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1 Introduction To Organizational Behaviour
1 Introduction To Organizational Behaviour
info
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Organizational behaviour is directly concerned with the understanding, prediction, and control of
human behaviour in an organization. In other words, organizational behaviour is a field of study
that investigates the impact that individuals, groups and structures have on behaviour within an
organization with the purpose of applying such knowledge for improvement of organizations
effectiveness.
Understanding organization is important because we spend our lives interacting with them. If the
world is a stage, it is a stage filled with organizations. We play our roles/parts on an
organizational stage. By acting our parts, we influence organizations and organizations also
influence us. In this regard, it is extremely important to understand these behavioural aspects of
organization. The necessity to understanding OB is explained through the following points.
The study of OB helps us understand ourselves and others in a better way. This helps greatly in
improving our inter-personal relations in the organizations. Friendly and cordial relations
between employees and management and also among the employees create a congenial work
environment in organizations.
The knowledge of OB helps the managers know individual employees better and motivate
employees to work for better results. It helps managers apply appropriate motivational
techniques in accordance to the nature of individual employees who exhibit glaring differences
in many respects. One of the basic characteristics of OB is that it is human in nature. So to say,
OB tackles human problems humanly. It helps understand the cause of the problem predicts its
future course of action and controls its evil consequences. Thus, treating employees as human
beings enables the managers to maintain cordial industrial relations which, in turn, create peace
and harmony in the organization.
Another popular reason for studying OB is to learn how to predict human behaviour and, then,
apply it in some useful way to make the organization more effective. Thus, knowledge of OB
becomes a pre-requisite to students of BBS who is going to assume a managerial job. Finally, all
organizations are run by human. Human working in the organizations makes all the difference.
This is where OB comes into the picture. OB helps managers to efficiently manage human
resources in an organization. It enables managers to inspire and motivate employees towards
productivity and better results.
9. State briefly the levels of analysis of OB.
Levels of OB
OB is the systematic study of what people do in an organization and how their behaviour affects
organization’s performance. Analysis of organizational behaviour can be done in reference to
three key levels explained below:
i. Individual level: OB views organization as individual's behaviour. It studies the individual
behaviour of people and how they react to organizational plan, policies, etc. Psychological
theories like learning, motivation and leadership are also considered in studying the behaviour of
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an individual. It also studies the factor iike learning, perception, belief, and attitude of each
individual.
ii. Group level: OB views organization as the group behaviour. It studies how the group interacts
with each other? How they work? What types of task the groups are performing? How does
leadership influence to the group? Etc.
iii. Organizational level: OB is the behavioural science. It studies the behaviour of organization
as a whole. In studying the organization, it applies the knowledge of behavioural science. OB
analyzes how the organizational structure, designs, technology influences the organizational
effectiveness. It tries to focus the relationship between organization and environmental factor
that directly or indirectly affects the organization.
10. What are the various disciplines contributing to the field of organizational behaviour?
Explain.
Contributing Disciplines of OB
Organization behaviour is applied sciences that is built up on contribution from a number of
behavioural science .Some of the key disciplines that contribute OB are explained briefly.
i. Psychology: It is a science which describes the change if behaviour of human and other
animals. The major contributions of psychology in the field of OB have been in the following
subject matter:
Learning
Perception
Personality
Individual decision-making
Performance appraisal
Attitude measurement
Employee selection
Work design
Motivation
Emotions
Work stress
Job satisfaction
ii. Social Psychology: It is an area within psychology that blends concepts from psychology and
sociology and focuses on the influence of people on one another. The major contributions of
social psychology to OB are in the following subject matter:
Behavioural change
Attitude change
Communication
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Group process
Group decision making
iii. Sociology: It is the study of society, social institution and social relationship. The main
contributions of sociology to the field of OB are in the following subject matter:
Group dynamics
Communication
Power
Conflict
Inter group behaviour
Formal organizational theory
Organizational culture
Organizational technology
Organizational change
iv. Anthropology: It is the study of human, past and present. The major contributions of
Anthropology in the field of OB are in the following subject matter:
Comparative values
Cross-culture analysis
Organization culture
Comparative attitudes
Organization environment
v. Political Science: It is the study of the behaviour of individuals and group within a political
environment. The main contribution of political science in the field of OB has been concerned
with the following subject matter:
Conflict
Intra-organizational politics
Power
11. Why is the understanding of behavious of people at work necessary? Discuss the critical
behavioural issues the modern managers are facing.
Necessity of understanding behaviours of people of work necessary
Organizational behaviour is directly concerned with the understanding, prediction, and control of
human behaviour in an organization. In other words - organizational behaviour is a field of study
that investigates the impact that individuals, groups and structures have on behaviour within an
organization with the purpose of applying such knowledge for improvement of organization's
effectiveness.
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Understanding organization is important because we spend our lives interacting with them. If the
world is a stage, it is a stage filled with organizations. We play our roles/parts on an
organizational stage. By acting our parts, we influence organization and organizations also
influence us. In this regard, it is extremely important to understand these behavioural aspects of
organization. The necessity to understanding OB is explained through the following points.
The study of OB helps us understand ourselves and others in a better way. This helps greatly in
improving our inter-personal relations in the organizations. Friendly and cordial relations
between employees and management and also among the employees create a congenial work
environment in organizations.
The knowledge of OB helps the managers know individual employees better and motivate
employees to work for better results. It helps managers apply appropriate motivational
techniques in accordance to the nature of individual employees who exhibit glaring differences
in many aspects.
One of the basic characteristics of OB is that it is human in nature. So to say, OB tackles human
problems humanly. It helps understand the cause of the problem predicts its future course of
action and controls its evil consequences. Thus, treating ernployees as human beings enables the
managers to maintain cordial industrial relations which in tum, create peace and harmony in the
organization.
Another popular reason for studying OB is to learn how to predict human behaviour and then
apply it in some useful way to make the organization more effective. Thus, knowledge of OB
becomes a pre-requisite to students of BBS who are going to assume a managerial job.
Finally, all organizations are run by humans. Human working in the organization makes all the
difference. This is where OB comes into the picture. OB helps managers to efficiently manage
human resources in an organization. It enables managers to inspire and motivate employees
towards productivity and better results.
Critical behavioural issues faced by Modern Manager
Human beings are a complex phenomenon. Two people act differently in same situation. As
behaviour of an individual and group are different, complexities occur. Regulating an
organization smoothly hence has become a challenge. In this regard, the critical behavioural
issues confronting the managers are explained briefly:
i. Responding to globalization: Globalization has turned the world into one small village.
Managers of today are required to work with people from different cultures. Globalization
requires managers to modify their management practices to suit differences among people from
different cultures and countries.
ii. Work force diversity: Work force diversity refers to different types of work force in
organization in terms of gender, race and ethnicity. Due to work force diversity, there is a great
challenge for the manager to manage and coordinate them towards the goal of the organization.
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iii. Skill deficiency: Skill deficiency is another critical behavioural issue for the manager. Due to
the development of IT sector, companies are installing advance technologies to cope with
competition. Company at one hand install the advanced technology, oh the other hand they lack
the required skill to operate. The existing human resources do not possess the required skill and
can't be replaced. Providing training to the existing staff to eliminate the deficiencies in skill is
another critical issue.
iv. Managing change: Change is an on-going activity for most of the organizations. Change is
essential for both employee and managers. Employee needs change to continually update their
knowledge and skill to meet new job requirements. Managers need change to sustain and
succeed in complex work environment. In this regard, it is important to manage change in
organization which is a critical issue to confront.
v. Improvising ethical behaviour: Managers of today face a lot of ethical dilemmas. Managers
need to create an ethically healthy climate for employee. They should establish codes of conduct
and offer training and seminars to improve ethical behaviour.
12. What is organizational behaviour? Explain the critical behavioural issues confronting
the managers.
Concept of OB
Organizational behaviour is directly concerned with the understanding, prediction and control of
human behaviour in an organization. In other words, organizational behaviour is a field of study
that investigates the impact that individuals, groups and structures have on behaviour within an
organization with the purpose of applying such knowledge for improvement of organization's
effectiveness. It is a human tool for human benefit and seeks to know the behaviour of people in
all types of organizations.
To sum up, OB is concerned with the study of how and what people act in organizations and also
how their behaviour affects the performance of the organization. Likewise, it applies knowledge
gained about an individuals and groups in order to make organizations work more effectively.
Critical Behavioural issues Confronting the Managers
Human beings are a complex phenomenon. Two people act differently in same situation. As
behaviour of an individual and group are different, complexities occur. Regulating an
organization smoothly hence has become a challenge. In this regard, the critical behavioural
issues confronting the managers are explained briefly:
i. Responding to globalization: Globalization has turned the world into one small village.
Managers of today are required to work with people from different cultures - Globalization
requires managers to modify their management practices to suit differences among people from
different cultures and countries.
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ii. Work force diversity: Work force diversity refers to different types of work force in
organization in terms of gender, race and ethnicity. Due to work force diversity, there is a great
challenge for the manager to manage and coordinate them towards the goal of the organization.
iii. Skill deficiency: Skill deficiency is another critical behavioural issue for the manager. Due to
the development of IT sector, companies are installing advance technologies to cope with
competition. Company at one hand install the advanced technology, on the other hand they lack
the required skill to operate. The existing human resources do not possess the required skill and
can't be replaced. Providing training to the existing staff to eliminate the deficiencies in skill is
another critical issue.
iv. Managing change: Change is an on-going activity for most of the organizations. Change is
essential for both employee and managers. Employee needs change to continually update their
knowledge and skill to meet new job requirements. Managers need change to sustain and
succeed in complex work environment. In this regard, it is important to manage change in
organization which is a critical issue to confront.
v. Improvising ethical behaviour: Managers of today face a lot of ethical dilemmas. Managers
need to create an ethically healthy climate for employee. They should establish codes of conduct,
and offer training and seminars to improve to ethical behaviour.
13. Explain the fundamental concepts of OB
Fundamental Concepts of OB
Like all other discipline/subjects, OB is also based on certain key elements also called
Fundamental concepts or assumptions. There are four key elements in OB which are explained
below.
People
Organizations are run by people. People consist of individuals and groups. Though people have
much in common (they become happy by having gains and sad by losing something valuable),
yet they differ from each other. One can find glaring differences in people’s trait, intelligence,
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personality, etc. Manager cannot adopt one formula or standard across the board for dealing with
employees. Manager has to treat employees with individual differences differently. It is because
of individual differences, the subject matter of OB begins with individual.
