding of self and others

Organization Behaviour is a useful tool for understanding human


behaviour that can be studied at the individual, group or organizational
level. The organization behaviour helps an individual to understand him
as well as others better.

2. Motivation of human resources

The task of a manager is to get the work done through subordinates by


inspiring them to achieve organizational goals. Organizational Behaviour
helps the manager to understand these differing needs patterns and
suitable methods of rewarding employees by fulfilling their needs.
3. Effective communications

It is only through communication that two people are able to exchange


their views and opinions. Good communication can lead to wonders in
the organization. Communication is very vital for all managers.

4. Effective organizational climates

Organizational Behaviour stresses upon creating a healthy climate


comprising harmonious inter-personal relations, hygienic working
conditions, fair and adequate compensation, better and safe equipment
for performing the job, effective leadership, employees’ participation, etc.

5. Good human relations

Organizational Behaviour to maintain harmonious inter-personal


relationship. It provides directions to managers as to how to deal with
employees problems in different situations. Organizational Behaviour
helps managers to understand the different motives of different
individuals and the ways to control them.

6. Introduction of change in the organization

Dealing with human resistance is the toughest and the most challenging
task of a manager. Organization Behaviour guides managers on how to
cope with human resistance by adopting different techniques for timely
and smooth introduction of change.

Q2: Explain the following

(a) Span of control

Ans: This is also known as the span of management/supervision.


Span of number of employees that can be supervised efficient and
effectively by a senior.

There are two types of spans- narrow span control and wide span of
control. In a narrow span of control, there are a smaller number of
subordinates to be supervised by a senior. There are a large number
of subordinates being direct by a senior. It has been a debatable
issue as to how many subordinates should report to one senior.
Some modern theorists believe that span of control is dependent on a
few factors such as:

1. capacity of the senior to direct more number of subordinate

2. capacities of subordinates to do the task themselves

3. size of the organization

4. nature of work

5. time available for supervision

6. control mechanism- if a senior wants direct supervision then he


can only go for narrow span and if there is a through reporting
system, then wide span can be managed

7. effectiveness of communication- in case of clear and transparent


communication, large number of levels can be managed easily.

(b)Centralization and Decentralization

Centralization refers to the degree to which authority is


concentrated at one position. In decentralization the authority is
distributed and passed on to other levels of the organization.
Everything that goes to increase the importance of the
subordinates in known as decentralization. Everything that goes to
reduce it is known as decentralization. Centralization or
decentralization also depends on the size of the organization.
Centralization and decentralization are concerned with the manner
in which decision-making authority is divided at different
hierarchical levels. Apart from this, neither of the two can be
practiced alone, because if the senior will not be able to perform
their best and there will be more conflicting situations.

Q3: Describe the personality traits influencing organizational


behaviour.

Ans: Personality Traits influencing Organizational Behavoiur


1. Locus of Control

People with internal locus of control believe that what all happens in
their life can be controlled by them and they are the masters of their
destiny. The people with external locus of control believe that
whatever happens to them is due to their destiny or luck.

2. Authoritarianism

Such people are fascinated by jobs and positions that demand high
status and great amount of authority. Authoritarian people give more
respect to their seniors who exercise more control over others.

3. Self-Esteem

A person who is confident and happy about himself will always


interact with others happily. People with high self-esteem are self-
assertive, courageous, seek responsibility, and are optimistic and
very open minded.

4. Machiavellianism

Many people followed this strategy for satisfying their urge of getting
power by manipulating others. Such people are known as high mach
people.

(i) Never show modesty- arrogance is needed for dealing with


others

(ii) Morality and ethics are for the weak- a powerful person should
be ready to cheat and mislead others for achieving his work.

(iii) It is better to be disliked than loved.

5 Introversion and Extroversion

Introverts can perform the task well that are analytical in nature and
require less interaction with others, such as that of a finance officer,
research analytical, quality controller etc.

6 Type ‘A’ and Type ‘B’


Type A people are impatient, aggressive, hard uncompetitive in
nature. Type A has the limitations of being irritable, poor team
workers and impulse, because of which they can be given only simple
tasks and those where speed is required.

Type B people are easy going and uncompetitive in nature. Those


tasks which are complex and need hard work are performed well by
Type B people.

Q4: Define the term motivation. Explain Maslow’s need Hierarchy


Theory.

Ans: Definition of Motivation

The term ‘motivation’ has its origin in the Latin word “mover” which
means to “mover”. Motivation refers to the way a person is enthused
at work to intensify his/her desire and willingness to use and
channelize his/her energy for the achievement of organizational
objectives. These theories help to develop understanding about
motivation phenomenon. Motivation helps managers to introduce
changes smoothly without much resistance from people. If manager
can convince employees that proposed changes will bring additional
rewards to employees, they may readily accept the change.

