QUESTION CODE:A-5440

FOURTH SEMESTER MBA-ELECTIVE: HUMAN RESOURCES

4H3:PERSONALITY AND MANAGERIAL PERFORMANCE
(2009 SCHEME)
ANSWER KEY
PART-A
Answer any 5 questions-All questions carry 3 marks

1.What is Personality disorder?

 A type of mental disorder/ Mental illnesses that involve unhealthy and distorted
patterns of thoughts and behaviors-problematic emotional responses-poor
impulse control-interpersonal/relational difficulties
 Enduring pattern of inner experience and behavior.
 Rigid and unhealthy pattern of thinking, functioning and behaving.
 Causes significant problems and limitations in relationships, social activities,
work etc.
 Lead to serious impairments in daily life and functioning
 Result in significant distress, social impairment, and/or
occupational impairment.

(FULL MARKS FOR EXPLANATION WITH ANY 3 POINTS)

2.What are Type A and Type B personalities?

Two contrasting personality types- two sets of behavioral and emotional tendencies

-personalities that are more competitive, ambitious, impatient and/or aggressive are
labeled Type A, while more relaxed personalities are labeled Type B-Type A are more
prone to heart attacks than Type B individuals-In the 1950s two cardiologists Meyer
Friedman and Ray Rosenman coined the terms.
 (FOR BRIEF EXPLANATION OF Type A 11/2 MARKS & Type B11/2 MARKS )

3.Differentiate emotion and intellect.

Two components which make up a person-

Intellect -deals with the guiding power of mind - deals with the use of reason-the faculty
of reasoning and understanding objectively--refers to the ability of the mind to come to
correct conclusions about what is true or real, and about how to solve problems-The
rational and logical side of the human mind, which controls mind-The way of thinking,
knowing and reasoning

Emotion deals with the moving power of human mind- a natural instinctive state of mind
deriving from one`s circumstances, mood or relationship with others -our feelings like
happiness,fear,anger,affection,shame,disgust,surprise,lust,sadness,love,frustration,anxi
ety,failure,achievement etc.

(VALUE LIBERALLY)

4.Differentiate power and authority

 Meaning-

Power is the ability of a person or a group to influence the beliefs and actions of
others

Authority is the right to decide and command others

 Nature-

Power is the personal ability to influence others or events

Authority is the right given to a manager or superior to make decisions or to

command

 Scope-

Power is a wide or broader concept than authority

 Authority is a narrow concept and can be a type of power

 Flow-

Power can flow in any direction-upwards, downwards or horizontally

Authority flows downwards in the organisation

 Delegation-

Power cannot be delegated

Authority can be delegated

 Legitimacy-

Power need not be legitimate or official in nature

Authority is legitimate and always official in nature

 Level of Management

Authority depends on the level of management.

Power does not depend on level of management

(FULL MARKS FOR ANY 6 DIFFERENCES )

5.Differentate questionnaire and schedule.-

 Questionnaire is generally sent through mail - schedule is generally filled by the

research worker or enumerator.

 In questionnaire method data collection is cheap and economical –But in the

case of schedules data collection is more expensive.

 Non response is usually high in the case of questionnaire -Non response is very
low in the case of schedules
  In the case of questionnaire it is not always clear as to who replies- But in the
case of schedules identity of the respondent is known.

 The questionnaire method is likely to be very slow - In the case of schedules the
information is collected well in time

 No personal contact is possible in case of questionnaire -Direct personal contact

is established in the case of schedules

 The questionnaire method can be used only when respondents are literate and
cooperative.-But in the case of schedules the information can be gathered even
when the respondents happen to be illiterate.

 .Wider and more representative distribution of sample is possible under the

questionnaire method-But in respect of schedules there remains the difficulty in
sending enumerators over a relatively wider area.

 .Risk of collecting incomplete and wrong information is relatively more under the
questionnaire method-The information collected is generally complete and
accurate in the case of schedule

 The success of questionnaire methods lies more on the quality of the

questionnaire itself-In the case of schedules, the success depends upon the
honesty and competence of enumerators

 The physical appearance of questionnaire must be quite attractive-This may not

be the case in the case of schedules.

 It is not possible to use observation method when collecting data through

questionnaire –But along with schedule observation method can also be used.

(FULL MARKS FOR ANY 6 DIFFERENCES )

6.What are functional and dysfunctional conflicts.

Functional conflict -Constructive Conflict - A confrontation between two ideas, goals

and parties that improves employees and organizational performance -Supports the
goals of the group and improves its performance-Contributes to the achievements of the
goals of the group or organization-Develops cohesiveness -Advantageous to the group
and the institution.-Gives its members a chance to identify the problems and see the
opportunities--Leads to innovation and creativity Enhance opportunities for learning, self
development and growth among individuals-Provide challenging work environment-
Release of tension-High quality decisions-Can bring important problems to the surface
so that they can be addressed.- should be nurtured, if not encouraged

Dysfunctional conflict -Destructive Conflict-hinders individual and group performance-

inevitable and desirable in organizations, but when not effectively handled, conflict can
tear relationships apart and, thus, interfere with the exchange of ideas, information and
resources in groups and between departments- Usually hinders organizational
performance and leads to decreased productivity- Characterized by competing
individual interests overriding the overall interest of the business. Managers withhold
information from one another. -High employee turnover, Absenteeism-Tension-
Dissatisfaction- Works to the individual’s, group’s, or organization’s disadvantage-
Diverts energies, hurts group cohesion, promotes interpersonal hostilities, and creates a
negative environment for workers- Should be reduced or removed

( BRIEF EXPLANATION OF FUNCTIONAL CONFLICT 11/2 MARKS & DISFUNCTIONAL CONFLICTS 11/2 MARKS)

7.What are stressors?