An individual joins organization along with his/her social background, likes and dislikes, pride
and prejudices. An individual's family life cannot be separated from organizational life.
Therefore, OB studies an individual as a whole person.
Human behaviour is always caused. Behaviour is directed towards some goals. There is always a
cause behind every human behaviour or act. For example, when a worker is absent from work,
there is a cause behind. The manager must know the cause to solve the problem. People think,
feel and react. The manager, therefore, needs to treat them with human dignity, not just as a
machine.
Structure
Organizations are social systems. There are two types of social systems that exist side by side in
an organization. One is the formal and other is the informal social system. The formal
relationship of people in organizations is called structure. Different jobs are required to
accomplish the organizational goals and objectives. For example, there are managers,
accountants and assemblers. These all people performing different jobs at different levels have to
be related in some structural way so that their work can be effectively coordinated.
That people need organizations and organizations also need people. It means that OB is based on
mutuality of interest. It is mutual interest that unites people and organization to work in tandem
for accomplishing individual and organization goals.
Technology
Technology provides the resources with which people work. It also affects the tasks that they
perform. The great benefit of technology is that it allows people to do work in an advanced and
efficient manner. However, it also reduces the human impact.
Environment
No organization work in vacuum. They operate within a given internal and external environment.
An organization is a part of a larger system that contains other factors or elements, such as a
government, the family, and other organizations. This entire factor mutually influences one
another in a complex way. Thus, organizations are influenced by the environment. Environment
affects people by influencing their attitudes, working conditions, etc. It will not be wrong to
mention that an organization is the effect for which environment is the cause. Hence,
environment is another key element in the study of OB.
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Value is derived from social, cultural and moral Beliefs are formed from past experience,
backgrounds. available information and generalization.
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both internal and external factors. In this regard, it is considered as a system comprising
input- processing-output.
Understanding an individual behavior is a very difficult task. Therefore behavior
can he observed as input-output system.
Inputs: Stimuli form the inputs for the system and the information getting process or
function is the sensation. The event data from the environment are received and
transformed to sensations by feeling, hearing, seeing, smelling, tasting, etc.
Processing: Something happens to the inputs as soon as they are sent to processing. In
processing, three activities are mainly carried out enlisted as follows:
> Selecting information
> Organizing information
> Interpreting information
Outputs: Outputs are the behavioral response of individual. It is caused by inputs and
processing components of the individual behavior. The two key responses are covert and
overt. The situations in which outputs occur largely influence the working of the system
as a whole. These situations may include environmental factors, which affect, the
psychomotor process.
18. What are attitudes? Describe the elements of attitudes.
Meaning of Attitudes
Attitudes are evaluative statements. They respond one’s feeling either favorably or
unfavorably to persons, objects or/and events. In other words, attitudes reflect how one
feels about something. For example, when someone says “1 like working in an
agricultural farm.”; he is expressing his attitude about his work. Attitudes are not same
as values, but the two are interre
Elements of Attitudes
The key elements of attitudes are explained briefly:
Cognitive: It is the opinion or belief segment of an
attitude
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Affective: It is the emotional or feeling segment of an attitude. Cognitive element sets the stage
for the more critical path of an attitude.
Behavioral: It is an intention to behave in a certain way towards someone or something.
Hence, in sum one can say that
Attitudes are related to the feelings and beliefs of people.
Positive attitudes respond to persons, objects or events.
Attitudes affect behavior either positively or negatively.
Attitudes undergo changes.
19. Discuss sensation, value and belief.
Sensation
Sensation can be defined as individual’s capacity to sense the world. Each and every
motivated individual senses the world, interprets it, responds to it and reacts to the results
of his own responses. Every individual has capacity to sense. How he/she senses these
things or in which way he senses these things affect his behavior. For example, if an
individual senses cold, his behavior is in regard to want of warm clothes.
Similarly inside the organization, how the employee sense the environment mould
their behavior. Sensation has three factors to work namely: stimulus, receptor and
nervous system. Stimulus are the inputs that are sensed and received by the receptor
organ and transmitted to the nervous system for further processing to draw out the
meaningful result.
Values
Value is a framework of personal philosophy which governs and influences the
individual’s reactions and responses to any situations. In other words, value refers to the
worth or excellence or the degree of worth ascribed to an object. Values represent basic
convictions of an individual as to what is right, good or desirable; they imply enduring
conviction and carry moral flavor. There may be set of values which form a value system.
This system represents an order of priority of individual values in relation to their relative
significance. It can be ascertained by assessing the relative significance assigned by an
individual to varied objects such as freedom, pleasure, sell-respect honesty, obedience
and equality. Culture is a source of values. It contains as well as reinforces them. People
learn to include values from their parents, teachers, friends, media and all those whom
they respect and thus imitate them.
Belief
Belief is an important factor causing individual behavior variation. Belief can be based on
knowledge, opinion and faith. They are acquired from parents, teachers, peer, reference
group member, etc. They assign meaning to individual’s day-to-day perceptions and
activities and serve in attempted solution of varied goals. An individual’s beliefs also
exert a vital impact on his motivation in two ways:
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i. He/she must believe that he is capable of performing the acts, which the organization expects
of him/her.
ii. He/she must believe that performance of acts desired by the organization will have positive
outcomes for him/her personally.
20. Explain the mental process.
Mental Process
Mental process is defined as the mechanism that receives information from environment
analyzes them and makes decision or develop attitude based on the analysis. Mental
process is a cognitive process that is not observable directly. For a good mental process,
the following elements are essential:
. Ability to perceive visible and invisible information from the environment
. Ability to generate meaning from analysis of information
. Ability to develop solution for solving problem
Mental process is a six step process which is explained below:
i. Analyze
Analyze is the first step in mental process. In this step, various aspects related to personal
life is critically examined so that essential elements are brought out.
ii. Research
Research is a systematic investigation into a subject to discover facts, theories,
applications, etc. In this regard, second step of mental process is essential to investigate
the essential elements brought out and change the belief system.
iii. Hypothesize
It is the third step in mental process. In this process a hypothesis is formed. This step is
utilized to “make sense” of how something works, what actions are appropriate, etc.
iv. Purpose
It is the- fourth step in the mental process. In this step a hypothesis is proposed for
ourselves. v. Decide
It is the second last step in mental process. In this step, a judgment is pronounced so that
one can come to a conclusion. To he precise, in this step one makes the decision to try its
hypothesis.
vi. Initiate
It is the last step in the mental process. Initiate as the word itself suggests is beginning.
One uses this step to direct oneself to act on the hypothesis.
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3.0 Perception
1. What does the term ‘distinctiveness’ mean in attribution theory?
As one of the key elements of attribution theory, distinctiveness refers to the frequency in
regard to similarity of behavior of a person in different settings. To simplify it further,
distinctiveness is whether the observed person acts the same way in different types of
situations. When a person shows different behavior in different settings, the
distinctiveness is high.
2. Define perception.
Perception is defined as a process by which an individual selects, organizes and interprets
information inputs to create a meaningful picture of the world. In other words, perception
is a process by which individual’s organize and interpret their sensory impression in
order to give meanings to their environment.
3. List out the characteristics of perception.
The major characteristics of perception are enlisted as follows:
- Perception is the base of every individual’s behavior.
- It is a psychological process.
- Perception differs from individual to individual and situation to situation.
- Perception is often developed by education and training.
- Perception is based on expectation.
4. What are the factors that play important role in perception in organization?
The factors that play important role in influencing perception in organization are enlisted as
follows:
- Factors in the situation
• Time
• Work setting
• Social setting
- Factors in the perceiver
• Attitudes
• Motives
• Interests
- Factors in the target
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• Novelty
• Motivation
• Background
5. What are stimuli in perceptual process?
Stimuli are the input in perceptual process. lii other words, the perception process begins with
the reception of stimuli. These stimuli are received through the five sensory organs from the
various sources. Stimuli in general are of two types:
- External: light, sound, etc.
- Internal: feeling of pain, disease, tension, hunger, thrust, etc.
6. Define the terms consensus.
Consensus refers to behavior of others in similar situation. In other words, it is defined as
the degree to which other people, if in the same situation would behave in a similar way
to the person being observed. When others behave differently in the given situation,
consensus is deemed as low.
7. What is attribution theory?
Attribution theory tries to explain how perception affects behavior in organizations. As
per this theory, human observe behavior and then attribute the causes to it. To be precise,
as per this theory, when people attach cause and affect explanation to their behavior, it is
known as attribution.
8. Define attribution errors.
An attribution error refers to the tendency of taking credit for success while blaming
others or the environment for failures. Attribution error mainly occurs from the tendency
of rater to judge behavior of others strictly and judges him loosely.
9. What is perception? Describe the attribution theory.
Perception
Perception is a process by which an individual organize and interpret their sensory
impressions in order to give meaning to their environment i.e. obtaining knowledge of
external objects and events by means of sense, The knowledge is obtained by interpreting
the sensory input and the sensory input supplied by sense organs and other receptors.
Attribution Theory
Attachment of cause and affect explanation by a human to their behavior is termed as
attribution. The perception of people depends on whether he attributes the observed
behavior to internal causes or external causes. In this regard attributions theory has been
proposed to develop explanations of the ways in which we judge people differently,
depending on what meaning we
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The output of perception can be seen in the form of behavior and emotions. It may be the
feeling, action, attitude, positive, negative behavior.
11. Explain the factors affecting perception.
Factors Affecting Perception
The factors that influence perceptions can be categorized into three major types:
1. Factors in the perceiver: The key factors in the perceiver that affects the perception are
explained briefly.
a. Attitude: Attitude of an individual influences what he/s he perceives about other or event. For
example, a teacher who has negative attitudes towards students (male) with long hair and earring
will perceive them in a negative way.
b. Motives: What is the urgent needs and desire of an individual? What his motive are often
plays an important role in determining what he perceives.
c. Experience: Experience and knowledge serve as a basis for perception. One's successful
experience enhances the perceptive ability of an individual. On the contrary, failure erodes the
self- confidence,
d. Expectation: Individual often sees what they expect to see. In this regard, expectation is
another key factor that affects the perception.
2. Factors in the target: It refers to the factor associated with target to be perceived. They key
factors in the target are explained briefly.
a. Size: The principle of size says that the larger the object, the more is the probability that
it is perceived. Size attracts the attention of the individual. A full page spread advertisement
attracts more attention than a few lines in a classified section. The reason is not difficult to see.
