Jaipuria Institute of Management,

Vineet Khand, Gomti Nagar

Lucknow – 226 010

Academic Year 2017-18

Batch 2017-2019
Trimester 2nd
Programme PGDM
(PGDM / PGDM-FS / PGDM-RM)
Name of Course ORGANIZATIONAL BEHAVIOR-2
Section B
Name of Faculty PROF. MANISHA SETH

Nature of submission PROJECT REPORT

(Assignment / Project Report)
Topic of Assignment / Project TEAM JOURNAL

Deadline for submission 29TH DECEMBER,2017

Group/ Learning Team Number LT-B02

Submitted by:

Sl. Name of Student Enrollment No. Signature

No.
1 PRASHANT SINGH JL/2017-19/0099

2 SAGAR ARORA JL/2017-19/0121

3 RISHAV GUPTA JL/2017-19/0115

4 HIMANSHU NISHAD JL/2017-19/0066

5 RUCHI SINGH JL/2017-19/0119

6 SANSKRITI CHATURVEDI JL/2017-19/0126

Date of receiving at PMC Signature of PMC staff

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 JAIPURIA INSTITUTE OF MANAGEMENT
LUCKNOW

ORGANIZATIONAL BEHAVIOR
JOURNAL
BY
LEARNING TEAM-2

SUBMITTED BY: FACULTY GUIDE:

LEARNING TEAM-2 PROF. MANISHA SETH

PRASHANT SINGH

SAGAR ARORA

RISHAV GUPTA

RUCHI SINGH

HIMANSHU NISHAD

SANSKRITI CHATURVEDI

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 ACKNOWLEDGEMENT

This project gave us an immense knowledge and an

opportunity to know our team better. We would like to
thank our Prof. Manisha Seth, who gave this opportunity
to us. After doing this project we are aware of how a team
should work together, how we can overcome with
different conflicts that usually occur in a team. We
learned the power of a team. We also want to thank each
other in our team with whom this project was not possible
to complete.

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 INTRODUCTION OF TEAM

What do we mean by Team?

A group of people with a full set of complementary skills required to complete a
task, job, or project.

Team members

(1) Operate with a high degree of interdependence,

(2) Share authority and responsibility for self-management,

(3) Are accountable for the collective performance, and

(4) Work toward a common goal and shared rewards.

A team becomes more than just a collection of people when a strong sense of
mutual commitment creates synergy, thus generating performance greater than the
sum of the performance of its individual members.

We are thankful to our college who provided with the opportunity to work in a
team; our college allocates us a team of 6 members. Each member of our team is
different is some or the other way. All have some kind of quality which makes our
team a good one.

We would like to tell about our self in terms of Strengths, Weakness, Qualities and
the area we have to work upon.

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Our team consists of 6 members which is efficient in doing each task
STRENGTH WEAKNESSES
HIMANSHU NISHAD 1. ADAPTIVE 1. OVER
2. GOOD OBSERVER CONFIDENT
2.
PRASHANT SINGH 1. CONFIDENT 1. LACK IN
2. MOTIVATOR CONTENT
3. INNOVATIVE SKILLS
4. EXPRESSIVE 2. PROPER TIME
5. LOGICAL MANAGEMENT
THINKER
6. GOOD LEARNER
7. DETERMINISTIC
RISHAV GUPTA 1. GOOD LEARNER 1. STAGE FEAR
2. OPTIMISTIC 2. INTROVERT
3.
RUCHI SINGH 1. OPTIMISTIC 1. SHORT TEMPER
2. GOOD WRITING 2. EGOISTIC
SKILLS 3. LAZY
3. TEAM WORKER 4. EASILY
DISTRACTED
SAGAR ARORA 1. FOCUSED 1. CONVENTIONAL
2. QUICK LEARNER 2. NOT MULTI
3. GOOD TASKING
ANALYTICAL 3. WEAK
4. PROBLEM COMMUNICATI
SOLVING SKILL ON SKILLS
5. COGNITIVE
ABILITIES
6. CALM
SANSKRITI 1. COMMUNICATION 1. LAZY
CHATURVEDI SKILLS 2. CONFUSED
2. CONFIDENT

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 TEAM INTRODUCTION
Life isn’t just about penning down everything in words it’s about being practical
in today’s world. One might feel disheveled with what goes and comes around
but the journey never stops.

PRASHANT SINGH

He is the person with great potential and really very hard working member in our
team. He is the Leader of our team who always motivates in every way to develop
our skills. We would like tell about his Strength and Weakness that we have
observed.

Strengths:

He is the person full of synergy and very deterministic for his work. He is very
loyal in his work and always ready to motivate and guide our team in every way
when ever required. He has great potential qualities which makes him a very good
person also.

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He is also a good learner who always ready to learn new things and never give up
with any task, which motivates us also to perform good in every task. He uses
democratic approach as a leader which means he always want to move forward
with his team not alone.

Weakness:

Being a very good person everyone has some weakness also which everyone has to
work upon. Like as he speaks very well but he has weakness that he lacks in the
content while speaking which lacks him for performing even more better in the
class and in the public. He has some time management problem also which is a
important quality for being a good leader, as he is our leader I all aspect but if he
has to be successful in his life and want to be a great then he has to work in his
time management thing.

Competencies:

He has some quality that he is not aware of that, he is a Multitasking person.

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 HIMANSHU NISHAD

He is born in Lucknow on 29th October and was raised in a beautiful and happy environment
with my parents , elder sister and a younger cute brother. So , basically he is from Lucknow and
his entire educational life was carried out in Lucknow itself , like he did his schooling from City
Montessori School. He is a student with whom each and every teacher had problems with him
and his sister were in the same school and for every mistake he did in the class like not studying
or scoring low in the tests he had to call her sister from her class to his own just because his
teacher wanted to scold him in front of my sister. Whereas his sister was one of the brightest
student of their school. He was really good at managing work , I have managed various events
& functions and I thought MBA is something meant for me I could be a good manager . So I
thought of excelling in the art of management. So he decided to do his PGDM from Jaipuria
Institute of Management Lucknow with a hope that this place is going to take him closer to his
dreams.

