RIFTVALLEY UNIVERSITY

GULLALE CAMPUS
DEPARTMENT OF BUSINESS MANAGEMENT
MASTERS OF BUSINESS ADMINISTRATION PROGRAM

Individual Assignment for the course “Organizational Behavior”

By: Hawera Solomon Obsi

SUBMITED TO: Bonsa (A.proff)

January 28,2024
ADDIS ABABA, EHTIOPIA
 1. A new company is looking to design its structure and you are required to
provide comments about various approaches of organization. Under what
conditions can you recommend the different approaches to effectively
manage that organization? What do you think about the influences of each
approach on performance of the organization?
To recommend the most effective approach, I need more information about
the company itself:

1. Industry and Purpose: What sector does the company operate in? What
product or service do they offer? Understanding their goals and target
audience is crucial.
2. Size and Location: How many employees are there initially? Are they spread
across different locations? Company size significantly impacts structure
needs.
3. Culture and Values: What kind of work environment do the founders
envision? Collaborative, competitive, or something else? This influences the
chosen structure's fit.
4. Stage of Development: Is it a startup, a growing company, or an established
one? Different stages call for different levels of flexibility and adaptability.

Once I have this information, I can delve into the various organizational
approaches and their suitability:

1. Functional Structure:

 Best for: Specialized tasks, clear hierarchy, efficient workflow.

 Conditions: Stable environment, standardized products/services, focus on
internal efficiency.
  Performance: High productivity, good for execution, less adaptable to
change.

2. Divisional Structure:

 Best for: Diversified products/services, geographic market segmentation.

 Conditions: Dynamic environment, strong emphasis on autonomy and
responsibility.
 Performance: Good for growth, responsive to market changes, potentially
siloed decision-making.

3. Matrix Structure:

 Best for: Complex projects, need for interdepartmental collaboration.

 Conditions: High interdependence between tasks, skilled workforce
comfortable with dual reporting.
 Performance: Encourages innovation, flexible and responsive, can be
complex to manage.

4. Flat Hierarchy:

 Best for: Agile startups, creative work environments, empowered

employees.
 Conditions: Small size, strong teamwork culture, clear communication
channels.
 Performance: Fast decision-making, high employee engagement, potentially
less structure and accountability.

5. Networked Organization:
  Best for: Independent contractors, decentralized operations, reliance on
technology.
 Conditions: Strong trust and communication, focus on collaboration over
control.
 Performance: Highly adaptable, cost-effective, requires strong project
management.

Remember, no single approach is perfect. The most effective structure is a hybrid

tailored to the company's specific needs and environment. Consider:

 Combining elements of different approaches: A company could have a

divisional structure for product lines while using a functional structure
within each division.
 Adapting the structure over time: As the company grows or the environment
changes, the structure should evolve to maintain effectiveness.
 Focusing on company culture: Any structure needs to be supported by a
strong culture that fosters collaboration, communication, and trust.

2. What is the concept of individual difference? Do you believe that individual

differences can explain workers’ behaviors at work place? Discuss it. In your
organization, what individual difference do you believe are most important to
express the workers’ behavior at their work.

The concept of individual differences refers to the diverse ways in which people
vary in their characteristics, abilities, and preferences. These differences can be
physical, psychological, or social, and they influence how people think, feel, and
behave in different situations, including the workplace.
Individual differences play a significant role in shaping employee behavior at
work. Here are some examples:

 Personality: Extroverted individuals might prefer collaborative roles and

thrive in open work environments, while introverted individuals might be
more productive in quieter settings and independent tasks.
 Cognitive abilities: Workers with higher analytical skills might excel in data
analysis, while those with strong verbal skills might excel in client
communication.
 Learning styles: Visual learners might benefit from diagrams and
infographics, while auditory learners might prefer lectures and discussions.
 Values and motivations: Employees driven by intrinsic motivation might
pursue challenging tasks, while those driven by extrinsic motivators might
respond better to rewards and recognition.
 Work-life balance: Individuals with demanding personal lives might require
flexible work arrangements, while those without such commitments might
be more comfortable with longer hours.