The size establishes dominance and enhances perceptual selection.
b. Intensity: High intensity increases the changes of selection. If the message is bright, it
sentences are underlined. It gets more attention than in normal case. The greater the intensity of
stimulus, the more likely, it will be noticed. An intense stimulus has more power to ' push itself
our selection, filters then does the weak stimulus.
c. Frequency: The repetition principle states that a repeated external stimulus is more
attention- getting than single one. It is for this reason that advertises goes for repetitious
advertising to gain the customer's attention to their product.
d. Contrast: As per contrast principle, the external stimuli, which stands out against the
background will receive more attention. For example, plant safety signs with black lettering or a
yellow background or white lettering on a red background are more attention attracting.
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e. Movement: The movement principle says that people pay more attention to a moving
object than the stationery ones. People will be attracted more by a running train than one
standing on the platform.
3. Factors in the situation: The key factors in the situation category that impacts the perception
are explained briefly.
a. Time: Time associated with situation is one critical factor that affects perception. For
example, a student that study deeply from the beginning understands (perceive) the subject
matter easily and quickly.
b. Work setting: The work setting affects the perception in a major way. Peaceful work
setting enhances the perceptive ability of an individual. On the contrary, noisy and clumsy work
setting may erode the perceptive ability.
c. Social setting: Social setting -also affects the perception. Social surrounding related
individuals, occasion, culture, etc., impact the perception. For example, drinking alcohol is
perceived a part of life in Newar community. While for many other community, it is perceived as
a taboo.
12. What is attribution theory? Explain attribution errors.
Concept of Attribution Theory
Attachment of cause and affect explanation by a human to their behavior is termed as
attribution. The perception of people depends on whether he attributes the observed
behavior to internal causes or external causes. In this regard attributions theory has been
proposed to develop explanations of the ways in which we judge people differently,
depending on what meaning we attribute to a given behavior. Basically, the theory
suggests that we observe an individual's behavior; we attempt to determine whether it
was internally or externally caused.
Attribution Errors
An attribution error refers to the tendency of taking credit for success while blaming
others or the environment for failures Attribution error mainly occurs from the tendency
of rater to judge behavior of others strictly and Judges him loosely. Attribution errors are
mainly classified into three types.
• Fundamental attribution error: The fundamental attribution error is also called the
correspondence bias. It is the tendency to attribute other people's behavior to internal factors
such as personality traits, abilities and feelings.
• Self-serving bias: The self-serving bias is the tendency for individuals to attribute their
own success to internal factors and failures to situational factors: Self-serving bias tends to
increase as time passes after an event.
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• Optimistic bias: Optimistic bias is the tendency for individuals to view themselves as
relatively more successful than others. Moreover, they believe that cause of their success will
remain consistent, stable and expand.
13. How does the concept of perception apply in organizations?
Application of Perception in Organization
Perception applies in number of aspects in organization. Some of the most common ones
are explained briefly:
1. Employment interview: Interviewers make perceptual judgements that are often inaccurate.
Different interviewers try to see different things in the same candidate and thus, arrive at
different perceptions about the same candidate. A good candidate and a bad one may differ
markedly. Importantly, impression in the mind of interviewer weighs in the final selection of the
candidate, Information elicited early in the interview carries greater weight than the information
elicited later. That is why a good candidate is characterized more by the absence of unfavorable
characteristics than by the presence of favorable characteristics. In this way, it is clear that where
interview is an important input into selection decision, the perceptual factors influence the
decision that is to be selected. This, in turn, influences the quality of labor forces selected in an
organization.
2. Performance appraisal: Assessment of an employee's performance very much depends on the
perception -of the evaluator about the employee. Promotions, pay raises and continuation of job
are the most obvious and common outcomes of the employee's performance. Performance
appraisal is both objective and subjective. It may be objective when performance can easily be
quantified. For example, a salesman's performance can be assessed based on how many rupees of
sales he/she generated in his/her territory during a given period of time. However, many
employees' job is evaluated in subjective terms, An impressive amount of evidence demonstrates
that subjective measures are more judgmental. And judgement makes one's perception more
susceptible to distortions.
3. Performance expectation: New employees during their selection process acquire a set of
expectations both about the organization and about the job. In case, there is big difference
between what expected and what actually acquired, it results in increased employee absenteeism
and turnover.
4. Employee loyalty: While assessing employees, the managers also make another important
decision whether the employees are loyal to organization or not. Like effort, assessment of
loyalty is also a subjective aspect susceptible to perceptual distortions and bias. As an example,
an employee looking for greener pastures outside the organization may be labelled as disloyal to
the organization. As a resultant behavior, the organization may cut off his future advancement
opportunities.
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14. How does perception affect individual decision making? Illustrate with reference to the
various alternative decision making models.
Effects of Perception on Individual Decision Making
Individual can perceive differently for the same subject in different manner, which lead to
the best solution. Every decision requires interpretation and evaluation of information.
Data are typically received from multiple sources and they need to be screened, processed
and interpreted. The perceptions of the decision maker will give solution to that question.
Individual decision making is a crucial part of organizational behavior. For instance, top
managers determine their organization's goals. Similarly, non- managerial employees
have to make a lot of decision during their daily works as per the different situation in
hand. It affects the organization's long-term plans, its quality, performance and day-to-
day operation. This all show that perception plays a vital role in individual's decision
process. It is further illustrated through few decision making models
Alternative Decision Making Model
The main approaches to decision making may be studied in the following three
dimensions:
1. Classical approach: This is also known as prescriptive, rational or normative model. It
specifies how decision should be made to achieve the desired outcome. Under this approach,
decisions are made rationally and are directed toward a single and stable goal. It is applied in
certainty condition in which the decision maker has full information relating to the problem and
also knows all the alternative solutions. It is an ideal way in making a decision? It is rational in
the sense that it is scientific, systematic and a step-by-step process. This model assumes the
manager as a rational economic man who makes decisions to meet the economic interest of the
organization, this model is based on the following assumptions:
• The decision maker has a clear, well-defined goal to be achieved.
• All the problems are precisely defined
• All alternative courses of action and their potential consequences are known.
• The decision maker can rank the entire alternatives on the basis of their preferred
consequences.
• The decision maker can select the alternative that maximizes outcome.
The classical model is supposed to be idealistic and rational but it is rarely found in
practice.
2. Behavioral approach: This approach is also known as descriptive approach and administrative
model. The theory is proposed by Herbert A Simon, a well-known economist, in which he
attempts to explain how decisions are made in real life situations. Managers have limited and
simplified view of problems because they do not have full information about the problems, do
not possesses knowledge of all possible alternative solutions, do not have the ability to process
environmental and technological information and do not have sufficient time and resources to
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conduct an exhaustive search for alternative solutions to the problems. Therefore, this
model is based on two concepts:
a. Bounded rationality: Simon believed that managers are bound by limited mental capacity
and emotion as well as by environmental factors over which they have no control. Real life
challenges, time and resource limitations, political pressure and other internal and external
factors force the manager to work under the condition of bounded rationality. Therefore, the
manager cannot take a perfectly rational decision.
b. Satisfying: It is the selection of a course of action whose consequences are good enough.
Bounded rationality forces managers to accept decisions that are only 'good enough', rather than
ideal. Such managerial decisions become rational but within the limits of mangers' ability and
availability of information. Managers make decisions based on alternatives that are satisfactory.
The examples of satisfying decisions are fair price, reasonable profit, adequate market share,
proper quality products etc.
3. Implicit favorite model/Retrospective approach: This approach is applicable in non-
programmed decisions. In this approach, the manager first chooses an alternative solution to the
problem and highlights its strength, and compare with other alternatives and then identifies its
drawbacks. This is done with a view to proving that the alternative selected by the best solution
to the given problem. However, another alternative which seems to be similar to the implicit
favorite is short listed and is taken as second confirmation candidate. This approach can be
observed in the purchase of various favorite items in which a customer gives arguments in favor
of his choice on the basis of norms such as price, quality, appearance, easily availability, after-
sales service etc. to reject other items of same utility.
15. What is perceptual set? Discuss the principles of perceptual selection.
Perceptual Set
Perceptual set is an expectation of a perception based on past experience with the same or
similar stimuli. It presents a broad view about the environment and people which helps to
guide an individual's perception and behavior at work. The sources of perceptual sets are
past experiences and contents; past experience are the factors within a perceiver whereas
contents are factors outside the perceiver, which shape the perception and perpetual
relation of a person.
Principles of Perceptual Selection
People are goal oriented and they have limited capacity to perceive. Therefore, they are
always selective. They select from among those physical stimuli which they can grasp at
the moment in time. Likewise, they select those stimuli which satisfy their needs, desires
and expectations based on their capacity. Some of the important principles of perceptual
selection are given below:
1. Intensity: High intensity increases the changes of selection. If the message is bright, it
gets more attention than in normal case. Greater the intensity of stimulus, the more likely, it Will
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be noticed. An intense stimulus has more power to push itself our selection, filters then
does the weak stimulus.
2. Size: The principle of size says that the larger the object, the more is the probability that it
is perceived. Size attracts the attention of the individual. A full page spread advertisement
attracts more attention than a few lines in a classified section. The reason is not difficult to see.
The size establishes dominance and enhances perceptual selection.
3. Frequency/Repetition: The repetition principle states that a repeated external stimulus is
more attention- getting than a single one. It is for this reason there is repetitive advertising to gain
the customers attention.
4. Contrast: As per contrast principle, the external stimuli, which stands out against the
background will receive more attention. For example, plant safety signs with black lettering or a
yellow background or white lettering on a red background are more attention attracting.
5. Status: Status held by an individual also influences his/her perception about things or
events. Researchers suggest that people with high status often exert more influence on the
perception of an individual as compared to those holding low status.
6. Movement: The movement principle says that people pay more attention to a moving
object than the stationery ones. People will be attracted more by a running frail than one standing
on the platform.
7. Novelty and familiarity: This principle says that either a familiar or a novel (new) factor
in the environment can attract attention, depending on the circumstances. For example, people
would quickly notice an elephant walking along a city street. Someone is likely to notice the face
of a close friend among a group of approaching people.
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4.0 LEARNING
1. What is principle of intensity in learning?
Principle of intensity in learning states that an individual will learn more from a real thing
(primary) than from a substitute (secondary thing). As per this, a routine or boring experience
teaches less than a clear and dramatic learning experience.
2. Define learning.
Learning can be defined as relatively permanent change in behavior or behavior potential
resulting from direct or indirect experience. In other words, learning is any relatively permanent
change in behavior that occurs as a result of experience.