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 SAGAR ARORA

Sagar is well focused and hard working member of our team. He is responsible for his work and
timely completes his work and always gives a pillar of support to the team. He also influences
other members to do the work on time and try to ensure the co-operation within the team. He
follows the work ethics and he avoids any conflicts and arguments when it comes to working.

Sometimes he do others works as well but with a hidden identity just to maintain the harmony
among others team member. He never wants to be a person in command rather he is calm and
composed.

He has good analytics skills, problem solving skills and cognitive skills with the help of which he
solve the complex problems with his insights and logical thinking.

But when it comes to presenting himself in front of others or presenting the whole team
somewhere he lacks at this place due to low level of communication skills.

All other things are working well with him as a team player.

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 RISHAV GUPTA

Rishav Gupta is a very kind and generous individual. In the team whenever
someone need some help, he is always the first one to come up. He always tries
to contribute to the team works. Not only in projects and assignments, he is
always there for the members in any kind of personal difficulty. He has an unique
solution for everyone’s problems. And moreover, he is blessed with a great sense
of humor. He is able to bring smile on everyone’s face. Rishav have an ability to
bring positivity in the team. If there is any dispute in the team he always tries to
solve them.

Not only is a good team player, Rishav also a very good son and a brother. Being
the eldest son of the house, he has taken responsibilities of the house as well.
Whenever he has sometime he always tries to help his mom with her business.

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 SANSKRITI CHATURVEDI

She is a good communicator of our group, she does her work in time and supports her team as
well. She is a very good singer she is happy go lucky girl, she is helpful in nature some
weaknesses which she posses include role playing , proper planning of work she sometimes
becomes non serious about work and delay her work.

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 TEAM COOPERATION LEVEL
Our learning team comprises of 6 members:

1. Himanshu Nishad
2. Prashant Singh
3. Rishav Gupta
4. Ruchi Singh
5. Sagar Arora
6. Sanskriti Chaturvedi

Every member have their own capabilities to do work in their own way, but many
a times one’s capabilities does not lead to any decision so in that case group is very
helpful. In group 1 person is good at something and other person is good at
something with other work, so by this work become easy as it is divided among the
group members. But as it sounds it is not that easy to lead a team and to understand
each and everyone’s strength and weakness is not a easy job.

Many a times by team cooperation topic is being taken but after sometimes some
sort of conflict occurs, conflict is inevitable and at times it can create negative
experience as well as positive. Conflicts many a times lead to creative thinking.
May a times conflict are good because of that other members got opportunity to
show their talent leaning team need to agree with the decisions and need to come
with collective resolutions that all the team members must support.

Many a time conflicts arise due to lack of communication and mis-time

management or more or often imagination. Learning team must resolved in
genuine manner so as our learning team is doing.

Conflicts arise due to:

1. Accommodation- It means one’s approach for the sake of others, when
person perception or decision is not taken in to the account every person
decision is important and it is better in a way that in the end of the day
person should not regret about it.

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 2. Competition- many a time’s conflicts arise due to competitiveness, like some
member is good in some topic and he/she aggressively pursue his /her view.
Like in one presentation if one person speaks to much then the other speaks
less and this bring inferiority in the group which leads to a big conflicts
within the team.
3. Compromise- Every team has one member who is ready to compromise their
part, they are very humble so they give their parts to others but later on
he/she start regretting or taunting which creates conflicts in the team.
In our learning these conflicts occur most often, but then everyone realizes
that it’s for everyone’s sake not only for one person. So this makes every
person to work effectively and efficiently and by this us finishes our work on
time. By these conflicts we are more able to cooperate as by now we know
the things clearly after work is done we tell our peers or give feedback to
each other and try to overcome with the areas in which they lack, so that
they can improve and can prepare for the next task effectively.

After all work is done we realize where our team was lacking, that how we need to
work for the next time and according to that we plan a strategy. We observe other
peoples presentation, which helps in learning new things and try to come out with
different idea, these observation help us to do certain things in a perfect manner.

By feedback every member is able to know the area of improvement so that it can
help us out, like we talk about our Learning Team Members:

1. Prashant- he is a good speaker, but he takes a lot of time while speaking

which cut out the time for others which is not good for their team member.
2. Ruchi – she is having a stage fear, though she is good in content writing but
at times of public speaking she steps back.
3. Rishav –He is a good analyzer but he most often become nervous when he
got the opportunity for public speaking which lacks him down in his
performance.
4. Himanshu –He is good presenter but at time he becomes over confident and
because of which aggressive can be seen while he speaks which again in his
personality development.

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 5. Sanskriti – she is a good communicator but many a times she is not aware
of the content and don’t show interest in the learning team meeting and this
create a mess.
6. Sagar –He is clear with the thoughts but at the time of presenting himself his
confidence level goes down because of this his great potential doesn’t come
out in the way it has to be. He starts stammering.

So these are the certain things which we have notices in our learning team, and we
are overcoming with these problems. Our LT members are growing and they are
happy with the changes that are slowly coming up. As well as the other class
members and teachers are praising us by this we came out with certain stuff which
we are also not aware of but when we came across those qualities it brings out a
new change and a thought within the team.

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 CASE STUDY

Real Case: There Are Teams, and There Are Teams.

1. Based on the information in the case and your reading of the chapter, what
would you recommend to be included in the following assignments you are
given as a member of a large multinational corporation training department?

a. How would you make the teams of the Japanese subsidiary more
effective? Based on the information in the case and the chapter, I would
make the teams of the Japanese subsidiary more effective?

I would ensure that the team members have a clear understanding about the priority
of their tasks. I would also ask the team members to establish methods for giving
and receiving feedback. In order to keep harmony in the team, I would clearly
communicate that all team members are responsible and accountable. Finally I
would hope that my team would be the model by the organization’s goals.

b. How would you make the cross-functional team that is working on new
product development for both the US and Japanese markets as effective
as possible?