Individual differences in my (CBE) organization:

As an IT technician who work in a large business organization, individual

differences still play a crucial role in how I perform my tasks. Here are some key
differences I consider:

 Data preferences: Different datasets and problem solving algorithms provide

me with varying perspectives and abilities. Choosing the right combination
for a specific task is crucial.
  Computational resources: Access to more processing power or advanced
hardware can significantly improve my accuracy and better support.
 Task complexity: Some tasks require sophisticated reasoning and
understanding, while others involve simpler pattern recognition. Matching
my capabilities to the task at hand optimizes performance.
 User inputs and feedback: The way users I the business side interact with me
and provide feedback shapes my responses and learning process.

Conclusion:

Understanding and acknowledging individual differences is essential for any

organization, human or otherwise. By creating an environment that embraces
diversity and caters to different working styles and motivations, organizations can
maximize employee engagement, productivity, and overall success. Individual
differences are not simply random variations; they are the building blocks that
shape how people, including myself, function within a system. By harnessing this
diversity, we can build stronger, more adaptable, and ultimately more successful
endeavors.

3. Suppose that the manager of your organization wants to motivate her/his

subordinates using the different theories of motivation as a point of reference.
Write your advice about the ways to be used in motivating employees; what
motivation mechanisms are recommendable to be administered under each theory?
Here's my advice for a manager who wants to motivate their employees using
different motivation theories:

1. Content Theories:

Maslow's Hierarchy of Needs:

 Hygiene factors (bottom levels): Ensure fair compensation, safe working

conditions, and job security. Offer benefits like health insurance and
childcare assistance.
 Motivator factors (higher levels): Provide challenging tasks with
opportunities for autonomy and growth. Offer recognition and advancement
opportunities.

Herzberg's Two-Factor Theory:

 Hygiene factors: Focus on clear communication, fair policies, and respectful

treatment. Address factors like workload, supervision, and company
policies.
 Motivator factors: Enhance responsibility, achievement, and recognition.
Delegate tasks, provide feedback and praise, and celebrate successes
publicly.

2. Process Theories:

Goal-Setting Theory:

 SMART goals: Work with each employee to set Specific, Measurable,

Achievable, Relevant, and Time-bound goals.
  Feedback and support: Provide regular feedback and guidance to help
employees track progress and adjust goals as needed.
 Celebration: Recognize and celebrate goal achievement both individually
and as a team.

Expectancy Theory:

 Performance-reward linkage: Make the connection between effort,

performance, and rewards clear and transparent. Ensure rewards are valued
and relevant to individual employees.
 Outcome attractiveness: Ensure rewards are desirable and align with
employees' personal goals and values.

3. Reinforcement Theories:

Positive Reinforcement:

 Immediate and specific: Immediately acknowledge and praise desired

behaviors and accomplishments. Be specific about what you're appreciating.
 Variety and choice: Offer different types of rewards and recognition to cater
to individual preferences. Allow employees some choice in how they're
rewarded.

Negative Reinforcement:

 Constructive and redirecting: Address unwanted behaviors through clear

communication and focus on corrective measures. Offer guidance and
support for improvement.
 Focus on prevention: Implement systems and processes to prevent unwanted
behaviors from occurring in the first place.
Additional Tips:

 Individual differences: Consider each employee's unique needs, motivations,

and preferences. Tailor your approach accordingly.
 Positive work environment: Build trust, open communication, and
collaboration. Foster a sense of belonging and community.
 Empowerment and autonomy: Give employees ownership of their work and
provide opportunities for decision-making. Encourage initiative and
creativity.
 Continuous learning and development: Invest in training and development
programs to help employees grow their skills and knowledge. Offer
opportunities for personal and professional growth.

Remember, motivating employees is an ongoing process. Experiment, be flexible,

and adapt your approach based on feedback and results. By understanding and
applying different motivation theories, you can create a work environment that
fosters engagement, productivity, and satisfaction for your entire team.

