SUBJECT:- Organizational Behavior

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INDIAN SCHOOL OF BUSINESS

MANAGEMENT & ADMINISTRATION

AN ISO 9001 : 2008 CERTIFIED INSTITUTION

SUBJECT:- Organizational Behavior

MARKS :80

Course : BMS (Bachelors In Management Studies)

Name :

Answer the question in one line.

Q1. How does the study of personality helps in understanding organizational behavior? (10 marks)

Answer:Learning personality types of varied individuals allows for you to help them work together more effiecently in the business field. So, organizational behavior of a group can be used to its fullest when a manager or boss understands his employees personality types and who would work best together in what settings to profit his company the most.

Personality plays a key role in organizational behavior because the way that people think, feel, and behave affects many aspects of the workplace. People's personalities influence their behavior in groups, their attitudes, and the way they

Q2. What are the barriers in communication? Explain the Startegies for improving organizational communication (10 marks)

Answer:There are many reasons why interpersonal communications may fail.   In many communications, the message (what is said) may not be received exactly the way the sender intended. It is, therefore, important that the communicator seeks feedback to check that their message is clearly understood.  There are many barriers to communication and these may occur at any stage in the communication process.  Barriers may lead to your message becoming distorted and you therefore risk wasting both time and/or money by causing confusion and misunderstanding.  Effective communication involves overcoming these barriers and conveying a clear and concise message.

Q3. How does line and staff organization structure differ from pure line organization structure? What are the benefits and limitations of line and stafforganization structure? (10 marks)

Answer:Line organisation is the simplest and the oldest type of organisation. It is also known as scalar organisation or military type of organisation. In the words of J.M. Lundy, “It is characterized by direct lines of authority flowing from the top to the bottom of the organizational hierarchy and lines of responsibility flowing in an opposite but equally direct manner.”

An important characteristic of such type of organisation is superior-subordinate relationship. Superior delegates authority to another subordinate and so on, forming a line from the very top to the bottom of the organisation structure. The line o

Q4. Explain the significance of non-verbal communication in organization and explain different types of non-verbal communication (10 marks)

Answer:According to experts, a substantial portion of our communication is nonverbal. Every day, we respond to thousands on nonverbal cues and behaviors including postures, facial expression, eye gaze, gestures, and tone of voice. From our handshakes to our hairstyles, nonverbal details reveal who we are and impact how we relate to other people.Nonverbal communication encompasses numerous modes of expression. Physical examples include posture, gestures, eye contact, touch, physiological responses (such as clammy hands or a sweaty brow) and manner of movement. Clothing and adornment choices can also be a

Q5. Define leadership. Explain the measure that can be taken for developing leadership ability of managers. (10 marks)

Answer:The ability of a company's management to make sound decisions and inspire others to perform well. Effective leaders are able to set and achieve challenging goals, to take swift and decisive action even in difficult situations, to outperform their competition, to take calculated risks and to persevere in the face of failure. Strong communication skills, self-confidence, the ability to manage others and a willingness to embrace change also characterize good leaders.

1.The individuals who are the leaders in an organization, regarded collectively.

2.The activity of leading a group of people or an

Q6. How can studies of group and inter-group processes inform our understanding of the effective team? (10 marks)

Answer:Group dynamics is a system of behaviors and psychological processes occurring within a social group (intragroup dynamics), or between social groups (intergroup dynamics). The study of group dynamics can be useful in understanding decision-making behavior, tracking the spread of diseases in society, creating effective therapy techniques, and following the emergence and popularity of new ideas and technologies. Group dynamics are at the core of understanding racism, sexism, and other forms of social prejudice and discrimination. These applications of the field are studied in psychology, sociology, anthropology, political science, epidemiology, education, social work, business, and communication studies.

Q7. Describe and explain the difference between culture and climate in both theoretical and practical terms? Use ‘safety management’ as your context forthis discussion (10 marks)

Answer:Organizational culture constructs have been observed through tangible manifestations of "artifacts" and ingrained value and belief precepts. Artifacts have been defined as tangible evidence of organization operational frameworks and processes, while values and beliefs require individualistic assumptions. The formulation of organizational culture has been determined as being instigated by individual participants and iterative organization learning as a major contributor to the formation of substantive culture. The use of process and feedback loops assist in depicting potential cultural aspects of an organization and provide a means to leverage organizational culture change.

Q8. Is the term ‘psychological contract’ more useful as an explanatory construct or as a framework for understanding and managing the employmentrelationship? Defend your answer on theoretical, empirical and practical grounds.

Answer:A psychological contract, a concept developed in contemporary research by organizational scholar Denise Rousseau, represents the mutual beliefs, perceptions, and informal obligations between an employer and an employee. It sets the dynamics for the relationship and defines the detailed practically of the work to be done. It is distinguishable from the formal written contract of employment which, for the most part, only identifies mutual duties and responsibilities in a generalized form.

Although Rousseau's 1989 article as highlighted by

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