I would make the cross-functional team that is working on new product

development for both the US and Japanese markets as effective as possible with
the help of some very important aspects. First of all, I would explain why the
cross-functional team was created, and communicate the importance of the teams’
task and employee’s commitment with it. I would also communicate the expected
outcomes to the team members. On that way, they will start the project with the
end in mind. Finally, I would ensure that the team understands the different stages
of their task so they would know their progress.

P a g e | 14
2. How do you personally react to the statement in the case that “the Japanese
are more interested in everyone in the team being cooperative and helpful.
Harmony is more important than productivity”?

Harmony is essential to all life. For that reason, managers have tried to maintain a
balance and encourage all team members to feel an important part of the group so
they feel a harmony in the group. However, a working group will probably be
forms by three types of people; those who collaborate and are committed to the
proper performance of its duties and responsibilities in the team, those that are
focused on their performance, but do not show commitment to the group, and
finally those member of the group that face social loafing by reducing their effort
and performance levels when acting as part of a group. At the end of the day,
because of the importance of productivity, they would be members that cooperate
more than others. The statement in the case that said, “The Japanese are more
interested in everyone in the team being cooperative and helpful. Harmony is more
important than productivity”, will definitely impact the productivity of the
company, and would clearly result in economic problems for the company. In
business it is important to have harmony but it is also important to be profitable. I
consider that keep teams smaller in size to reduce the feeling of anonymity within
a group and increase harmony would impact this situation in a positive way.

P a g e | 15
 DANGERS OF GROUP THINK

Q1 What are some factors that to groupthink in the cases described here? what
can teams do to attempt to prevent groupthink from occurring?

Factors that lead to groupthink in the given case: -

One important cause of groupthink is the desire to maintain group harmony and
trying to minimize the conflict between the individual in the group and others
around, the matter of the problem is not necessarily from the decision maker,
sometimes this happens because members try to say their opinion but no one would
listen, so they lose motivation for speaking up, others factors are:-

 Group is cohesive

 Consideration of few options.

 Influence from outside group

 Lack of conflict

 Stress and time pressure

 Group is dominated by leaders

Teams attempt to prevent groupthink from occurring:

There are several ways to avoid or reduce group thinking. The leader should
motivate the critical evaluator to each member. Also, the leader should avoid
stating preferences and expectations at the beginning, so the member would feel
more comfortable with giving his/her opinions. In addition, bringing experts to
meetings should encourage the members to challenge views. A leader should ask
the members for their opinions and advices, and he/she also could do surveys to
evaluate the decisions, other attempt can be: -

P a g e | 16
  Get a good team together.
 Treat conflict as an essential part of a solid outcome, without
conflict, life would be dull, and no suggestions will be there.
 Let members of the group know that no perspective, no question and
no suggestion is a dumb one or a wrong on.
 Allow time for making decisions as a team
 Avoid adding judgments or desired outcomes.
 Don't surround yourself by yes people

Q2. How might differences in status among group members contribute to

groupthink? For example, how might lower status members react to a group’s
decision? Are lower- status members more or less likely to dissenters? Why
might higher-status group members be more effective dissenters?

The differences in status among group member contribute to groupthink

greatly because usually a higher status is more dominant than the lower status
person. In the discussions and contributions of group members we can see the
variation between their personalities. Differing personalities have a role in the
reflection of individual interaction in the group. For example, people who express
their opinions with confidence and freedom and courage of those who disagree
hesitate to give their opinion.
Lower status members are not likely to be dissenters, lower-status members
would feel like they have less power, therefore they may be less likely to speak up
or give their opinions. High-status members have a higher self-esteem, and this
may cause them to be more opinionated and more effective dissenters. So, they
probably hold more power.

Q3. Microsoft CEO Steve Ballmer says that he encourages dissent. Can such
norms guard against the occurrence of groupthink? As a manager, how would
you try to cultivate norms that prevent groupthink?

Yes, encouraging dissent as norm or culture guards against groupthink. As a

manager the first thing I would do is to appoint a devil’s advocate to encourage

P a g e | 17
members to raise objections & concerns. There should be multiple advocacy so
that subgroups can make different proposals. This group should be evaluated by
entity separated from the leader. Group members should get feedback from
constituents on tentative decision. I can also develop multiple scenarios and
contingencies for each scenario.

Q 4: How might group characteristics such as size and cohesiveness affect

groupthink?

Although size affects diversity of views, but people grow more intimidated and
hesitant as group size increases, they likely to feel less personal responsibility as
group gets larger. Again because of large group size social loafing may occur
where individuals expand less effort and conform to the group decision without
any counter views. This generates the pressure on individuals holding counter
views to reserve it to themselves. When a group is too cohesive, there is a
tremendous desire of unanimity. Seeking consensus becomes an end. There
members tend to become unwilling to criticize one another’s ’ideas or
suggestions.

In this case, that means that every one of the group is being an inactive member
by not sharing his point of view in a proper way and trying to approve the validity
of their theory or information they are offering, because members are trying to
avoid arguments and disagreements with the leaders or majorities opinion.

Groupthink occurs when a cohesive group strives for consensus in arriving at a

decision. this striving for consensus typically interferes with making a good
decision. However, whenever the group ignores or discounts information that
would tend to show a decision to be unwise, this means that group members are
being immoral and indecent or not thinking.

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Managing self how much power you have in your group

NAMES VISIBILITY SCORES INFLUNCE SCORES

Himanshu Nishad 38 42
Prashant Singh 44 47
Rishav Gupta 41 54
Ruchi Singh 44 53
Sanskriti Chaturvedi 39 39
Sagar Arora 42 54

HIGH VISIBILITY / HIGH INFLUNCE

In this category out of the 6 member’s 4 members got scores above 40 in both
visibility as well in influence part which shows these member which are Prashant
Singh, Rishav Gupta, Ruchi Singh, Sagar Arora are highly active in their group they
are Seen & Heard in the group . This shows their level of participation in their
group & their contribution for the team is very high. These members are having
the great influence on each other.