4. In your organization, when the workers are stressful, how do they feel physically
and psychologically? What are the clinical treatments /measures to be
administrated? What do you believe about the impacts of stress on employee’s
performance?

Stress is a natural human response to challenges and demands. However, in the

workplace, chronic stress can take a significant toll on employees' physical and
psychological well-being, ultimately impacting their performance.
Physical Symptoms of Stress:

 Headaches and muscle tension

 Fatigue and insomnia
 Increased heart rate and blood pressure
 Digestive problems like ulcers or diarrhea
 Weakened immune system

Psychological Symptoms of Stress:

 Anxiety and irritability

 Depression and mood swings
 Difficulty concentrating and making decisions
 Decreased motivation and productivity
 Burnout and emotional exhaustion

Impact of Stress on Performance:

 Reduced productivity and efficiency

 Increased absenteeism and presenteeism (working while unproductive due to
illness)
 Higher risk of accidents and errors
 Poor decision-making and problem-solving abilities
 Negative impact on teamwork and collaboration
 Increased employee turnover

Clinical Treatments and Measures for Stress Management:

  Individual therapy: Cognitive-behavioral therapy (CBT) can help employees
identify and manage negative thoughts and behaviors that contribute to
stress.
 Stress management workshops: These workshops can teach employees
relaxation techniques, time management skills, and communication skills to
cope with stress effectively.
 Employee assistance programs (EAPs): EAPs provide confidential
counseling and support services to employees experiencing stress, anxiety,
or other mental health concerns.
 Organizational changes: Organizations can implement changes to reduce
workplace stress, such as promoting work-life balance, providing flexible
work arrangements, and fostering a supportive work environment.

It's important to remember that:

 Everyone experiences stress differently, and what works for one person may
not work for another.
 Early intervention is key. Addressing stress early can prevent it from
developing into more serious problems.
 A comprehensive approach is often necessary. Combining clinical
treatments with organizational changes can create a sustainable solution for
managing stress in the workplace.

By understanding the impact of stress on employees and taking proactive steps to

manage it, organizations can create a healthier and more productive work
environment for everyone.
5. Organizational culture is very important to promote employee’s commitment in
the organization. In this regard, if you become head of a given organization, what
type of culture do you build? What do you do build these types of culture?

If I were head of an organization, I would strive to build a purpose-driven,

collaborative, and growth-oriented culture. This type of culture would prioritize the
following elements:

1. Purpose and Meaning:

 Clearly define the organization's mission and values: Ensure everyone

understands why the organization exists and what it stands for.
 Connect individual work to the bigger picture: Help employees see how their
contributions make a difference and impact the organization's goals.
 Embrace social responsibility: Engage in initiatives that benefit the
community and the environment, allowing employees to contribute to a
cause they care about.

2. Collaboration and Communication:

 Foster open communication: Encourage transparency and regular dialogue

between all levels of the organization.
 Promote teamwork and cross-functional collaboration: Break down silos and
create opportunities for employees to work together on projects.
 Value diverse perspectives: Encourage open exchange of ideas and respect
for different viewpoints.
 Invest in communication tools and platforms: Provide accessible tools to
facilitate communication and information sharing.
3. Growth and Development:

 Offer continuous learning and development opportunities: Provide

employees with training, mentorship, and access to resources to help them
grow their skills and knowledge.
 Encourage innovation and creativity: Create an environment where
experimentation and new ideas are welcomed.
 Recognize and reward achievement: Celebrate successes and acknowledge
individual and team contributions.
 Provide career development opportunities: Help employees set and achieve
career goals within the organization.

Here are some specific steps I would take to build this type of culture:

 Hold regular all-hands meetings and leadership Q&As: Foster transparency

and communication from the top down.
 Implement feedback mechanisms: Encourage employees to provide
feedback on all aspects of the organization.
 Create employee resource groups (ERGs): Provide opportunities for
employees with shared interests to connect and support each other.
 Organize fun and team-building activities: Help employees build
relationships and foster a sense of belonging.
 Delegate tasks and empower employees: Give employees ownership of their
work and the opportunity to make decisions.
 Lead by example: Demonstrate the values of the culture through your own
behavior and actions.

