Organizational Behavior- NMIMS Solved assignments 2025 Latest

 

 

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Organizational Behavior

Apr 2025 Examination

 

 

PLEASE NOTE:  This assignment is application based, you have to apply what you have learnt in this subject into real life scenario. You will find most of the information through internet search and the remaining from your common sense. None of the answers appear directly in the textbook chapters but are based on the content in the chapter

Q1. PowerTech Solutions, a mid-sized IT company, is transitioning to Agile project management to enhance productivity and customer satisfaction. However, the change initiative is encountering resistance from employees, especially middle management, who are reluctant to adapt. Workshops have been held, but they have not been effective in addressing the concerns or boosting employee morale.

Using Lewin’s Change Management Model, analyze the challenges a mentioned company faces in implementing Agile project management. Propose specific steps from this model to overcome these challenges and ensure successful adoption of the new framework. (10 Marks)

Ans 1.

Introduction

Organizational change is a challenging yet essential aspect of business evolution, particularly in the fast-paced IT industry. PowerTech Solutions, a mid-sized IT company, is transitioning to Agile project management to enhance productivity and customer satisfaction. However, resistance from employees, particularly middle management, has hindered the change initiative. The company's efforts, including conducting workshops, have been ineffective in alleviating concerns and improving morale. Change management theories provide valuable frameworks to manage such transitions effectively. One of the most widely accepted models is Kurt Lewin’s Change Management Model, which consists of three stages: Unfreeze, Change, and Refreeze. By applying this model, PowerTech Solutions can systematically address employee resistance, create an environment conducive to Agile implementation, and ensure the sustainability of this transformation. This analysis explores the

 

 

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Q2. A GTech Innovatives    company specializing in renewable energy solutions, has seen a decline in employee creativity and proactive problem-solving. The leadership recently introduced a competitive bonus system tied to achieving sales targets, but it led to stress and unhealthy competition among employees. A review highlighted that employees value personal growth, teamwork, and the ability to contribute meaningfully to the company’s mission. The management is debating whether to redesign their approach using Vroom’s Expectancy Theory or McClelland’s Theory of Needs to better align employee motivation with organizational goals.

Evaluate how Vroom’s Expectancy Theory or McClelland’s Theory of Needs can be applied to address the motivational challenges at GTech Innovatives. Recommend the more effective theory for fostering creativity and collaboration, justifying your choice.  (10 Marks)

Ans 2.

Introduction

Employee motivation is a critical factor in fostering creativity and proactive problem-solving within an organization. GTech Innovatives, a company specializing in renewable energy solutions, has recently faced challenges due to its competitive bonus system tied to sales targets. While this approach was intended to enhance performance, it has inadvertently created stress and unhealthy competition, thereby hampering teamwork and innovation. A recent review of employee preferences revealed that they value personal growth, teamwork, and meaningful contributions to the company’s mission.

To address these challenges, the

 

 

Q3 (A)   Geeta, a team leader at BTech Solutions, is known for being highly organized and detail-oriented, but her rigid adherence to schedules sometimes causes tension with her team. She finds it challenging to adapt to last-minute changes and struggles to understand why her team members prioritize flexibility over deadlines.

Using the Big Five Personality Traits, describe Geeta’s behavior and suggest how an understanding of her personality traits can help her improve her leadership effectiveness.

Ans 3a.

Introduction

Effective leadership is shaped by personality traits that influence how leaders interact with their teams. Geeta, a team leader at BTech Solutions, is known for her high level of organization and attention to detail, but her rigid adherence to schedules creates tension with her team. She struggles to adapt to unexpected changes and finds it difficult to understand why her team values flexibility over strict deadlines. By analyzing her behavior through the Big Five Personality Traits model, we can identify areas for improvement in her leadership approach.

Concept and Application

The Big Five Personality Traits framework evaluates personality through five dimensions: Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism.

1. Conscientiousness
   Geeta exhibits high conscientiousness, which explains her structured, detail-oriented, and disciplined approach to leadership. While conscientious leaders are reliable and productive, excessive rigidity can hinder adaptability. Geeta’s inability to adjust to last-minute changes and her focus on strict scheduling highlight an overemphasis on order, potentially leading to friction with

 

 

Q3 (B)  Rishabh, a senior marketing manager at Creative Works, is observing his newest team member, Rita, who often misses deadlines and seems disengaged in meetings. Based on these observations, Rishabh concludes that Rita is unmotivated and assigns her fewer responsibilities. However, Rita    later shares that she was overwhelmed with the new work environment and lacked clear guidance on tasks.

Using the Perception Process, describe Rishabh’s perception of Rita at different stages of the process and how he    can improve his perception to avoid misjudging his team members in the future.  (5 Marks)

Ans 3b.

Introduction

Perception plays a significant role in workplace interactions and leadership decision-making. Rishabh, a senior marketing manager at Creative Works, observes that his new team member, Rita, frequently misses deadlines and appears disengaged in meetings. Based on these observations, he assumes she is unmotivated and assigns her fewer responsibilities. However, Rita later reveals that she was struggling with the new

 

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