LAW VISIBILITY/HIGH INFLUNCE

One member (Himanshu Nishad ) got a score below 40 (38) in visibility & above
40(42) in influence .This score reflects that this person is Heard but not seen they
are also called as “behind the scene” influencer. These individuals want to be
away from the lime light like a leader does.

LAW VISIBILITY/LAW INFLUNCE

One member (Sanskriti Chaturvedi) got a score below 40 (39) in visibility & below
40(39) in influence. This score reflects that this member is not Neither Seen nor
Heard in the group .They just don’t try or want to take initiatives in the teams.
These types of people have a difficulty in advancing in organizations.

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ORGANISATION CULTURE:

“Organization culture helps in nourishment of an employee.”

Our learning from this activity is that how organization culture prevails in an
organization & how it uplifts the productivity of an organization as well as how it
enhances the individual performance level.

In this case activity there are 3 companies who have their own organization
culture. Successful organization are built and sustained by Great Leaders

Infosys:
 Gives training programs to its employees to enhance their skill set.
 Leaders at Infosys are identified on the basis of parameters such as
performance , commitment to surpassing customer expectations, set
standards in business & transactions
 Focus on 360 degree development.
 Developing relationship.
 Leadership skill training
 Also using systematic process learning.

Wipro:
Wipro placed great stress on grooming its employees for leadership roles in the
company.

 Company shortlisted 8 leadership qualities of employees based on its

values, vision and business strategy
 Uses 360 degree survey.
 Use feedback process and accordingly draw up a Personality Development
Plan (PDP).
 Identify the strength and improvement areas and determining the action
steps.

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Wipro has 5 different leadership Programs for its employees.
1. Entry Level Program (ELP) for campus hires and lateral hires.
2. New Leaders Program (NLP) for Leaders within the groups.
3. Wipro Leaders Program (WLP) for Middle Level managers who have
business development & Project management.
4. Business Leaders Program (BLP) for employees from senior management
who have revenue generation and Profit & Loss responsibilities.
5. Strategic Leaders Program (SLP) for Top management employees mainly
conduced as a part of its tie-ups with international business.

HUL: Took change management initiatives.

 Company focus on customer-oriented approach they don’t want to lose
up their customers.
Follows Transformational Leadership by taking “Employee First” initiatives
according to the company its employees are on the topmost priorities which
motivate them to boost up their performance. It also enhances their productivity.

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 ORGANIZATION STRUCTURE

Siemens Simple Structure – Not

1. What do Kleinfeld’s efforts at Siemens tell you about the difficulties of

restructuring organizations?

Siemens is one of the largest electronic company in the world with 77

billion of revenue 427,000 employees and branches in 190 countries. When
Kleinfeld took over as CEO he tried to make the structure less bureaucratic
which means the organization is a form of organization that has pyramidal
command structure and is very organized with high degree of formality in
the way it operates. A bureaucratic structure organization has two
fundamental characteristics. First the structure is hierarchical which means
there are clearly ordered levels of management when lower levels are
subordinate, or answerable, to higher levels. Second the organization is
governed by a set of objectives laws, rules and procedures as the basis of
authority and direction. By doing this the decisions will be made more
quickly and he spun off underperforming businesses and simplified the
company’s structure. The problem which Kleinfeld faced was that the
efforts that he was putting in to make changes in the structure drew angry
protest from the employee groups with constant picket lines outside his
corporate offices. One of the challenges of transforming European
organizations is the customary active participation of employees in
executive decisions. Half the seats on the Siemens board of directors are
allocated to labor representatives. Even the labor groups did not react
positively to Kleinfeld’s restructuring efforts. In his efforts to speed those
efforts labor groups alleged Kleinfeld secretly bankrolled a business-friendly
workers group to try to undermine Germany’s main industrial union. 50%
board of members is labor representatives and even there was a conflict
between labor representatives and the bank rolled business friendly work
P a g e | 22
 force. This was the reason that he got replaced because people do not like
to change the really don’t like uncertainty and anyone coming in to change
things will be quickly disliked by the employees. Organic model of
restructuring is not positively effective and simplifying group structure
might cause conflict between roles in organization. It was appropriate to
make rational with employees voice as well as company’s financial stability.
American way of restructuring was not apt for European organizations and
allegations against Kleinfeld about undermining Germany’s main industrial
union.

2. Why do you think Loscher’s restructuring decisions have generated less

controversy that did Kleinfeld’s?

Kleinfeld was later replaced by Peter Loscher; he has found the same
tensions between inertia and the need for restructuring. Only a month after
becoming CEO, Loscher was faced with a decision whether to spin off the
firm’s underperforming 10 billion euro auto parts unit. He had to weigh the
forces for stability which want to protect worker interests against US style
pressures for financial performance. One of the VDO’s possible buyers is a
US company TRW the controlling interest of which is held by Blackstone, a
US private equity firm. German labor representatives have derided such
private equity firms as “Locusts”. When Loscher decided to sell VDO to
German tire giant Continental Corporation, Continental promptly began to
downsize and restructure the units operations. Loscher has continued to
restructure Siemens. In mid 2008 he announced elimination of nearly
17,000 jobs worldwide. He also announced plans to consolidate more
business units and recognize the company’s operations geographically.
Loscher said that “The speed at which business is changing worldwide has
increased considerably and we’re orienting Siemens accordingly. Since the
switch from the Kleinfeld to Loscher Siemens has experienced its ups and
downs. Since 2008 its stock price has fallen 26 percent on the European
stock exchange and is down 31 percent on the New York Stock Exchange.
That is better than some competitors such as France’s Alcatellucent. But
Loscher restructuring decisions have generated less controversy than
P a g e | 23
 Kleinfeld as Loscher decided to sell VDO to German tire giant Continental
Corporation thereby acquiring the support of workers and he even
announced plans to consolidate more business units. Loscher was more
supportive of German employees with his ideology where as Kleinfeld was
more American in his thinking. The decision of the company’s supervisory
board was unanimous with trade union representatives supporting the
decision. In mid 2008 although he announced elimination of nearly 17,000
jobs yet he managed to downsize the organization efficiently.

3. Assume a colleague read this case and concluded “This case proves
restructuring efforts do not improve a company’s financial performance.”
How would you respond to this statement?