It's important to remember that building a strong culture takes time and effort. By
consistently focusing on the pillars of purpose, collaboration, and growth, I believe
we can create an environment where employees feel valued, engaged, and
motivated to do their best work.

Of course, every organization is unique, and the specific approach to building

culture will need to be tailored accordingly. However, by focusing on these core
principles, I believe we can create a workplace that fosters employee commitment
and ultimately drives organizational success.

6. Assume that your organization faces resistance to change; what do you think are
the possible reasons for employee resistance to accept the change? What do you
suggest for the organization to adopt in order to make these employees to accept
the initiated change?

Employee resistance to change is a natural phenomenon in any organization. Let's

explore the possible reasons behind it and strategies to overcome them:

Possible reasons for resistance:

 Fear of the unknown: Uncertainty about the change and its potential impact
on job security, workload, or skills can trigger fear and resistance.
 Lack of communication or transparency: Employees feeling uninformed or
distrustful of management's motives can create significant resistance.
 Poorly explained benefits: If employees don't understand the rationale
behind the change and how it benefits them, they're less likely to accept it.
 Disruption of routines and habits: Change disrupts established workflows
and comfort zones, leading to initial discomfort and resistance.
 Past negative experiences: Previous failed change initiatives can breed
distrust and cynicism towards new attempts.
  Loss of autonomy or control: If employees feel their agency is being taken
away through the change, it can generate frustration and resistance.

Strategies to overcome resistance:

 Open and transparent communication: Clearly explain the reasons for the
change, its objectives, and its potential impact on employees. Address
concerns openly and listen to feedback.
 Involve employees in the process: Engage employees in planning and
implementing the change. This increases their ownership and reduces the
feeling of being dictated to.
 Positive messaging and focus on benefits: Highlight the positive outcomes
of the change, such as improved efficiency, career opportunities, or work-
life balance.
 Provide adequate training and support: Equip employees with the skills and
resources they need to adapt to the change effectively. Offer training,
mentorship, and support throughout the transition.
 Address individual concerns: Acknowledge and address individual anxieties
and concerns related to the change. Offer personalized support and guidance.
 Celebrate successes and milestones: Recognize and celebrate achievements
during the change process. This reinforces positive momentum and keeps
employees engaged.
 Be patient and flexible: Change takes time and effort. Be patient with
employees, and be willing to adjust the approach based on feedback and
evolving situations.

Remember, overcoming resistance is not about forcing change but about winning
hearts and minds. By employing transparent communication, involving employees,
and focusing on the benefits, organizations can create a smoother and more
successful change process.

7. What type of conflict did you observe in your organization? What were the
reasons for these conflicts? what do you suggest as mechanisms to be employed in
order to handle this kind of conflict in your organization?

the conflicts i observed are clashes between management and employees in a

governmental organization due to lack of communication:

Mechanisms for addressing communication-related conflicts between management

and employees in a government organization:

Formal Channels:

 Establish regular communication channels: Implement dedicated meetings,

surveys, suggestion boxes, or anonymous feedback mechanisms to
encourage open communication from both sides.
 Improve transparency and information flow: Regularly share organizational
updates, project progress, and decision-making rationale with employees.
Avoid information silos and ensure information reaches all levels.
 Formalize grievance procedures: Establish clear and accessible procedures
for employees to raise concerns and grievances with management, ensuring
fair and prompt resolution.
 Implement employee surveys and feedback sessions: Conduct regular
surveys or feedback sessions to understand employee concerns, opinions,
and suggestions regarding communication and other issues.
Informal Channels:

 Promote open-door policy: Encourage employees to feel comfortable

approaching managers with questions or concerns at any time, fostering a
more open and approachable environment.
 Organize casual social events: Facilitate informal interactions between
management and employees through team-building activities, social
gatherings, or internal lunches.
 Emphasize active listening and empathy: Encourage both management and
employees to practice active listening, validate each other's perspectives, and
communicate with empathy and respect.
 Invest in communication training: Provide training workshops or resources
for both managers and employees on effective communication skills,
conflict resolution techniques, and active listening.