The factors contributing to stress-the causes of stress- factors which causes or

promotes stress-Situation, circumstances or any stimulus that is perceived to be a
threat - Anything that causes the release of stress hormones-aspects of the work
environment that may require some adaptive response on the part of employees-exist in
the environment and they make a physical or emotional demand on the person. Two
important categories-Physiological or physical stressors(stressors that put strain on our
body-like pain ,injury, illness, high or low temperature etc.) and psychological stressors
(events, situations, individuals, comments or anything we interpret as negative or
threatening) (FULL MARKS FOR CLEAR EXPLANATION WITH EXAMPLES )

8.What is “Performance counseling?”

Key ingredient of performance management- a manager initiated strategy for improving
performance- a very important activity that helps employees to know themselves better.
-Help provided by a manager to his subordinates in objectively analyzing their
performance-the process of communicating to an employee the manager`s assessment
of the strong aspects of the employee`s performance of job and ways in which that
performance may be improved-help the employee in: 

Understanding himself - his strengths and weaknesses.

Improving his professional and interpersonal competence by giving him feedback

about his behavior.

Setting goals and formulating action plans for further improvement.

Removing or reducing the inner obstacles due to personal problems or

organizational changes that affect job performance

(FULL MARKS FOR CLEAR EXPLANATION )

PART-B
Answer any 3 questions-each question carries 10 marks

9.Explain the stages in the development of human personality disorders

(1) Avoidance of social or occupational activities that involve significant interpersonal

contact, because of fear of criticism, disapproval, or rejection

(2) Unwillingness to get involved with people unless certain of being liked

(3) Showing restraint within intimate relationships because of the fear of being shamed
or ridiculed

(4) Excessive preoccupation about being criticized or rejected in social situations

(5) Inhibition in new interpersonal situations because of feelings of inadequacy

(6) Viewing self as socially inept, personally unappealing, or inferior to others

(7) Reluctance to take personal risks or to engage in any new activities because they
may prove embarrassing

(8) Persistent and pervasive feelings of tension and apprehension

(9) Restrictions in lifestyle because of need of security

(10) Having a negative outlook on life; focusing on and accentuating the worst aspects
of current and past experiences or circumstances; expecting the worst outcome

(VALUE LIBEALLY)

10.Discuss the role of interpersonal affinities and relationships in managerial

performance.

Better, Strong, Positive and Effective relations-Trust Building-Effective Communication-

Promote Teamwork - Conflict Management and Negotiation-Better understanding-
Respect each others cultural values-Effective leadership-Motivation-Modified behavior
and Attitude-Staff commitment-Retain valued employees-Greater Productivity-High
revenue growth etc.

(FULL MARKS FOR BRIEF EXPLANATION OF ANY 5 POINTS WITH EXAMPLES )

11.What are the criteria you will establish for judging performance-based
assessments?

Be related to the strategic goals and measures

Be related to the objectives and accountabilities of the teams and individuals concerned
Focus on measurable outputs and accomplishments
Indicate the data or evidence that will be available as the basis of measurement
Be verifiable-provide information that will confirm the extent to which expectations have
been met
Be as precise as possible in accordance in accordance with the purpose of the
measurement and the availability of data
Provide a sound basis for feedback and action
Be comprehensive, covering all the key aspects of performance
OR [Process Criteria-Product Criteria-Progress Criteria]
OR[Individual Traits-Job Behaviour-Job Results]

(DETAILED EXPLANATION OF ANY 3CRITERIA EXPECTED)

12.``Stress is a good servant, but a bad master’’-Substantiate this statement

Stress has two faces-It is a good servant, but a bad master -It can be helpful as well as
harmful- In other words, it can be one`s best friend or worst enemy-A certain amount of
stress is necessary to achieve success, but undue stress causes distress- Positive
stress can provide zest and enjoyment as well as attentiveness and energy for meeting
deadlines, coping with emergencies, achieving maximum performance and meeting
new challenges-In moderate amounts stress is useful-even in large doses it is often
appropriate and vital-But let it not control us-We can use stress for our benefit, let it not
harm us.
(DETAILED EXPLANATION WITH REAL LIFE EXAMPLES EXPECTED)

13.Explain the counselling process

Counselling process is a planned structured dialogue between a counsellor and a
client-It is a cooperative process in which a trained professional helps the client to
identify sources of difficulties or concerns that he or she is experiencing-They develop
ways to deal with and overcome these problems –involves analyzing and
understanding client`s behavior and showing empathy and kindness-Series of steps or
stages through which the counsellor and client move -
.The different stages are-
  Relationship building or Rapport building-initiating-developing mutual
understanding openness and acceptance(Preparing for the session).
 Exploration/Problem assessment and diagnosis -Understanding the client`s
feelings, his strength and weaknesses, his problems and needs etc.(setting the
framework).
 Formulation of counseling goals/Goal setting- Formulation of action plan for
improved task performance.
 Intervention and problem solving (Discussion).
 Termination and follow-up.
 Research and evaluation.
(FOR MEANING -4 MARKS - FOR EXPLAINING THE PROCESS/STAGES-6 MARKS)

PART-C

14.Compulsory question-15 marks

 Summary of the case - 3 marks

 Analysis - 6 marks
 Answer to the Question- 6 marks

[There are several positive aspects in the performance of Anoop Bhargava. But the HR
challenge in this case is that he is an asocial individual and he is not a team player and
the solution is to bring changes in the behaviour of such an employee who is an asset to
any organisation ,through counselling

He can mend his ways through proper counselling. He should be transformed into a
social being and a good team player through the use of appropriate counselling
techniques.]