A business organization makes changes in personnel and departments and can

change how workers and departments report to one another to meet market
conditions. Some companies shift organizational structure to expand and
create new departments to serve growing markets other companies
reorganize corporate structure to downsize or eliminate departments to
conserve overhead. Often new owners or managers rearrange business
structure to create a familiar business model.

Restructuring efforts of Kleinfeld were along the lines of what Jack Welch did
at General Electric’s. His efforts were to make Siemens less bureaucratic. He
has got little applause for boosting 2006 sales by 16% and profits by 35%. He
had pushed Siemens' 475,000 employees to make decisions faster and focus as
much on customers as on technology. He spun off underperforming
telecommunications-gear businesses and simplified the company's structure.
Siemens shares have risen 26% in the two years since he took over, vs. 6% for
GE during Kleinfeld’s tenure. But in spite of all this Kleinfeld was not accepted
at the organization by the employees. His downsizing acts were not accepted
by the employees and the board of directors at Siemens’ who represented the
employees. Kleinfeld had angry employees demonstrating outside his window
very often. Loscher spun off an underperforming 10 billion –Euro auto part
unit named VDO. On the other hand Peter Loscher’s restructuring was more
P a g e | 24
 along the lines of German corporate vision. Loscher joined the organization
after Kleinfeld’s tenure. He had to face questions about a bribery scandal that
had sapped his authority even though he was not personally implicated.
During Loscher’s tenure the company did face a lot of ups and downs. Its stock
price fell in the European stock exchange and New York stock exchange but did
better than its contemporaries like Alcatel and GE. Though his actions often
incorporated employee interests Loscher, in mid 2008 eliminated 17000 jobs
worldwide in attempt to reorganize the company’s operations. Instead of
selling it to an American business giant named TRW, he sold it to German tire
manufacturer.

Do you think a CEO who decides to restructure or downsize a company takes the
well being of employees in to account? Should he or she do so? Why or why
not?

Downsizing refers to a process where a company or a firm simply reduces its

work force in order to cut the operating costs and improve efficiency.

The following are the reasons for downsizing a company:

a) Merging of two or more firms

b) Acquisition

c) Economic crisis

d) Strategy changes

e) Excessive workforce.

Yes, a CEO should consider the well being of employees while downsizing the
company.

a) Productivity and Creativity Drops- The employees may reserve ideas in case
they too are downsized. Lower creativity sometimes translates into lower
productivity.

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b) Potential for Legal Issues- Unjustified layoffs leave employees exposed to
expensive lawsuits .Company also stands to earn a bad reputation which could
further harm business. Reasons for considering well -being of employees

c) Decrease Morale- After the downsizing takes place; remaining employees

may face greater work responsibilities without extra pay, so it will lead to
decrease in the morale of employees.

d) Social Media - Former employees may share their experiences on YouTube,

Twitter, Face book or a blog. If the comments are negative, it will seriously
harm company’s reputation and also affect ability to attract new clients or
employees. Reasons for considering well -being of employees

e) Advance Notice- According to the Worker Adjustment and Retraining

Notification Act (WARN) requires employers to give employees, a 60 days’
notice to mass layoffs when reducing their workforce by 33 percent or more.

f) Severance Packages- It refers to the pay and benefits an employee receives

when he or she leaves a company. Severance packages also include extended
benefits, such as health insurance and outplacement assistance to help the
employee secure a new position. Reasons for considering well-being of
employees

Downsizing Conclusion Kleinfeld vs. Loscher. Making it less bureaucratic.

Restructuring a European organization. Loscher’s efforts caused less
controversy, but did not go well with all constituents. May be needed in cases
of acquisitions and mergers. Not always a result of business losses. This type is
tough to manage and is mostly adopted to overcome adverse situations. Had
to lay off 85,000 employees to stay in business. Example of IBM, which had
never laid off staff ever since its incorporation. Restructuring is one of the
options for a business to stay on track with changing times and business
conditions .No business can continue to function in the same way forever.

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 RED AND BLUE CARD

In organizational behavior we did and exercise which is named as red and blue
card activity. This exercise is all about team co-ordination. This is a game that we
can used to describe about conflict and importance to do co-relation, negotiation to
achieve personal and group goals.

It shows how trust is important in a group and how to move forward.

NEEDS:

Card: Red and Blue for each group.

Methods: Divide participants into 3 groups.

Give instructions that each group must choose between show red card or the blue
card in each round. There are 10 rounds in this group.

They must not speak to other groups but they can have discussion between group
members to decide card color each round. Give then instructions to collect highest
score in total 10 rounds by stick into these rules:

All groups choose red card, everyone get point.

All groups choose Blue card, everyone get point.

1st group choose red card (1point), 2nd group choose blue card (1 point).

1st group choose blue card (1 point), 2nd group choose red card (1 point).
Facilitation makes a table to all groups in every round to make a strategy. This
game is over after 10 rounds.

Situation:

 Generally each team compete against each other in first 5 rounds and
collect highest score but the result will show the opposite, that while one
group collect good score, the other one will get bad score.

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  Participants will get aware in round 1-3 they will play this activity as a
game only
 Do short break after round 5, tell them to send negotiator (1-2 person) to
have discussion with other negotiator to maximize group score.
 Start again this game for round 5. After round 7 do another short break
and tell each group 10 send negotiator. Once more, to negotiate and make
a strategy how to improve group score.

You, as facilitator should encourage pr give them hints how to get win-win
situation in this break.

This game is finish after round 10.

Summarize all score and have a discussion.

Team Learning:

1. During the game, both the groups choose blue color card all the time( till
round 4).
2. After round 5, the group realized that they should cooperate so that they can
chose the gap between each other and this is done through negotiation
among the members.
3. After round 7, they were started co-operating each other and there was a
possibility, they will try to close the gap between groups. But they still
choose the same card i.e. Blue color card.

This game was done to demonstrate WIN/WIN situations but the issue that came
out was that one should have trust.