3. Enlist the major steps in learning process.
For learning process to be completed, the following steps are essential:
• A Stimulus
• Response
• Motivation or drive
• Reward or incentive
4. What are the important theories of learning?
Theories of learning help to explain how the process of learning occurs. There are four important
theories of learning enlisted as follows:
• Classing conditioning theory
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Cognitive theory of learning is also called as stimulus-stimulus theory of learning. This theory
primarily focuses on knowing the relationship between events and objects. As per this theory,
learning is considered as the outcome of deliberate thinking about the problem.
8. What do you mean by social learning?
Social learning theory proposed by Bandura is also known as observational learning. As per this
theory, new responses are learned through observing the behaviors of others.
9. List out the major steps of behavior modification.
The major steps of behavior modification are enlisted as follows:
• Identifying performance related behavior
• Measuring behavior
• Analyzing behavior
• Developing intervention strategy
• Implementing intervention strategy
• Evaluating and monitoring
10. Define behavior modification?
Behavior modification IS the application of reinforcement concepts to individuals in the work
setting. In other words, organizational behavior modification is defined as the application of
reinforcement theory to people in organizational setting.
11. State the significance of learning.
The key significance of learning is enlisted as follows:
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5.0 PERSONALITY
1.What do you mean by agreeableness personality?
Represents to the ability of an individual to get along with other. People with
agreeableness personality are caring, empathetic polite, etc. in nature.
2. What is personality?
The persons with extrovert personality type are the one who are outgoing, talkative,
social and assertive in nature. On the contrary, introvert is exactly opposite to
extrovert. Person's with introvert personality are quite, shy and cautious in nature.
Individual with thinking personality use Individual with judging personality prefer
reason and logic to handle problem. their world to be ordered and structured.
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Concepts of Personality
Personality is the major factor that influences individual behaviour in an organization.
To understand the behaviour of an individual or a person, one must be familiar about
personality. By understanding the personality, behavior can be directed and controlled.
Personality does not mean handsome and ugliness of human being. Instead, it is the
aggregate form of traits, qualities and features of an individual. It is concerned with
reaction and interaction of individual and situation. Thus, personality represents
personal characteristics that lead to consistent patterns of behaviors.
9. What determines the personality of a person? Discuss the major personality attributes
influencing organizational behaviour.
Determinants of Personality of a
Person Please seer Q.No.8
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that is they would tend to define themselves as highly valuable and valued
individuals in organization system. The higher the self, concept and self-esteem, the
greater will be their contributions to the goals of the organization; especially when
the system rewards them for them contributions.
iv. Tolerance for ambiguity: This personality characteristic indicates the level of uncertainty
that people can tolerate without experiencing undue stress and can still function effectively.
Managers have to work well under conditions of extreme uncertainty and insufficient
information, especially when things are rapidly changing in the organization's external
environment. Managers who have a high tolerance for ambiguity can cope well under these
conditions.
v. Risk taking: People differ in their willingness to take risks: Individuals can be high risk
taking and low-risk taking. High-risk taking managers tend to make quick decision with less
information. However, demands of the job determine the degree of risk taking.
vi. Personality type: Individuals can have type A personality or type B personality. Type A
persons feel a chronic sense of time urgency are high achievement oriented, exhibit a
competitive drive and are impatient when their work is slowed down for any -reason. Type B
persons -are easy going individuals who do not experience the competitive drive. Type A
individuals are significantly more prone to heart attack than type B persons. While type A
persons help the organization to move ahead in a relatively short period of time they may also
suffer health problems, which might be detrimental to both themselves and the organization
in the long run.
10. Differentiate between personality and behaviour. Explain the approaches you would
follow for matching personality and jobs.
Differentiation between Personality and
Behaviour Personality and behaviour are
differentiated below.
Personality Behaviour
Personality is defined as the Behaviour is the outcome of external
characteristic patterns of behaviour and stimulus and internal cognitive or
modes of thinking that determine a mental process.
person's adjustment to the environment.
Personality cannot be easily predicted Behaviour can be predicted and can also
and measured. be measured in some extent.
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6.0MOTIVATION
1. Enlist the motivational factors in Herzberg's two-factor theory.
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The key motivational factors as per Herzberg are listed as follows:
Achievement
Recognition
Work itself
Responsibility
Advancement
Growth
2. What is motivation?
Need refers to the state of felt deprivation. As per Maslow, the different types of needs are
enlisted as follows:
Physiological needs
Safety needs
Social needs
Esteem/ Ego needs
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7. Show the relationship between performance with ability, motivation and opportunity
to do?
The relationship is showcased as follows:
P=f(A+M+O)
where, P: performance;
f: function;
A: ability;
M: motivation;
O: opportunity
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Intrinsic motivation refers to internal desire to Extrinsic motivation occurs when person is
perform a particular task. motivated to perform a behaviour to earn a
reward or avoid punishment.
Self-motivation is the force that drives a person to do things without another's prodding or
supervision. Among all kinds of motivation, self-motivation is deemed as the best one.
Biological needs also known as physiological needs are the basic needs essential to survive.
For example: food, shelter, clothing, water, air, sleep, sex, etc.
Security need also known as safety needs refers to protection against deprivation, danger and
threat on or off the job.
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13. What do you mean by social needs, esteem needs and self-actualization needs?
Social need or affiliation needs refers to affection, sense of belongingness, acceptance and
friendship. Esteem needs are psychological in nature and represent the higher level needs.
These needs include internal factors such as self-respect, autonomy and external factors such
as status, recognition, etc.
Self-actualization needs are the highest level of need as per Maslow. Self-actualization needs
are primarily related to personal growth, self-fulfillment and the realization of one's full
potential.
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Employee involvement program is one of the widely used technique of motivation for
performance. Also popularly known as participative management, employee involvement
program focuses on involvement of employee in management activities. Employee
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involvement program is based On the viewpoint that effective results can be achieved with
the help of employees if they are given participation in management.
23. Explain the equity theory with its positive and negative aspects.
Negative Aspects
Some of the key negative aspects associated with equity theory are listed below.
It cannot provide the ideas regarding how to change the 'input and outcome of
individual.
The equity between input and output is almost impossible to gain as it depends upon
the personal perception of employees.
The input cannot be changed easily. Moreover; change in outcome can become
conflicting.
The equity theory is useful only for the company having very small number of
employee.
Motivation
Motivation originally comes from the Latin root word Moreover, which means "to move", It
is derived from the word motive. Motive may be defined as an Inner State of our mind that
activates and directs our behavior. Motivation is a process that starts with a physiological or
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psychological deficiency or needs that activates behavior or a drive that is aimed at a goal or
incentive. In other words, motivation represents those psychological process that cause the
arousal, direction and persistence of voluntary actions that are goal directed.
Motivation is one's willingness to exert efforts towards the accomplishment of his/her goal.
Job performance is a function of employee ability plus motivation. Employee may possess
necessary skills and abilities. But without lack of motivation employee cannot perform their
work effectively. A well- motivated employee can contribute more to an organization. Thus,
the duty of every rational manger is to create an environment to motivate the entire employee.
Motivation Process
Referring to the given figure, an unsatisfied need is the
Starting point in the process of motivation. It is the
deficiency of something within the individual and provides
the spark begins the chain of events leading to behaviour.
An unsatisfied need causes tension i.e. physical and
psychological within the individual; lead, 'the individual to
engage in some kind of search behaviour (seek a means) to
satisfy the need and thereby reduce the tension. For
example, a thirsty person needs water which leads to
tension. He is then driven by thirst and motivated by a
desire for water in order to satisfy the need. Thus, the
continuous process begins, with an unsatisfied need and
ends with the need satisfaction, with goal directed behaviour
as a part of the process.
One of the most descriptive and logical explanations of -motivation is offered by Victor
Vroom in his Expectancy Theory. It is a cognitive process theory of motivation. The theory is
founded on the basic notions that people will be motivated to exert a high level of effort when
they believe there are relationships between the effort they put forth, the performance they
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As the model is multiplicative in nature, all the three variables must have high positive values
to imply motivated performance choices. If any one of the variables approaches to zero level,
the possibility of these motivated performance also touches zero level. Expectancy and
instrumentality are attitudes, or more -specifically; they are cognitions. As such, they
represent an individual's perception of the likelihood that effort -will lead to performance and
performance will lead to the desired outcomes. Similarly, on the other hand/ it can be used to
define what is termed a strong situation. Strong situations act to have base is a strong
influence on the behaviour of individuals, often overriding their personalities, personal
_preferences, and other dispositional variables.
26. How could a manager apply the concept of management by objectives (MBO) to
motivate employees at work? Explain.
MBO as a Significant Tool of Motivation
The term 'management by objectives' (MBO) was first coined by Peter Drucker in 1954,
Drucker fried to attach MBO level to result-oriented evaluations. He proposed MBO as a
means of using goals to motivate people rather than to control them. Management by
objectives can simply be defined as a program that encompasses specific goals, anticipatively
set, for an explicit time period, with feedback on goal progress.
MBO provides specific objectives for each succeeding level (i.e., divisional, departmental,
individual in the organization). In other words, MBO is a process by which objectives
cascade down through the organization as depicted in the following figure.
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An MBO program or process consists of four common ingredients are explained below.
i. Specificity: The objectives in MBO should be clear and precise that can be measured and
evaluated. To state a desire to cut costs, for example, may not be enough. 'Instead, to cut
costs by 5 per cent will be more clear, exact and measurable objective.
ii. Participative decisions/Objectives: An MBO goals are not imposed on people. The
superior and subordinates jointly set objectives to be attained.
iii. Explicit time: Each objective is to be completed within a specific time period, be it three
months, six months or a year.
iv. Performance feedback: The final ingredient in an MBO programme is feedback. It
includes -continuous and systematic measurement and review of performance. Based on
these, corrective actions are taken to achieve the planned objectives.
27.0ne of the major challenges faces by modern manager is to motivate the employees in
the organization. In the context of this statement, discuss McClelland's theory of
motivation and its application.
McClelland's Theory of Motivation
In the early 1950s, David C. McClelland and his associates began to study three needs that
motivate -human behaviour i.e. power, affiliation and achievement. McClelland believes that
each person has a need for all three but there is difference in the degree to which the various
needs motivate their behaviour.
Applications of McClelland's theory
i. Need for Achievement [n Ach]: Need for achievement explains the drive to excel, to
achieve in relation to a set of standard, and to strive to succeed. In other words, need for
achievement is behaviour directed toward competition with a standard of excellence.