Maslow’s Need Hierarchy Theory

1. Physiological Needs- These are lower level needs. They include


food, air, water, shelter and other bodily need. These needs are most
basic in the hierarchy and correspond to primary needs. In the
organizational context, basic salary helps to satisfy these needs.

2. Safety Needs- Once physiological needs are met; another set of


needs called safety needs become motivating factor. It includes
needs for protection, a secure and stable environment. In
organizational context it includes job security, safe working
conditions, pension scheme, and provident fund.
3 .Social Needs- This is the third level of the hierarchy of the needs.
It includes respect, affection, friendship or interaction with people.
These needs refer to affection, sense of belongingness, acceptance
and friendship.

4. Esteem Needs- The next level in Maslow’s hierarchy is esteem or


ego needs. These needs arise when we want to be appreciated foe
what we can do. These needs include self-respect, personal
achievement, status, recognition and attention.

5. Self-actualization Needs- When all the earlier needs are fulfilled


people move to next level of need that is self actualization needs.
These needs represent self fulfillment which includes growth and
achievement. It is the highest level of need in the hierarchy. It refers
to the drive to become what one is capable of becoming.

Q5: Explain the functions of communication. Mention some of the tips


or techniques for effective communication.

Ans: Functions of communication

1. The informal function provides knowledge to the employees


regarding the work they need to perform, organizational policies,
organizational objectives, guidance to perform necessary actions, etc.

2. The command and instructive functions help the employee to


become aware of his accountability and responsibility towards the
formal organization directs him how to perform his duties accordingly
and facilitates additional guidance towards organizational norms.

3.The influence and persuasion functions also known as


motivational function inspires the individuals to exhibit and portray
positive and acceptable behaviour. Individuals are informed through
various messages that their actions and behaviour can be beneficial
or harmful to a large extent for the organization.

4. The integrative functions insist on the fact that messages should


be communicated in such manner, that, the employees are able to
relate their activities with the organizational objectives and similarly
their efforts with the outcome.

Tips for Effective Communication

1. We should use a familiar language that receiver can understand


easily.

2. Use channels which are within the access of the receiver to


communicate.

3 .Try to use simple and clear words while communicating.

4. We should be very clear in our mind about what we intend to


communicate.

5. Both the sender and the receiver should be good listeners.

6. Always insist on getting frequent and quick feedback from the


receiver, as to ensure that the receiver is getting the conveyed
message.

7. There should be a pause while the communication is on between


two persons, otherwise there would be an overlapping of ideas.

8 .While communicating, both the parties should have open minds, so


that there are no chances of misunderstanding.

9.Our efforts should be to minimize the internal noise while


communicating, such as bad moods, wrong perceptions, distraction
of mind, anger.

Q6: Write a short note on

Organizational culture

Conflict management

Ans:

1. Organizational culture: Organization culture is the set of shared


values and norms that controls organizational member’s interactions with
each other and with people outside the organization. Organization culture is
a system where values, norms and principles are shared largely by all
people. Values are intensely held in the organization culture and are known
as shared values. Thus, organization culture defines what is ‘right’ or
‘wrong’, what is ‘important’ or ‘unimportant’ and what is ‘favorable’ and
‘unfavorable’ in the company. Organization culture is common perception
held by the organization’s members; a system of shared meaning.

2. Conflict management: In an organization, conflict can have many forms


and there can be various sources of conflict. It is said that conflict is
harmful for any organization, but at times conflict can be very useful in the
organization. Optimum level of conflict can stimulate competition which can
have a positive impact on the organization. It helps in minimizing group
think; people can be more innovative and creative. Moderate level of
conflict in the organization:

1. Encouraging individualistic thinking

2. Increasing individual completion by rewarding individual performance.

3. Providing all goods and bad news to the employees.

4. Creating role conflict between by perceived and actual role.

5. Bringing change in the organizational structure.

6. Restructuring the work unit.

7. Bringing outsiders into the organization.

The conflict handle strategies are chosen according to the requirement of


the situation and person.

4 strategies which can be adopted:

1. Competing This style is highly assertive and uncooperative. This style is


power oriented and includes dominance. Those who believe in this style of
conflict resolution rely heavily on punishment to have control over others.
2. Avoiding In this style people try to ignore arguments and
disagreements. They stay natural, which sometimes emerges as a cause of
frustration and tension, because ignoring important issues can be
disastrous for the organization.

4. Accommodating This style is less assertive and highly cooperative.


This style can be very useful for temporary solution of conflict in the short
run. This style is used in a situation when an issue is important for the other
person, and you want the other person to learn from his mistake.

5. Compromising This style uses compromise and bargaining. This is a


traditional method of conflict handling where both the parties are losing. It
believes in give and take strategy.

6. Collaborating It is win-win position for both parties, where people share


information, try to listen to others and show cooperation. Even the
researches show that collaboration is the best method of handling
interpersonal conflict.

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