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Describe the learning’s from Leadership video of
Narendra Modi- Madison square speech
Key learning’s our team has got from this speech are-

1. Prime Minister Narendra Modi is having futuristic approach while delivering

his speech. His visions as clear and sorted.
2. Modi remain focused while delivering speech, he was not at all nervous,
neither distracted. While speaking he remain very serious and at time
humorous too.
3. Narendra Modi is very inspirational while delivering the speech. He is a god
influencer, as he knows his audience very well and he knows what exactly
he has too speak so that people can pay attention. To clear his thoughts he
gives examples too so that people can better understood his motive of
speaking.
4. Narendra Modi talks about democracy of India which means people are free
to explore themselves.
5. Usage of non-verbal communication is very good; Modi Ji wins heart by
verbal as well as by non-verbal communication. He is the man who knows
exactly where to use high pitch, where to use low pitch, proper uses of
commas, full stop, this voice modulation and his gestures make us learn how
to present ourselves in front of huge crowd.
6. Things which we learnt from his speech were his dedication towards the
work he is doing.
We all must do our work whole heartedly and must dedicate our self in
doing so. Because people cannot achieve anything just by being lazy. One if
someone wants for nation or for themselves than dedication is very
important.
7. He is a charismatic leader, he is persuasive and his charm brings out the best
leadership quality.

These are the major key takeaways from P.M. Modi’s speech at Madison
Square.

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 What’s your Leadership Style?

Leadership quotes
PRASHANT SINGH “Leadership is lifting a person’s
vision to higher sights, the raising of
person’s performance to a higher
standard, the building of personality
beyond its normal limitations.”
-Peter F. Drucker
SAGAR ARORA “If your actions inspire others to
dream more, learn more, do more
and become more, you are a Leader.”
-John Quincy Adams
RUCHI SINGH The task of leadership is not to put
greatness into people, but to elicit it,
for the greatness is there already.
-John Buchan
Sanskriti Chaturvedi “If your actions inspire others to
dream more, learn more, do more
and become more, you are a Leader.”
-John Quincy Adams
RISHAV GUPTA The task of leadership is not to put
greatness into people, but to elicit it,
for the greatness is there already.
-John Buchan
HIMANSHU NISHAD The task of leadership is not to put
greatness into people, but to elicit it,
for the greatness is there already.
-John Buchan

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REASONS FOR CHOSING QUOTE:
PRASHANT SINGH – I chose this quotation because according to me a
leader is that person who always move ahead with his team, who always give
opportunity to others by showing the right way to them. A good guidance can bring
a good output from others, but it can only be happened when a leader should aware
of all the right things. A leader is not that who always think of himself, who always
think of his own profit, a good leader will always show a way to others and bring
out and raise the potential of others.

RUCHI SINGH –The quote itself means that leadership is that quality in a
person who knows or can discover other’s talent or they can come across such
abilities which person himself/herself don’t know.

Example: Like in the movie Bahubali: The Conclusion, when Bahubali comes
across Kumar Vishwas ability he helped him to be strong. As we all have seen in
the movie that Kumar Vishwas was fearful he don’t want to fight with anyone, and
he himself was not aware of the fact that he too possesses such qualities by which
he can win many fights. But Bahubali made him realize.

So by this example it is very clear how leader brings out the best in his team
member. Being a leader doesn’t mean you have to be superior or prove yourself
great, leadership mean to work with team and make them do what they can but not
aware that they can do so.

SAGAR ARORA – Yes, I agree to this quotation and it suits me well because I
see myself as a learner. I believe we should engage our self and learn from
whatever we are doing. If we engage our self more than we will achieve more & it
will inspire others as well to dream more and achieve more.

SANSKRITI CHATURVEDI – Means dream up better things or think in a way which

leads to the success or brings happiness in their life, dreaming describes leaders
imagining things that might be, that don't currently exist. Dreaming in this context
is the active and purposeful use of our imagination, our creativity and our intuition.
Oftentimes, great leaders are called "visionaries”.

HIMANSHU NISHAD – I took this because i feel that innovation is something

that sets you apart from others. It makes you different & as we should do more of

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imagination. It makes us unique & breaking the benchmarks leads to further
innovation and people who follow this pattern of thinking should rightly deserve to
be called as a leader.
Building world full of wild curiosity so further place for growth its better than old
lame patterns.

RISHAV GUPTA - I completely stand by this quote. A leader is the one who
shows the path to others. Often, he has to use news ways or ideas to solve the old
problems. A person who can think creatively or something new is always a step
ahead of others. Copying an old idea is the simplest thing which anyone can do.
But coming up with new ideas is something only a true leader does. People like
Steve Jobs, Bill Gates etc, stand out of the crowd because they gave the world
something new, something which no one has ever thought. They became the world
leaders because of their capability of innovation. A leader need not to be an
individual always, it can be a company or a team as well. Inside a team there can
be individual leaders. As in our class we have ten learning teams, we can use
innovation in our learning teams as well to become a leader. A team which always
tries to come up with some new ways of presentation or project work is a leader in
the class.

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 5 MOST IMPORTANT LEADERSHIP QUALITIES

As said “Manager Do the things Right and Leaders do the right

things”. A leader is that, who always show the path to the others in the
right directions and always ready to come out with different ways in
many situation.
Leaders help themselves and others to do the right things. They set
direction, build an inspiring vision, and create something new.
Leadership is about mapping out where you need to go to "win" as a
team or an organization; and it is dynamic, exciting, and inspiring.
Yet, while leaders set the direction, they must also use management
skills to guide their people to the right destination, in a smooth and
efficient way.
Leadership is the art of getting someone else to do something you
want done because he wants to do it.
– Dwight D. Eisenhower
According to us the 5 most important leadership qualities a leader should
possessed with:
1. Creates an inspiring vision for the future
2. Motivates and inspires people to engage with that vision
3. Manages delivery of the vision
4. Coaches and builds the team, so that it could be more effective at
achieving the vision.
5. Lastly a leader should possess with a good decision skills to
achieve the vision set.