McClelland found that people with a high need for achievement perform better than those
with a moderate or low need for achievement, and noted regional/ national differences in
achievement motivation. Through his research, McClelland identified the following three
characteristics of high need achievers:
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a. High-need achievers have a strong desire to assume personal responsibility for performing
a task or finding a solution to a problem.
b. High-need achievers tend to set moderately difficult goals and task calculated risks.
c. High-need achievers have a strong desire for performance feedback.
ii. Need for Power [n Pow]: The need for power is concerned with making an impact on
other, the desire to influence other, and the desire to make a difference in life. People with a
high need for power are people who like to be in control of people and events. This results in
ultimate satisfaction in man.
People who have a high need for power are characterized by:
a. A desire to influence arid direct somebody else.
b. A desire to exercise control over others.
c. A concern for maintaining leader-follower relations.
iii. Need for Affiliation [n Aff]: The need for affiliation is defined as a desire to establish and
maintain friendly and warm relations with other people The need for affiliation, in many
ways, is similar to Maslow's social needs. The people with high need for affiliation have
these characteristics:
a. They have a strong desire for acceptance and approval from others.
b. They tend to conform to the wishes of those people whose friendship and companionship
they value.
c. They give value and feeling to others.
28. Write a brief concept of job satisfaction. How does job satisfaction affect employee
performance? How can you measure whether an employee is satisfied at job or not?
Concept of Job Satisfaction
Job satisfaction is a general attitude of an individual in regard to job. It is based on the
difference between the amount of reward workers receive and the amount they believe they
should receive, Management should place employees properly according to their merit,
attitudes, interest and competencies. The well placed employees take pride, interest and
initiatives in their work and derive job satisfaction and thereafter leads to realization of
individual and organizational goal.
There are different ways to express job satisfaction. Some of them are given below.
Employee can express dissatisfaction in following way:
IV.
Exist Leave the organization
Noise Though active a constructive attempt to improve conditions
Loyalty passively waiting for condition to improve
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Usually job satisfaction is positively related with an employee's performance. L example, happy
organizations are more productive.
Satisfaction and turnover
Usually they are negatively related. Less turnover because of recognition, praise rewards etc.
given to them. Approaches to Measure Employees' Job Satisfaction There are two major
approaches by which we can measure whether an employee is satisfied at job or not. They are
briefly explained as follows.
i. Single global rating: It is nothing more than asking individuals to respond to one question,
such as "all things considered, how satisfy are you with your job?" Respondents theft reply by
circling a number between I and 5 that corresponds to solution from "highly satisfied" to
highly dissatisfied.
ii. Summation score: It identifies key elements in a job and asks for the employee's feeling
about each; typical factors to be included are nature of the work, supervision, present pay,
promotion, opportunities and relations with co-worker.
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group. Informal group is further classified into two groups namely: interest group and
friendship group.
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The key contingency variables affecting group behavior are enlisted as follows:
a. External conditions imposed on the group
Organizational strategy
Formal regulations
Authority structure
Organizational structure
Human resource selection process
b. Group numbers resources
Abilities
Personality
c. Group structure
Formal leader
Roles
Norms
Group status, size and composition
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18. State the major causes of group shift in group decision making process.
The major causes of group shift in group decision making process are enlisted as follows:
When the group members exaggerate the situation.
When group tasks extreme decision with excitement.
When group members are influenced by extreme versions and altitudes.
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remain an isolate until the group accepts him as a member he attains a sense of
belongingness and security.
5. Greater performance and supervision: Informal groups help get the jobs done or control
performance. If the manager feels that his work team is co-operating him, he has less need for
checking frequently and confidently delegate and decentralize work. The informal group
supports leads to general supervision instead of close supervision, which enhances the
productivity of the employees later on.
6. Reduced frustration and allied employee: Informal groups are the safety value for the
frustration and allied employee because if any employee feels irritated with his superior’s
behavior, he can talk it to his group members and can dissipates his unpleasant feelings.
20. What do you mean by group? What are the reasons for joining groups? Explain.
Meaning of Group
Group is a collection of two or mare individuals, interacting and interdependent, who
have come together to achieve particulars common objectives. A group is an aggregation
of people who interact with each other, are aware of one another, have common
objectives, and perceive themselves to be a group.
Mere collection people cannot constitute a group. For example, a crowd in front of a shop
in the market watching will not be called as group because people do not interact with
one another, and also do not share a common purpose.
Reason of People Forming and Joining Group
People form and become members of a group for a variety of different reasons. Some of
them are explained below.
1. Safety and security: Groups provide protection to their members from outside pressures.
That is why workers join trade unions to feel safe and secure.
2. Relatedness or belongingness needs: People being social belong, relating to groups
satisfies a numbers of their social needs. In every organization, there are many persons who are
very isolated or who prefer to be absent from work most of the times. Studies shows, such
phenomena occur more where people are unable to belong to groups.
3. Esteem needs: when one member of a group and does some good piece of work, gets
praised from other. This is turn, brings a sense of recognition to the group members, on the one
hand, and a sense of fulfillment of one’s need for growth towards achievement of work and
better prospects, on the other side.
4. Power: one of the appealing aspects of group is that they represent power and also offer
power to their members. Workers enjoy much greater power by joining groups than they do as
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individuals. This is because of at least two reasons: (i) there is strength in numbers, and
(ii) united we stand, divide we fall.
5. Identity: as a member of a group, and individuals gets identity who am I? In practices we
understand ourselves through the behavior of other towards us. For examples, when people
praise, we feel great, if others laugh at us, we see ourselves as the funny ones.
21. What are the stages of group development? Describe with suitable examples.
Stages of Group Development
The most widely accepted stages of group development are explained below:
1. Forming stages: The first stage for almost every group is an orientation stage. This stage
is marked by a great deal of caution, confusion, courtesy and uncertainty about the group’s
purpose, structure, and leadership. The formal leader exerts a great influence in structuring the
group and shaping member expectations. This stage is complete when members of the group
have begun to think of themselves as part of a group.
2. Storming stage: this stage is characterized by conflict, confrontation, concern and
criticism. Struggles for the individual power and influences are common. In case, the conflict
becomes extremely intense and dysfunctional; the group may dissolve or continue as an
ineffective group that never advances to higher levels of group maturity.
3. Norming stage: this is the stage in which close relationship among the members develops.
The group develops cohesiveness. The group now assume to certain identity and camaraderie.
4. Performing stage: this is the highest level of group maturity. This state is marked
teamwork, role clarity, and task accomplishment. Conflict is identified and resolves through
group discussion. The members of this group are aware through group discussion. The members
of the group are aware of group’s process and the extent of their own involvement of the group.
5. Adjourning stage: this stage is recognized as the last stage of group i.e. completing every
task and the group will be automatically adjourned. Groups are adjourned for two reasons. First,
the group has completed its task. Second, the members decide to disband and close the group
with sentimental feeling.
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22. Why should managers be aware of the informal group? Describe the element of group
cohesiveness.
Reasons For Aware of Informal Group
A manager should be aware of the informal group in regards to both positive and
negative aspects. The rational manager should focus on negative side than positive because
negative aspects of informal groups are more dangerous and create problems to entire
organization.
Some of the key reasons that highlight the necessity of being aware about informal groups are
listed below.
Informal group can have unfair views to the management.
Unnecessary politics may arise in organization.
Informal groups may end at any time.
Informal group may not have best leadership to energize and synergize the work
efficiency.
Informal groups can create the ethnical confusion in organization as views are
interacted to produce contrast views.
Informal group sometimes is translated in organizational
activities. Element of Group Cohesiveness
Group cohesion means the degree to which the group members are attracted to
each and remain within the group. It is usually reflects by its resistance to disruption by
outside forces. Group cohesive develops out of the activities, interaction, and sentiments
of the members.
The key elements of group cohesiveness are explained briefly.
1. Group size: one of the important and necessary conditions for the existence of the group is that
members interact and communicate with each other. If the group is so large that members do not
get to know each other, there is a little likelihood that the group will be high in cohesiveness.
This is a logical assumption that would be made by those who understand the difficulties of
communication I large groups. Research studies have found that inverse relationship does not
exists between the size of the group and the group cohesive. As the size increases, its
cohesiveness decreases.
2. Member similarity: the degree of cohesiveness will be high when group members are similar
in age, backgrounds and values. In other words, homogeneous group will be more cohesive than
heterogeneous group. It is because of more trust and less conflict among the group members with
homogeneous character.
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3. Member interaction: when member interact frequently, there trends to be more group of
cohesive because they got chance to share ideas and views in order to avoid the situation of
misunderstanding and conflict.
4. Groups success: A successful group tends to be more cohesive than a group of repetitive
failure records. Group members of the succession group believe that, because of their successive
records in the past, they will remain successful in the future too.
23. Explain the concept of self-managed work team and discuss the major issues in
managing work teams.
Self-managed Work Team
Self-managed work team refers to self-organized, semi-autonomous small group of employees
whose members determine, plan and managed their day-to-day activities and duties under
reduced or no supervision. Self-managed work teams are primarily based on work process rather
than specialized departments as core work units. Typically, self-managed teams are group of 10-
15 employees who perform related or interdependent jobs. They select their own members and
evaluate each other's performance. It increases productivity and satisfaction. However, the
effectiveness of self-managed teams is dependent on situation. They have reduced the
importance of supervisor position. Due to this reason, many companies in U.S. Europe, Japan are
putting to their effort to developed self-managed team in their organizations.
Major Issues in Managing Work Teams
The major issues that need to be addressed in managing work-team are explained below.
1. Facilitate the adoption of TQM
The TQM requires encouragement to employee by management to share ideas and
implement improvements. Team provides the vehicle for employees to share ideas and to
implement improvement. The issue is how to make the work teams effective for quality
problem solving, especially in terms of size, ability, resources, mobilization etc.
2. Workforce diversity on team performance
The strongest case for diversity on work teams is when these teams areengaged in
problem- solving and decision-making tasks. Diverse groups have more difficulty
working together and solving problem but this dissipate with time.
3. Increasing team effectiveness
An important issue is how to increase and maintain team effectiveness. For this, the
following things should be taken into considerations.
• Prepare member to deal with the problem of maturity- remind them that they are not unique.
• Offer refresher training
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24. Elucidate the concept of group dynamics and state how group norms are developed and
enforced.
Concept of Group Dynamics
The social process by which people interact face to face in small group is called group
dynamics. The word 'dynamics' comes from the Greek word meaning 'force', hence group
dynamics refers to the study of forces operating within a group. Two important historical
landmarks in our understanding of small groups are the research of Elton Mayo and his
associates in the 1920s and 1930s and the experiments in the 1930s of Kurt Lewin, the
founder of the group dynamics movement. Mayo showed that workers tend to establish
informal groups that affect job satisfaction and effectiveness. Lewin showed that different
kinds of leadership produced different responses in groups.
