BB0033 BBA102- Organization Behaviour

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Summer/ May 2012

Bachelor of Business Administration-BBA Semester 2

BB0033/BBA102- Organization Behaviour - 4 Credits

(Book ID: B1498)

Assignment Set- 2

Q.1 Explain the seven levels of self – awareness in detail?

ANSWERS: There are seven levels of self-awareness. Each level shows the thoughts we imagine

· Reactive – People, who exist in this lowest level of self, never take any initiative. They only become active when their survival is threatened by any external element.

· Follow the Crowd - in this level, people form an example. When they see others heading towards a certain direction they assume it to be the right path and immediately start walking in that direction. Such people are unaware about what they are living for.

· Uniqueness –at this stage, individuals start recognizing their ambitions. They try to explore and express their individuality by working out their plans. Say for example, some might start their own business, some may change their careers, and some may devote their lives towards the society. And by doing so, they show their high level of courage, faith and confidence. Baba Ram Devi’s example can be considered here, who initiated yoga for curing a number of diseases and made it popular throughout the world. But this level is very critical also, as due to enormous pressure one can easily give up too.

· Discipline – at this level many individuals have the will to stay and continue in the set course of direction. They move towards their targets with a disciplined approach and never get sidetracked by the false belief that others show to them.

· Learn – by this time individuals are able to draw conclusions from the results obtained. They start learning new things they have discovered from their results. This cycle of learning continues as the person keeps on performing a task, observes it and analyses the results. By doing this again and again, they gradually master themselves in the said process and develop a route that works wonderfully for them.

· Mastery – the last stage of self-awareness is where one attains the level of mastery. Because by this time, people train themselves to handle any challenges ahead. They are able to exercise self-control over their thoughts and are sure of their future targets.

Q.2 Explain Classical conditioning and Operant conditioning theories of learning?

ANSWERS: Classical Conditioning: This approach explains the learning of reflex behaviour. An example of a reflex behaviour is- when stuck with a pin we flinch without thinking. Classical conditioning is relevant for human learning. We are filled with pride and patriotism when we hear our national anthem. This is the result of learning through classical conditioning. But is classical conditioning important in organizations? Most mission and vision statements have components that employees learn through classical conditioning. Since in organizations managers are interested in instilling voluntary behaviours, classical conditioning has a very limited role in organizational learning.

Operant conditioning: Operant conditioning is based on the fact that voluntary behaviours are learnt. As human beings we learn behaviour because we find it rewarding. In the same way we can unlearn behaviour if its consequence becomes unrewarding or punishing. Thus a child learns to become obedient because he is rewarded with parental love and appreciation. Similarly a child stops bad behaviour when punished. In organizations also Operant conditioning is found frequently. When an individual works hard he or she is paid accordingly. When an individual takes the initiative he or she is appreciated. Similarly, if a person remains absent he may lose his pay. If he is late he may not be allowed to enter the organization. Operant conditioning therefore is an important tool for managers, who want the employees to learn productive voluntary behaviours and give up voluntary unproductive behaviours.

Q.3 Mr.Sreenivas is the HR Executive at Power India Ltd. He is assigned to interviewTen candidates for the post of Production General Manager. What biological and Cultural factors will he keep in mind while assessing the personalities of the Candidates?

ANSWER: Factors that shape the personality of an individual are Biological, Cultural , Family, social and situational factors.

Biological Factors – the three main factors that shape the personality of an individual are:

a) Heredity – it refers to the transmission of an individual’s traits from ancestors to descendants. For example our height, facial features, skin colour, muscle composition etc., we get form our ancestors. Usually, heredity does not govern the values or beliefs of a person.

b) Brain – not many researchers have proved the importance of brain in shaping the personality of an individual, but still many believe that it plays a significant role in the development of personality.

c) Physical Features – physical features or external appearance is a very important part of one’s personality. A person with tall height, fair colour, sharp features, gets praised by everyone and hence, becomes confident enough in going forward and interacting with anyone. Similarly there are many jobs that are offered to individuals on the basis of their attractive and appealing personality - for example the job of air hostess, receptionist, front desk attendant, sales person, model, etc. Note that personality is not only determined by biological factors only, there are other determinants also that influence the personality of an individual more than the biological factors. Let us go through these factors now:

II. Cultural Factors – culture is the set of beliefs, values and norms that are shared universally and are transmitted from one generation to other. The culture in which we are raised consists of the norms of our family, ethics designed by the society, experiences we get from our friends, neighbours, schools, colleges, organizations etc. The norms and values teach a person the moral and ethical lessons of life. They teach what the rights and the wrongs are, what the do’s and the don’ts are, and what the good and bad is etc., For example - it is the culture which guides that an individual should not lie to others, should not cheat others, should respect his elders etc. Thus, culture in which he is bought up determines the personality of an individual.