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 MANAGING ORGANIZATION CHANGE IN THE VUCA
WORLD

In a VUCA world (Volatile, Uncertain, Complex, Ambiguous),

leaders must be able to adapt to — and stimulate — continuous
organizational change. Older procedures, labeled “change management,”
often represent outmoded, top-down strategies for gaining “buy-in” and
overcoming “resistance” to discrete initiatives. These older methods,
which aim primarily to control change, most often do not result in
shared, long-term ownership and engagement, nor heightened readiness
and flexibility in the face of continuous, emergent change – which is
what the VUCA world is all about. Worse, older change management
methods can embed cynicism and workplace fears, making an
organization even less resilient.
Change leadership, by comparison, is associated not only with
transforming the work, but also transforming the culture. The ultimate
goal of change leadership is the creation of a truly generative, rather than
merely reactive organization. There are six core performance
dimensions.

Six Performance Dimensions

1. Understanding the nature of adaptive challenges.
Adaptive challenges are urgent ones that have no precedent and
cannot be addressed via any single individual’s current expertise or
experience. Solutions depend on combining and enlarging skills
while marshaling energy to convert change anxiety into positive
growth.

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2. Creating a shared vision, social meaning and context for
change.
This includes collaboratively defining required changes, examining
human impacts, and exploring the underlying purposes of change.
In turn, this work drives the shifts in relationships needed to
achieve a common vision.

3. Courageously embracing feedback about leaders and systems.

The status quo is defined by the strengths of the organization but
also by the problems that people inside and outside the
organization are living with. Fostering change means helping an
organization address what is already problematic and chaotic from
the inside out, not just adding programmatic “solutions” meant to
increase effectiveness or efficiency.

4. Learning from collaborative experiments, and applying that

learning.
Change happens when people design and try out their inventions,
form their own change process, and learn how to keep making
adjustments in a continuing spiral of knowledge, action and shared
discovery.

5. Integrating personal development.

Evolution happens both externally and internally. There must be an
intimate connection between the leader’s own growth, others’
growth, and the organization’s ongoing transformation. Truly
generative organizations incorporate supportive communities and
learning relationships that join higher level, integrative thinking
with the long-term development of people.

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6. Raising the level of conjoint awareness.
Individuals, teams, and the organization as a whole must rise
through meta-conversations and dialogue to examine their deeper
patterns, inter-connections, and the dynamics of their own and
others’ experiences. This awareness serves as the ultimate
foundation and shared readiness for change.

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 FORCE FIELD ANALYSIS

Some people struggle when they have tough decisions to make. They hash through
the pros and cons, and agonize over making the right call. This is when force force
field analysis helps you in finding out your problems and help in working over it.

Force Field Analysis was created by Kurt Lewin in the 1940s. Lewin originally
used it in his work as a social psychologist. Today, however, it is also used in
business, for making and communicating go/no-go decisions.

The idea behind Force Field Analysis is that situations are maintained by an
equilibrium between forces that drive change and others that resist change. For
change to happen the driving forces must be strengthened or the resisting forces
weakened.

HOW THIS TOOL WORKS?

Think of a problem you are currently facing, then start analyzing your problem on
these questions:
1. Describe the Problem, as specifically as possible
2. List the forces that driving changes in your problem
3. List the forces that are restraining those changes
4. What can you do, to remove obstacles to changes?
5. What can you do to increase the forces driving change?
6. What benefits can be derived from breaking a problem down into forces
driving change and forces restraining change?

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In our Team each member has done his analysis, they are as:

PRASHANT SINGH

Problem: I want to work on my time management specifically, which I think is

very bad. I am not good in arrange my work according to time which I think is not
good for my growth. For being a good leader a leader should know very well that
how to utilize and manage his time in a proper way.

FORCES DRIVING CHANGES:

1. Proper time management will help me in accomplishing my goal in a shorter

period,
2. Proper time management will help me in learning new things which will
help me in making me successful for my career,
3. It will help in making decision making ability,
4. It will make me a good leader in future,
5. It reduces stress,
6. In free time I can give time to myself, I can enjoy and can do fun in that time
which will keep me happy,
7. Proper time management will make me disciplined which will also help in
my job,
8. Proper time management will open more opportunities for me in future.

FORCES RESTRAINING CHANGES

1. Delaying of work for the another day

2. Distractions
3. Not making daily schedule
4. Not revising task in a proper manner
5. Not taking proper sleep
6. Wasting time for useless thing

STEPS TO REMOVE OBSTACLES THAT RESTRAINING CHANGES

1. Always wrote down your task on a paper

2. Start marking what task are completed and what are left to do
3. Differentiate between what all work are necessary to do first,

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 4. Separate the time for recreational activities
5. Try not to take too many responsibilities, focus on one,

STEPS TO INCREASE THE FORCES DRIVING CHANGE

1. Always try to keep yourself fit,

2. Eat healthy,
3. Always try to take out time for exercise and for games so that mind can be
relaxed,

BENEFITS DERIVED FROM BREAKING A PROBLEM

1. It will make independent and self disciplined

2. It will make me a good leader

SAGAR ARORA
Problem: Unable to manage time efficiently.

FORCE DRIVING CHANGES:

1. Time management increases the productivity.

2. Time management makes disciplined
3. It makes the person Proactive towards work

FORCE RESTRAINING CHANGES:

1. Bad routine, habits

2. Dependency on others
3. Procrastination

STEPS TO REMOVE OBSTACLES THAT RESTRAINING CHANGES

1. To wake up early
2. To being an independent person.
3. To being more task-oriented

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STEPS TO INCREASE THE FORCES DRIVING CHANGE

1. Daily exercise & stay fit

2. Meditation

RISHAV GUPTA
Problem: To much fear of stage & public speaking.

FORCE DRIVING CHANGES:

 Skill development
 To see myself more confident

FORCE RESTRAINING CHANGES:

 Fear
 Perception & Attitude of other’s towards myself

STEPS TO REMOVE OBSTACLES THAT RESTRAINING CHANGES

 More practice in front of mirror .

 Rehearsals in front of learning teams.