Groups have properties of their own that are different from the properties of the individuals
who make up the group. The special properties of groups are illustrated by a simple lesson
in mathematics. Suppose we say 'one plus one equals three.' In the world of mathematics
that is a logical error. But in the world of group dynamics it is entirely rational to say 'one
plus one equals three'. In a group, there is no such thing as only two people, for no two
people can be considered without including their relationship, and that relationship is the
third element in the equation.
Development and Enforcement of Group Norms
Group norm is standard of behaviour. In other words, groups norm is a rule that tells the
individual how to behave in a particular group. Thus, group norms identify the stai1dards
against which the behaviour of group member will be evaluated and help the group
members know what they should or should not do. Norms could be formal or could be
informal.
According to Schein, there are pivotal and-relevant group norms while the pivotal norms
are confirmed by every member of the group, the relevant norms are desirable to be
confirmed by the members. With increase in the size of the group, the acceptability of
norms tends to lessen. Small deviation of norms is allowable. However in case of extreme
deviation, the deviator gets punished. For example, when the union is on strike, if its
member attending to work are punished by being boycotted by the group. Hence, norms
serve as the basis for behaviour of group members. They predict and control the behaviour
of member in groups.
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8.0 LEADERSHIP
1. What is charismatic leadership?
Charismatic theory of leadership primary focuses on the ability of a leader. As per this
theory, effectiveness of leadership depends upon leader's ability to communicate new
vision to its followers and make them aware of the value associated with goals.
2. What is leadership?
Leadership is defined as influence that is, the art or the process of influencing people so
that they will strive willingly and enthusiastically forward the achievement of group goals.
In other words, leadership is the ability to influence people and provide an environment
for them to achieve team or organizational objectives.
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One of the widely recognized theories of leadership is transformational theory. As per this
theory, leaders guide their subordinates through establishment of goals which can be
achieved through role identity and task environment.
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Leaders Managers
An individual turns into leader based on his An individual becomes manager based on his
personal attributes. position.
Formal rights are not available to a leader. Manager is provided numeral formal rights due
to his position.
The concept of managerial grid was created by R.R. Blake and Jane S. Mouton of USA.
They emphasize that leadership style consists of facts of both task oriented and relation
oriented behavior in varying degrees.
To explain the concept they have used two phrases:
1. Concern for production means the attitude of the supervisors towards a variety of factor
concerning production, such as product, procedures, and processes, quality of staff service,
workload, efficiency and quantity of production.
2. Concern for people includes degree of personal commitment toward goal achievement,
maintaining the self-esteem of workers, responsibility and conductibility based on trust rather
than on force and satisfying interpersonal relations.
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14. How does the contingency model of leadership apply to leadership styles?
Contingency Model of leadership
According to the contingency model of leadership, the success of leadership depends upon
the situation in which the leader operates. This model was developed by Fred E. Fiedler.
According to him, a leader's effectiveness depends upon the following three situational
factors.
a. Leader-followers relations that is the degree of followers trust, confidence and respect for the
leader.
b. Task structure, power, that is the nature of task performed by the subordinates.
c. Leader position power, power that is, the degree associated with the position or status held by
the leader in the organization.
The most favourable situation for leaders to influence their group is one in which:
• they are well liked by the members,
• the task performed is highly structured
• and the leader has enough power attached to his/her position in the organization.
On the other hand, the most unfavourable situation for leaders is one in which:
• they are disliked,
• the task is highly unstructured and
• little power is attached to the leader's position.
Findings of the Fiedler Model
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Based on the Fiedler's model one can draw three major conclusion.
1. Situation I is the most favourable situation for leader while situation 8 is the least favourable
one.
ii. Leader that is task-oriented in nature performs best at situation I, II, III and VIII.
iii. Leader that is people-centered performs bests at situation number IV, V, VI, VII.
15. A good leader needs not to be a good manager but an effective manager must have
many of the qualities of a good leader.'' In this context, distinguish between manager and
leaders.
Managers and leaders are distinguished in the following table.
Managers Leaders
Managers initiate the thinking process and Leaders originate the thinking and focuses on
focuses on things. people.
Managers provide direction on operational Leaders provide vision and help to create the
plans. future.
A manager is appointed and after that gets a A leader’s emergence depends on a number of
position. situational factors.
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A manager seeks those objectives which his A leader generally seeks those objectives,
subordinates do not regard as their own. Thus which are the objectives of his subordinates.
there is clash of objectives. Thus, there is mutuality of objectives between
leader and his followers.
Managers ensure that employees reach their Leaders ensure that employee reach their goal
goal by controlling their behaviour i.e. they by motivating and inspiring them and tap their
monitor the result by means of reports and needs values and emotions.
meetings and note derivations from the goals.
Decision methods related to managers are Decision methods related to leaders are based
based on policies rules and procedures. on values and principles.
1. Autocratic style: The autocratic leader assumes full responsibility for deciding on the group's
project by assigning tasks to members and permitting no participation in decision-making
process. He centralizes authority and decision-making in himself and exercise complete and full-
fledged control over his subordinates. He sets group goals and structures the work. He gives
orders and the subordinated are expected to obey them. Communication tends to be one way i.e.
downward.
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An advantage of autocratic leadership is that the decisions are very speedy. It is most
suited at the time of crisis or when the subordinates are inefficient.
2. Democratic style: Democratic style is widely known as participative or employee-oriented
leadership styles. The essence. of this style is the consultation, the leader consults the
subordinates. Before arriving at decisions, participative leadership styles take into consideration
the wishes and suggestions of the subordinates as well as the leader. All members qf the group
are seen as important contribution to the final decision. The communication is two ways i.e.
upward as well as downward
Some of the major advantages of democratic style of leadership are explained as follows:
• Increased member's moral and support for the final decision and better decisions through
shared information.
• Ideas among group members participating in decision-making can lead to improve manager/
worker relations.
• High satisfaction and decreased dependence on the leader
• Multi directional communication permits fruitful exchange of ideas and information between
the leader and the led and helps in encouraging member commitment to the decision.
3. Free rein style: Free rein style of leadership is also known as Laissez faire style. It goes a step
further of democratic style and turn an entire problem or project over subordinates. Subordinates
are asked to set their own goals and develop plans for achieving them. Thus, in this type of
leadership style, a manager avoids power and relinquishes leadership position. The leader is a
silent spectator. In essence, this approach is characterized by the absence of any active leadership
in the group. It is the total abdication of responsibility. The leader merely functions as a group
member, providing only as much advice and direction as requested. There is very little control or
influence over group members of the leader.
17. How does a leader influence the behaviour of followers towards goal achievement?
Explain with reference to the path-goal theory of leadership.
Path-Goal theory is another very popular contingency model developed by Robert J. House, Path
goal theory finds its inspiration in both the Ohio state leadership and expectancy theory of
motivation. Path-Goal theory tries to explain the effectiveness of leadership as a function of the
situation. The key aspects of path-goal theory of leadership are summarized through the
following points.
Path-Goal Theory of Leadership
One of the key contingency theories of leadership is path-goal theory of leadership.
According to path-goal theory of leadership, the primary job of leader is to provide path
for their followers. In
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this reference, leader has to provide followers with the information, support or other
necessary resources essential in achievement of goals.
a. The leader can improve subordinate's motivation by making the rewards for performance more
attractive. By giving raises, promotions and recognition, the Leader can increase the
subordinates' valence (i.e. preference) for goal achievement.
b. If the worker's assignments are poorly defined the leader can increase motivation. by
providing structure in the form of helpful supervision, subordinate training and goal clarification.
Reducing the ambiguity of the job makes it easier for the subordinate to pursue the goals.
Expectancy (i.e. likelihood of attaining the first level outcome) should increase.
If we analyze the above two steps together, we can see that in the first step valence is
increased and in the second expectancy is increased. Now, as per the, expectancy theory of
motivation,
Motivational Force= Valence x Expectancy.
It is thus obvious that path goal theory is designed to increase worker motivation.
c. If the work of the subordinates is already greatly structured, as in the case of assembly line
worker or mechanist, the leader should refrain from introducing any more structure. Such action
will be viewed as unnecessary and overly directive. Instead of worrying about the work, the
leader should be concerned with the personal needs of the people by giving them attention,
.praise and support. '
In this regard, path-goal theory provides three important benefits:
• It helps integrate expectancy theory and contingency leadership
• It reemphasizes the importance of high leader concern for both the work and the people:
• It encourages the leader to' analyze the situation in determining the right degree of each
concern for structure and concern for people - that will be required.
18. Discuss the different leadership styles with their characteristics and the situations of
their applicability.
Leadership Style
A leader's typical way of behaving towards group members is termed as leadership style. It
refers to the behaviour exhibited by a leader during supervision of employees. The style
represents the leader’s predominant way of acting with his group. Although, the style
varies with leader, organizational researchers have listed the following three basis styles:
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1. Autocratic style: the autocratic leader assumes full responsibility for deciding on group’s
project by assigning tasks to members and permitting no participation in decision-making
process. He centralizes authority and decision making himself and exercise complete and full-
fledged control over his subordinates. He sets groups goals and structures the work. He gives
orders and the subordinated are expected to obey them. Communication tends to be one way i.e.
downward. The situation of autocratic style applicability are discussed below :
• When the subordinates are inexperienced.
• When the subordinates lack proper training.
• When the subordinates are unable to understand company goals.
2. Democratic style: democratic style is widely known as participative or employee-oriented
leadership styles. The essence of this style is the consultation, the leader consults the
subordinates. Before arriving at decisions, participative leadership styles take into consideration
the wishes and suggestions of the subordinates as well as the leader. All members of the group
are seen as important contribution to the final decision. The communication is two ways i.e.
upward as well as downward. The situation of democratic style applicability are discussed
below:
• When the subordinates are motivated experienced and competent.
• When the leader loves to participate subordinates in decision making.
• When the objectives of the organization are totally transparent to the subordinate.
• When reward and involvement are means of motivation.
3. Free rein style: free rein style of leadership is also known as laissez faire style. It goes a
step further of democratic style and turn an entire problem or project over subordinates.
Subordinates are asked to set their own and develop plans for achieving them. Thus, in this type
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of leadership style, a manger avoids power and relinquishes leadership position. The
leader is a silent spectator. In essence, this approach is characterized by the absence of any
active leadership in the group. It is the total abdication of responsibility, the leader merely
functions as a group member, providing only as much advice and direction as requested.