Q.4 Define motivation? What are the two kinds of motivation?

ANSWER: Motivation is a stage when the management and the expert, take necessary action to involve people from all levels of the organization. Management takes necessary action to involve all the employees to discuss the different dimensions of change. Motivation is the psychological feature that arouses an organism to action toward a desired goal and elicits, controls, and sustains certain goal directed behaviors. There are many approaches to motivation: physiological, behavioral, cognitive, and social.

Intrinsic and extrinsic motivation:

Intrinsic motivation refers to motivation that is driven by an interest or enjoyment in the task itself, and exists within the individual rather than relying on any external pressure. Intrinsic motivation is based on taking pleasure in an activity rather than working towards an external reward. Intrinsic motivation has been studied since the early 1970s. Students who are intrinsically motivated are more likely to engage in the task willingly as well as work to improve their skills, which will increase their capabilities Children's motivation for reading: Domain specificity and instructional influences. The Journal of Educational Research, Students are likely to be intrinsically motivated if they:

·                     attribute their educational results to factors under their own control, also known as autonomy,

·                     believe they have the skill that will allow them to be effective agents in reaching desired goals (i.e. the results are not determined by luck),

·                     are interested in mastering a topic, rather than just rote-learning to achieve good grades.

Extrinsic motivation refers to the performance of an activity in order to attain an outcome, which then contradicts intrinsic motivation. It is widely believed that motivation performs two functions. The first is often referred as to the energetic activation component of the motivation construct. The second is directed at a specific behavior and makes reference to the orientation directional component. Extrinsic motivation comes from outside of the individual. Common extrinsic motivations are rewards like money and grades, and threat of punishment. Competition is in general extrinsic because it encourages the performer to win and beat others, not simply to enjoy the intrinsic rewards of the activity. A crowd cheering on the individual and trophies are also extrinsic incentives. The concept of motivation can be instilled in children at a very young age, by promoting and evoking interest in a certain book or novel. The idea is to have a discussion pertaining the book with young individuals, as well as to reward them.

Q.5 How do organizations maintain its culture?

ANSWER:Organizational culture is the collective behavior of humans that are part of an organization, it is also formed by the organization values, visions, norms, working language, systems, and symbols, it includes beliefs and habits It is also the pattern of such collective behaviors and assumptions that are taught to new organizational members as a way of perceiving, and even thinking and feeling. Organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders.

Culture as a variable takes on the perspective that culture is something that an organization has. Culture is just one entity that adds to the organization as a whole. Culture can be manipulated and altered depending on leadership and members. This perspective believes in a strong culture where everyone buys into it.

Culture as Root Metaphor takes the perspective that culture is something the organization is. Culture is basic, but with personal experiences people can view it a little differently. This view of an organization is created through communication and symbols, or competing metaphors.

The organizational communication perspective on culture views culture in three different ways:

·                     Traditionalism: Views culture through objective things such as stories, rituals, and symbols

·                     Interpretive : Views culture through a network of shared meanings (organization members sharing subjective meanings)

·                     Critical-Interpretive: Views culture through a network of shared meanings as well as the power struggles created by a similar network of competing meanings

Several methods have been used to classify organizational culture. While there is no single "type" of organizational culture and organizational cultures vary widely from one organization to the next, commonalities do exist and some researchers have developed models to describe different indicators of organizational cultures

Q.6 Explain Levin’s 3 stage model of change in detail?

ANSWER: There are various environmental factors which force organizations to bring in change.

To help us in understanding the process of change, Psychologist Kurt Lewis developed the Force Field Analysis Model.

This theory argues that there are two sets of opposing forces within an organization, which determine how the change will take place. There are forces for change which are known as driving forces; these can be any information technology, competition or demographical factors etc. There are also forces which resist change. The organization must increase forces for change, and minimize forces resisting change. Kurt Lewis suggested that to bring about planned change

in the organization, there should be a multi stage process. His model of planned change has three steps: - unfreezing-change-refreezing.

Unfreezing It is a process where people are aware of the need for the change. People who will get affected by the change should be made aware of the need for change. Thus they can be motivated to accept change.

Change At this stage the organization is transformed from the status quo to the desired state. Change may include installation of new equipment, implementing a new policy or restructuring the organization.

Refreezing It is a stage where the change intervention is stabilized. This change is permanent in nature and it is brought about by balancing the driving force and resisting force. This we can see in figure 15.1. It is an important stage because without it people can go back again to the old method of doing things and the new way can be forgotten.

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