Additional Tips:

 Focus on common goals: Highlight the shared mission and goals of the
organization to foster a sense of unity and common purpose.
 Address communication issues early: Don't let communication breakdowns
fester. Address concerns promptly and openly to prevent escalation.
 Celebrate successes and progress: Regularly acknowledge and celebrate
achievements to build trust, morale, and a positive work environment.
 Continually evaluate and adapt: Regularly assess the effectiveness of
implemented communication mechanisms and adapt them as needed to
ensure ongoing improvement.

Remember, improving communication is an ongoing process that requires

commitment from both management and employees. By implementing these
suggestions and fostering a culture of open communication, your organization can
address communication-related conflicts and build a more engaged and productive
work environment.

8. Discuss factors that may promote or inhibit the development of effective

teamwork within your organization.
Factors Promoting and Inhibiting Effective Teamwork in Organizations

Promoters of Effective Teamwork:

 Clear Goals and Shared Vision: When team members understand common
goals and have a shared vision for their work, it fosters collaboration and
direction.
 Effective Communication: Open and honest communication is crucial for
building trust, resolving conflicts, and ensuring everyone is on the same
page.
 Mutual Respect and Trust: A team environment built on respect and trust
encourages open dialogue, risk-taking, and support for each other's ideas.
 Defined Roles and Responsibilities: Clear understanding of individual roles
and responsibilities prevents confusion, duplication of effort, and
resentment.
 Strong Leadership: Effective leadership provides guidance, fosters
collaboration, and empowers team members to contribute their strengths.
 Diversity of Skills and Perspectives: Teams with diverse skills and
perspectives bring different approaches and solutions to the table, enhancing
creativity and problem-solving.
  Performance Recognition and Reward: Acknowledging and rewarding
individual and team contributions motivates, engages, and reinforces
positive behaviors.
 Psychological Safety: When team members feel safe to voice opinions, ask
questions, and make mistakes without fear of judgment, it fosters innovation
and learning.
 Effective Conflict Resolution: Teams equipped with conflict resolution skills
can address disagreements constructively and maintain positive working
relationships.
 Celebrations and Social Events: Building social connections and celebrating
successes outside of work strengthens team bonds and morale.

Inhibitors of Effective Teamwork:

 Unclear Goals or Conflicting Priorities: Lack of clarity or conflicting

priorities can lead to confusion, misaligned efforts, and frustration.
 Poor Communication: Ineffective communication, including lack of
transparency, unclear information, or dominant individuals, hinders
collaboration and trust.
 Lack of Respect or Trust: Disrespectful behavior, gossip, or hidden agendas
can damage relationships and create a hostile work environment.
 Unclear Roles and Responsibilities: Overlapping or ambiguous roles can
lead to confusion, conflict over ownership, and decreased accountability.
 Ineffective Leadership: Poor leadership characterized by micromanagement,
lack of communication, or favoritism demotivates and hinders team
performance.
 Lack of Diversity: Homogeneous teams can lack varied perspectives and fall
victim to groupthink, limiting creativity and problem-solving.
  Inadequate Recognition and Reward: Failing to acknowledge contributions
can devalue team members' efforts and demotivate individuals and the team
as a whole.
 Lack of Psychological Safety: An environment where mistakes are punished
or opinions are not valued can stifle creativity and learning.
 Ineffective Conflict Resolution: Unresolved conflicts or unhealthy
confrontation can damage relationships and hinder overall team
performance.
 Lack of Social Connection: Teams lacking social interactions and
celebrations miss out on building important bonds and morale.

Remember, promoting effective teamwork is an ongoing process requiring

conscious effort from both management and team members. By identifying and
addressing potential inhibitors and continuously promoting the positive factors,
organizations can cultivate collaborative, high-performing teams that achieve their
goals and thrive.