There is very little control or influence over group members of the leader. The situation of
free rein style applicability are discussed below:
• When the subordinates graciously accepts the organizational goals.
• When the leader is ready to delegate decision making fully.
• When the sub-ordinates are ready to assume responsibilities.
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Popularity of empowerment: Empowerment is putting employees in charge of what they do. The
problem with the current empowerment movement is that it ignores the extent to which
leadership can be shared and the conditions facilitating success of shared leadership.
Moral dimension to leadership: Leadership is not value free. So we should look at the moral
content of a leader’s goal and the means he/she uses to achieve these goals.
20. Who is leader? Write about trait theory. Explain the traits that a leader should possess.
Meaning of Leader
A person is said to be a leader when he is able to influence others and make them accept
his guidance, suggestions and directions. A manager is said to be a leader of the
organization. s/he will be a successful manager only if s/he is able to influence the attitude
and behaviour of the subordinates.
Trait Theory
Trait theory is the traditional theory of leadership which rests the assumptions, that
individual is more important than the situation and consequently if we can identify the
distinctive traits of successful leaders, we can have clue to leadership problem. According
to this theory, it is believed that leader, possess certain in born special traits. Thus, an
effective leader is supposed to poses certain abilities such as to probe other’s minds, to
predict future events, to command predictable obedience etc. leadership under this theory
is generally thought in terms of personal quality rather than as an organization function.
The following are the characteristics of trait theory:
Psychological characteristics: Age, height, weight
Background characteristics: education, experience, social status, mobility
Social characteristics: tact, diplomacy, prestige, supervisory, ability,
cooperativeness and popularity
Task related characteristics: initiative, persistence, need for achievement,
responsibility
Intelligence characteristics: ability, judgement, knowledge
Personality characteristics: self confidence, enthusing, decisiveness, aggressiveness
and extroversion, decisiveness, alertness, dominance, authoritarianism, independence etc.
Predicting successful leaders on the basis of traits alone is not a correct
approach. Qualities of a Successful Leader
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1. Intelligence: A successful leader must have above average knowledge and intelligence. Mental ability to
think precisely analyze accurately, Interpret clearly and consciously are necessary to consider the problems in
the right perspective.
2. Maturity: A leader should posses a high level of emotional stability and cool temperament. He needs to
have a high degree of tolerance.
3. Sound health: Sound physical and mental health is essential to bear the burden of leadership. Sound
health includes physical stamina, nervous, energy, mental vigour and important leadership qualities.
4. Self confidence: He should have confidence in himself and a strong will power.
5. Empathy: The leader must have the ability to see things from other’s point of view. He must respect the
viewpoints and feeling of others.
6. Foresight and vision: He should have the capability to look forward and anticipate the events. He should
have a high degree of imagination, moral courage, breadth and determination.
7. Decisiveness: A leader must have sound judgement and the ability to take quick decisions.
8. Human relations approach: A leader must have the capacity to understand people, work with them and
gain their confidence, loyalty and voluntary cooperation. He must be able to motivate people towards higher
performance.
9. Responsibility: A leader should be a responsible person and must be willing to assume responsibility for
the consequences.
10. Objectivity: A good leader should be fair and objective in dealing with subordinates. He must be free
from bias and prejudice.
1. Define communication.
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9.0 COMMUNICATION
Communication is the process by which a person, group or organization [the sender] transmits
some types of information [the message] to another-person, groups or organization[the receiver].
In other words, communication is the transmission and reception of ideas, feelings and attitudes,
both verbally and non-verbally, which gives rise to a response.
Encoding
Transmission
Decoding
Receiver
Feedback
Noise
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Oral communication is the most popular method of communication. It is also known as verbal
communication. Oral communication is done with the help of spoken words. Oral
communication may be face to face or through mechanical devices like telephone or computer.
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Informal
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When there is no restriction in the flow of communication among the member, such
communication network is known as channel network. All channel network allows all group
members to actively communicate with each other.
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28. Explain the barriers for effective communication. How they can be minimized?
Barriers to Effective Communication
There are several barriers that distort the communication process. These barriers generate
confusion and misunderstanding in the organizations by creating bottlenecks, delays and
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distortions of the information. Several organizational problems relating to smooth working and
human relations exist today due to these Barriers: Some of the key classification of such barriers
are explained below:
i. Human barriers: Barriers related with the human that are part of communication process is
termed as human Barriers. Also known as personal Barriers they arise from social values,
emotions, judgements and lead to a psychological distance.
ii. Semantic barriers: One of the most common communication Barriers is semantic Barriers.
Semantic refers to that branch of science that deals with the study of communication symbols. In
this regard, semantic Barriers arise when there is discrepancy in meanings which different people
attach to different things.
For example,
round: shaped like a ball
round: related to time, 'as round as clock'
Hence, a word round could be understood in two different way which creates distort.
iii. Organizational Barriers: In many cases organizational system and belief itself creates
problems in the flow of information. Some of the key organizational Barriers are listed as
follows:
Organizational policy
Organizational rules and regulations.
Lengthy scalar chain
One-way communication system
Lack of confidence in subordinates.
iv. Physical Barriers: Internal structure of the organization and layout of machine create Barriers
in the communication process. Some of the key physical Barriers are enlisted as follows.
Physical distance
Hierarchy structure
Office design
Noise
v. Technological Barriers: Technological Barriers occur due to defect in technology used and
overload in information. In these cases receiver cannot respond leading to communication
problem. Some of the common technological Barriers are listed as follows:
Mechanical Barriers
Loss of transmission
Information overload
Insufficient period allowed.
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Mutual trust and faith: Communication becomes effective having mutual and faith between the
sender and receiver of the message. The honesty of the purpose is the best means breeding trust
and faith between the two parties, i.e sender and receiver.
Active listening: Misunderstanding and confusion are often caused by the half-hearted attention
to the communication. Therefore, a receiver listener needs to be patient mentally well composed,
and avoid distractions while receiving the message. He/She should seek clarification, if
necessary, on the message. At the same time, the sender of the message must also no be prepared
to listen to what the receiver has to say, and respond to his questions, if any.
29. Give a short explanation of current issue in communication that are very common in
Nepalese organization.
Issues Confronted By Organization in Communication
The key issues confronted by organization in communication are explained briefly.
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Cross-cultural communication
Cross-cultural communication has been another current issues in communication. Language
differ as per culture. The same word means different things to different people. A gesture that is
understood and acceptable in one culture may be meaningless and disgusting in another culture.
The tone of language also differs in different culture. In some culture,more formal languages are
used, while in some culture, frequently in formal languages are used. This is due to cross-cultural
effect. People from different culture also view the world in different ways. Thus due to cross
cultural effect there may cause barriers in communications.
Electronic communication
Organizational boundaries become less relevant as a result of electronic communication.
Electronic communication such medium as cellular phones, email, etc. now allows accessing the
desired person at any time and at any place of the world. The line between an employee's work
and non-work life is no longer distinct. Networked computers in an office allow the employees to
share the files and jump vertical levels within the organization.
Electronic communications have revolutionized both the ability to access other people and to
reach them almost instantaneously. Unfortunately this access and speed have come with some
costs. Electronic mail, for instance, does not provide the non-verbal communication components
that face-to-face meeting does.
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10.0 CONFLICT
1. Define functional conflict.
The type of conflict that brings in positive consequences and supports the goal of the
group is known as functional conflict. Functional conflict is thus a form of constructive
conflict.
2. What is conflict?
Conflict is a situation in which two or more parties feel themselves in opposition. In other
words, conflict is a process in which an effort is purpose fully made by one person or unit
to block another that results in frustrating the attainment of other goals or the furthering
of his or her interests.
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When the conflict involves two or more group it is known as inter-group conflict. For example:
when whole marketing department is in conflict with production department, it is referred as
inter-group conflict.
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c. Perception: Differences in perceptions can also lead to conflict. One area in which
perception can, for example, differ may be the perception of what motivates employees.
Managers, for example, usually provide what they think employees want rather than what
employees really want.
d. Values and ethics: People also hold different beliefs and adhere to different value
system. Older workers, for example, value company loyalty and probably do not take a sick day
when they are not really sick/ill. But, the younger workers, valuing mobility, may be take a sick
day to get away from work.
e. Emotion: The moods of the people can also be a source of conflict in the work place.
Problems of home often spill over into the work arena, and the related moods can be hard for
others to deal with.
f. Communication barriers: Communication barriers such as physical separation and
language can create distortions in message, and these, in turn, can lead to conflict value judgment
also sometimes serves as barrier.
11. Explain the concept of inter-group conflict? Enlist its types. Explain the dynamics of
inter-group conflict.
Inter-Group Conflict
When there is a conflict between two different groups of an organization, it is called as
inter- group conflict. Conflict between marketing and finance group in an organization is
an example of inter-group conflict. The concepts of inter-group conflict can be explained
through below given points.
1. There are distortions of perception, related to one's own group and about the other group.
Firstly, perception of one's own group is highly selective: people see only the best aspects of
their own group and deny any weakness. Secondly, perception of the other groups is
systematically distorted: group see only the worst parts of other groups and deny other groups
positive accomplishments. Thus, inter group conflict leads to increased use of stereotypes. Each
group develops more positive stereotype of itself and a more negative of other.
2. Interaction and communication between groups decreases. As group members feel hostile
toward members of rival group, there is less desire for interaction with them. Moreover,
decreased interaction. Makes it easier for each group to maintain its negative stereotype of the
other.
Even when group are forced to interact with each other, those interactions become fairly
rigid and formal. Whatever information is passed between groups is carefully rationed
and sometimes deliberately distorted. Groups tend to ignore the similarities between their
positions and exaggerate the differences.
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activities of other groups. A democratic work style can reduce the group's capacity to
respond quickly. Hence, the leadership usually switches to autocracy.
d. The organization and structure of the group becomes more rigid: After the inter-group
conflict among the groups, each group is concerned in making the group effective. There will be
rigid organizational structure with more focus on formal relation. Moreover, tasks are highly
valued.
e. Group cohesiveness (degree of unity) is increased: In the face of an external threat, past
differences and difficulties between group members are forgotten. The group closes ranks to
meet the challenge. Individual group members find both the group as whole and other group
members more attractive.
Changes in Relations between Groups:
• Interaction and communication between group decreases
• There are distortions of perception, both one's own group and about the other group
• There is a shift from a problem-solving orientation toward other groups to a win lose
orientation
• There is increased hostility forward the rival group.