STEPS TO INCREASE THE FORCES DRIVING CHANGE

 Listing speeches of good speakers.

 Video recording of own speech.

BENEFITS DERIVED FROM BREAKING A PROBLEM

 Good communicator
 Good Influencer

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 SANKRITI CHATURVEDI
Problem: Time management skills, proper planning of work to be done .

FORCE DRIVING CHANGES:

1. Proper time management will help me in accomplishing my in easy and quick

way

2. Proper planning will allow me grow in work area and become less stressed

4. It will lead me to be a good leader in future.

5. Proper time management and planned work will make me more serious and
recognizable at workplace.

6. It will surely open more opportunities for me in future.

FORCE RESTRAINING CHANGES:

1. Delaying of work for the another day

2. Distractions

3. Not making daily schedule

4. Not revising task in a proper manner

5. Not taking proper sleep

STEPS TO REMOVE OBSTACLES THAT RESTRAINING CHANGES

1. Write work which is to be done in a single day at some place to remind what is
done and what is left to be done

2. Set priorities in work

3. Separate the time for recreational activities

4. Do one work at one time, multitasking not always works

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STEPS TO INCREASE THE FORCES DRIVING CHANGE

1. Try remaining healthy

2. Stay calm and fresh minded

BENEFITS DERIVED FROM BREAKING A PROBLEM

 It will help in achieving goals.

 Completion of work on time
 Work can be done without chaos and confusion

RUCHI SINGH

Problem: I have a stage fear because of which I am not able to deal with the
things and after knowing everything. I feel like that I don’t know the content.

Then my second problem, that I want to work on is that I am introvert, this creates
a problem because many a times I am not being able to talk to other person that
confidently.

FORCE DRIVING CHANGES:

1. Going against this fear will lead to accomplish my goal in a shorter period.
2. This will help me in learning new things, because if I will not being introvert
than I can freely talk to other and can learn many things from them.
3. This will help me to feel confidence while delivering the speech or
presentation.
4. Being an extrovert will help me in building new opportunities.

FORCE RESTRAINING CHANGES:

1. Distractions
2. Not practicing in front of peers or mirror.
3. Fear what others will think, they will laugh.

STEPS TO REMOVE OBSTACLES THAT RESTRAINING CHANGES:

1. Practice in front of peers

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 2. Try to involve more in public speaking.
3. Whenever free try to do things which I am afraid off.

STEPS TO INCREASE THE FORCES DRIVING CHANGE

1. To participate more often in public speaking.

2. To organize an event in which I can come across more people.

BENEFITS DERIVED FROM BREAKING A PROBLEM

1. Good presentation
2. Become a good influencer
3. This will lead me to become more confident with this I can achieve heights.

HIMANSHU NISHAD

Problem I want to control on my anger

FORCE DRIVING CHANGES:

1. Cool person always performs well.

2. Every one respects the dignity of a calm person

FORCE RESTRAINING CHANGES:

1. My mood

STEPS TO REMOVE OBSTACLES THAT RESTRAINING CHANGES

1. Yoga
2. Meditation
3. Exercise

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 CASE STUDY OF CHARLIE CHAPLIN AND ADOLF HITLER

LEADERSHIP STYLE
Our team thinks that there is a need for a leadership style that suits everybody. A
leader has to tread the fine line between being an autocratic and an engaging leader
and maintain a healthy balance in his/her leadership style. Today, a leader has to be
participative, authoritative, and friendly and possess the ability to delegate work as
per the strengths of his/her team members

STYLE COMPARISON OF ADOLF HITLER AND CHARLIE CHAPLIN:

While one was a master entertainer, the other was a ferocious dictator. Two
enormously distinctive men with one peculiarly similar moustache, both Charlie
Chaplin and Adolf Hitler are symbolic of two antithetical personalities. While
Hitler is iniquitously held as a cold-blooded, autocratic leader in the purest sense of
the word, Chaplin is regarded as the Godfather of comedy who proposed that you
smile, even though your heart is aching.

Traits of Adolf Hitler Leadership

Adolf Hitler practiced autocratic style of leadership. He had a good command over
his people and a strong characteristic of being persistent. He was undeniably a
good communicator as he led his army efficiently and inspired people with his
beliefs and ideas. He possessed the ability to use his managerial skills to his
advantage by managing his workforce by getting the work done by them. He
passed on orders but at the same time he had the skills to motivate his team
members to achieve targets and reach goals. He was a tough implementer to ensure
great results.

Hitler was a high task oriented leader. He had clear vision and knowledge of the
path for execute his strategy so he is the one who directed his people in an attempt
to execute his vision. He wanted to monitor everything and retain control of every
task, which was about to be executed. He never blamed himself for his failure but
the other which in his case was Germany as a whole.

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He knew personal details for the people working for him, fact which shows that he
was interested in them and in their personal psychological health. He was visiting
them when they were ill fact, which shows that he was interested about their
physical health.

As far as intellectual stimulation is concerned, Hitler was visionary, he wanted

Germany to be the first power and for him to conquer the world. As far as
inspirational motivation is concerned, Hitler strived to be different in order to
become the "great" world leader and had the proper plans and tactics on how to
achieve his goals.

Traits of Charlie Chaplin Leadership

Whenever he addresses the public, he starts by giving the examples of all the
problems with society and explains the level of hatred of man has not allowed the
progression of humans. Irrespective of one’s own moods and feelings, Chaplin had
always tried to make everyone feel a part of an organization, positive and energetic
which is a good leadership trait that can be derived from Chaplin’s style.

Chaplin always encouraged optimism and cheerfulness at work. He was a people

oriented leader and always kept in mind that passing orders is not going to
complete the work rather it should be known how the work is to be completed.

The reason why Charlie Chaplin is one of the great leaders in our opinion is
because even after all what he has been through like after the sudden mental illness
of his mother she was put in a mental hospital and early death of his father at a
very young age he and his brother were sent to the orphanage. Even after this all he
was able to follow his dream of becoming a Comedian this gives us a lesson that
you should not let your past or present get in your way of accomplishing things in
your life because the depression is always temporary and happiness last forever.

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