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If the desired outcome is not achieved conflict again rises. Hence, this is also a temporary
solution.
5. Hierarchical decision-making: In this technique, a common superior can be requested to use
his authority to resolve conflict. However, it is very widely accepted technique that loses its
goodness when the authority figure fails to understand the issue properly and the subordinates do
not respect them.
6. System restructuring: By restructuring system, one can often manage the conflict in the
organization.
It involves clarifying demands and segregating roles in different position, and people can resolve
role conflict.
7. Bargaining: In this technique parties in conflict bargain each other to solve the conflict. Here
the use of bargaining power is highly used.
13. What do you understand by conflict? Examine their negative and positive outcomes in
organization.
Meaning of Conflict
Conflict is a situation in which two or more parties feel themselves in opposition. In other
words, conflict is a process in which an effort is purpose fully made by one person or unit
to block another that results in frustrating the attainment of other goals or the furthering
of his or her interests.
Positive Outcomes of Conflict
More often conflict leads to certain positive outcomes. A few of them are:
a. It provides as individual a chance to think again, undertake self-introspection and have a
second look at the existing things, be they procedures, policies, equipment, behaviors etc. In this
regard, conflict is a major stimulant for change.
b. It leads to innovation and at times, to new direction. It is therefore, even necessary for
organization survival and growth.
c. It helps seek classification and generate search behavior.
d. At times, conflict is also used as means to certain ends and creates confusion or set
subordinates against each other in order to maintain the interested party's own position. It may
not be a positive outcome in the strict sense of the term from the organizational point of view,
but it is certainly a management strategy toward off problems temporarily. It may be viewed as
an unavoidable cost of the pursuit of one's aspiration.
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e. When conflict is developed, attention is immediately drawn to the malfunction parts of a system. It is an
indication that the situation calls for improvement. Conflicts are, therefore, an essential portion of a cyber-native
system.
f. It energies people and leads to mild stimulation. Moreover, it helps the employees to test their capacities.
g. It serves as a cementing force in a group and incredible unity is witnessed even in a heterogeneous group
in times of tension.
h. For some. It is exhilarating, provides endless challenge and meaning to their lines. Negative
Outcomes of Conflict
Many times conflicts may be detrimental and disastrous. A few of such circumstances in which it can be
termed as harmful and undesirable are discussed below.
a. When conflict does not lead to solution of a problem, it is unproductive and investment of time and effort
goes waste.
b. It is undesirable if it creates a climate of distrust and suspicion among people, if some people feel defeated
and if it develops antagonism instead of spirit of cooperation.
c. When management loses objectivity and treats disagreement as equivalent to disloyalty and rebellion, an
opportunity for creativity should be deemed to have been lost. It may even pour oil over troubled waters; exploit
differences to strengthen itself and weaken other, and accept resolution capable of different interpretations.
d. In an attempt to find a solution, management may gloss over serious difference and suppress certain
feelings which may except at inappropriate moments and hit safe targets.
e. In the event of a conflict, there may be intensification of internalization of sub unit goals which may result
in the neglect of overall organizational goals.
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• Broad change
• Dynamic process
• System approach
• Research based
• Support of top management
• Team work
• Goal oriented
12. What are the organizational forces that make an organization necessary to change?
Forces that lead to Organizational Change
Change is a law of nature; we live in a dynamic world where nothing remains static. Everything
around us keeps on changing.
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Organization change refers to the alteration of structural relationships and role of the people in the
organization. It is largely structural in nature. These changes may be pressurized by internal or
external forces, may affect only one or all the levels and department or may be related to the
organizational structure (hierarchy), people, technology, working or social environment, etc.
The key internal and external forces that forces organization to change are explained briefly.
Internal Forces
A force induced from the organizational itself is known as internal forces. The key internal forces
are explained briefly.
1. Goal Change: Change in organizational goals makes it necessary for organization to
change.
2. Sequential change: Every organizational change requires readjustments, sequential
change and supportive change. For example, creation of new department may cause the
appointment of some new managerial position, which in turn may necessitate reallocation of
authority, responsibility and duties of the concerned department.
3. Employees pressure: Every increasing demand of employees for better job security and
job satisfaction, better safety and welfare, congenial working environment, higher wages and
perquisites, participation in managerial process and more authority and power also precipitate
changes in the organization structure and pattern.
External forces
Organization has no control over external forces. Some of the common external forces are listed
below;
1. Economic forces: It includes
Work force diversity in terms of culture, gender, age skills and professionalism etc.
3. Technological force: It includes
Sophisticated information technology, robotics, faster and cheaper computers
Innovation and experimentation
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13. State and explain the organizational resistances to change in modern organizations.
Organizational Resistance to Change
1. Individual resistance: Individuals are considered as the main source of resistance to
change due to their perception, personalities and needs. Because of the following reason
individual resist the change.
a. Habit: Once we become habituated on anything, it will be difficult to change that habit.
As human beings, we are creatures of habit. Changes in old work habits create resistance.
Employees tend to respond in accustomed work.
b. Security: Employees may fear loss of job security, reduction in pay and increase in
workloads. The cost of change may be higher than benefits of change.
c. Economic reasons: These include the fear unemployment, fear of reduced work hours and
consequently less pay after change, fear of demotion and low wages, etc. Whenever people sense
that new
Machinery pass a threatening challenge for their existence, they resist change.
d. Social reasons: Change often results in disturbance of the existing social relationships. People
in work organizations develop some sort of informal relationships and any change breaking these
relationships will be strongly resisted. Group pressure also brings about resistance to change in
individuals.
2. Organizational resistance: Organization itself is another key source for resistance to change.
Many times, the resistance to change is initiated by the organization as a whole or by the top
management. The main reasons for organizational resistance are explained briefly.
a. Inflexibility in organizational structure: Some organizational structure has a built-in
mechanism for resistance to change. For instance, in typical bureaucratic structures where chain
of command is clearly spelled out, authority, responsibilities and duties are clearly defined, flow
of information is stressed through proper, channel and the entire pattern is highly mechanistic
and rigid, and any change in the organization structure or pattern would be difficult.
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Types of OD interventions
There are various OD intervention at different levels. Among them some of the key ones are
discussed below.
1. Management by objectives [MBO]: MBO emphasizes participation of individuals in
setting goals. It is systematic and organized approach that allows management to attain
maximum results from available resources by focusing on achievable goals. It is a rational
approach to management and helps prevent, management by crisis, fire fighting methods. The
emphasis on joint goal setting and self control not only promotes individual development but
also improves organizational effectiveness in long term.
2. Team building: The focus of team building is the development of effective management
teams. These work groups focus on solving problems in building effective management teams.
The team leader defines a problem that demands organizational change. The group analyses the
problem and traces out the causes of the problem. The problem arising from communication,
leadership styles, organization structure, etc. are highlighted here.
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3. Job enrichment: Job enrichment refers to basic change in the content and level of
responsibility of a job so as to provide the satisfaction of the motivation needs (achievements,
recognition, responsibility, personal growth) of personnel. Jobs are made more challenging,
meaningful and interesting. When applied initially, job enrichment programmes have increased
employee productivity and job satisfaction and reduced the employee turnover and absenteeism.
4. Managerial grid: Managerial grid training emphasizes on the fact that most effective
leadership style is that which stresses maximum concern for both production and people. It is a
systematic approach for analyzing management and helps the organization in moving to the best
style.
5. Sensitivity training: The general goal of sensitivity training is to develop awareness of
and sensitivity to oneself and others. The training generally takes place under laboratory
conditions. As small number of participants (12-15) sit together along with a trainer who (usually
behavioural scientist) helps the participants in having an open and authentic communication with
each other. The individual participant is made aware of his behaviour, how other perceives his
behaviour etc.
16. Change is a necessary way of life in organization. Most organizations today are faced with
tremendous forces for change stemming from different source. A systematic and planned way of
managing change successfully has become a primary responsibility of management, in this
context; discuss the different approaches that you would recommend for managing
organizational change.
How to manage any change in organization is difficult process. When organization makes any
components, resistance from employee’s side comes up. To make the change successful,
organization should manage it. There are different approaches to managing organizational change.
On this manner we consider the following models.
1. Kurt Lewin model: Kurt Lewin argued that successful change in organization should
follow three steps. They are:
a. Unfreezing the status quo: Unfreezing means the change efforts to overcome the presence
of both individual resistance and group conformity. The status quo can be considered as the
equilibrium state. Any employee who achieve the high status stick to it. He does not want to
move from it. So, if any change organization wants to implement then employee resists that
change due to the status quo. So, to implement the change successfully, organization unfreezes
the status quo of the employee. This can be done through following ways:
Driving forces,
Restraining forces and
Combination of both forces.
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The Driving force is that force which directs the behaviours of the employee from the status quo.
The Restraining is that force which hinders the movement from the status quo, changing
behaviour of employee through increasing their pay, if they accept the change,
b. Movement to a new status: Only unfreezing the status quo is not sufficient to manage the
change. Now the employee who has changed their behaviour from status quo should be moved to
new state to make the change stable. If they are not moved to the new state, they might freeze to
the status quo. Thus movement to the new state is another step to make the organizational change
successful.
c. Refreezing the new change: Once the employee is moved to the new state, they should be
retained in the new status, otherwise they may comeback to the previous state and the change
may not be successful. Thus, to retain them in the new state is very much essential to make
change successful. To Retain/Refreeze in the new state, temporary force should be systematically
replaced with permanent ones. This build up confidence in employee towards organization and
will be socialize in the new environment. In this way, the change can be made successful in the
organization.
2. Action research: Action research is concerned with practical problems with theoretical
relevance and has three masters-the sponsors, the behavioural science, practitioner and the
scientific community. Action research is a data drawn problem solving model of organization
change. The key steps of action research model are enlisted as follows:
Establish client consultant relationship: One should establish client-consultant
relationship. In doing so, one must determine three major components.
Clients readiness for change
Consultant’s power base
Consultant’s role in relationship
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Diagnose the need for change: In the second step, action research diagnoses
the need for change. In this regard, it goes through a systematic analysis of the
situation.
Introduce change: It is the most critical step in action research. In this step,
the concerned parties decide the type of change to be introduced.
Evaluate and stabilize change: Once the change is introduced it is then
evaluated. Evaluation is done on the basis of objectives that are set. If the
changes are desirable, it is important to stabilize change. For this, both the
change agent and participants need to play their
part.
Disengage consultant’s service: This is the last step in action research.
In this step, the service of consultant is terminated with the purpose of
empowering internal participants.
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