Case Study Answers: Noon Business School
Case Study Answers: Noon Business School
Answers
Submitted By:
Muhammad Arslan
Roll Number:
BBA F17 M024
Submitted To
Ma’am Shumaila
Firstly, the Motivation (purpose for performing or behaving in a manner) sometimes in every
person’s life the situations appears when they need motivational support and if that person
gets this from the family or friends then they return on track. Similarly, in organizations when
they motivate their employees by using hard and soft skills then employees are ready to
perform in any circumstances for the organizations.
Secondly, if the organizations value the subordinates of the organization in other words the
organization is involving the employees in decision making then the employees can perform
effectively and efficiently.
Finally, the emotional intelligence. This is the crucial for both own and proficient success. If
the organization observe emotions of the employees, then realizes their emotions and adjust
their emotions consequently then the organization can be the more productive and creative.
I think when the organizations have less motivational support, they have less involvement
from the employee side, and they are unable regulate the emotions of the employees then that
organization will unable to manage the emotions effectively as the Rebecca’s organizations is
facing that employees did not displayed the emotions towards the screaming boss. In these
circumstances the employees will become stick to the point or stick to the job description.
Question 3. Have you ever witnessed that emotions were used as part
of a management style? Describe the advantages and disadvantages
of this approach in your point of view.
Yes, I am witnessing that emotions are using as part of the management style. Being the
student of the University of Sargodha in every semester we have to submit the assignments
and must present them in front of the class and the respected teachers whether or not we are
interested in or not. Students observe this as burden for them and just do for the sake of
getting marks and to get rid of the semester. These are the negative emotion which students
show normally. Similarly, if you show negative emotions about any work in the organization
and show careless attitude towards the job assignments and do not the complete the report on
time then you will be got demotion. These are the negative emotions shown by the few staff.
On the other side, If the students complete those assignments and projects with this thinking
that we will learn something after successfully ending this, and Simply saying they will learn
about time management; they will learn about the speaking in front of the large audience.
Suppose that any of them somehow will get the job of presenting body but if that person is
coming first time in front of the huge audience than all the practice will not help him. So,
students must think positively and must show positive attitude towards these assignments and
projects because positive emotions lead to the better performance and higher rank in no time.
I think Rebecca’s company was using straight forwards techniques as mentioned in the case
study the create fear in the employees mind threatened them of job insecurity or pay less
salary to them if anything went wrong and other is use your power inappropriately on the
employees that show anger. This will lead to the negative emotions and because of this
employee will just become stick to the job description they will just on their work. They will
not available to you when you need them badly. So, they must change emotional weather that
result in the high performance and the loyalty to the job. As the current researches are the
evidence that the person who can regulate the emotion effectively that’s we can predict that
his task performance will obviously differ from his other co-workers. They must use
emotional regulation practices like different age of worker in a work group so that the group
performance will enhance.
Rebecca’s organization can use emotion suppuration technique by suppressing their initial
emotions that help the individuals to recover from the event. When any thing went erroneous,
they must suppress their sentiments and reexamine procedures after they happen produce the
finest upshots.
Rebecca’s organization can adjust the feelings by cognitive review or reframing the position
on a sensitive situation. The study recommend that cognitive review may permit publics to
alter their emotional responses even when the issue is as extremely emotionally electric as the
Pakistan India conflict on Kashmir.
Another way to reduce the anxiety level is social sharing that can Rebecca’s organization can
use. individuals can share the true emotions as they are with anyone inside or outside the
organization that can be friends, family or any fellow in the organization. This practice will
help the individuals to think positive about the events.
Lastly, they can alter their feelings by using the“mindfulness”practice. By this the individuals
can isolate himself from others and don’t overthink about the events and increase awareness
of his own body. By this practice they can also overcome the feelings of recently happened
events.
Part II
The big five model have different relationships between the personality and the job
performance.
A personality assessment model that describe the five basic dimensions of personality.
Conscientiousness
The conscientious people have a very rigid personality. They are very confident regarding the
tasks. Person having this trait are very responsible person. They love to work different
circumstances and prefer the strong tasks. People having this trait are very achievement
orient.
Persons having this trait are mostly at the top-level positions in the organizations. Those
persons who have this attribute can play crucial role for the organization and necessary for
the organization to get success. These persons are also necessary in getting desired from the
low and middle level management. Persons who score low in conscientiousness are normally
the very shy persons and less motivational persons and cry on every problem and unable to
perform in hard times.
Emotional stability
The people with trait normally has few negative thinking and fewer negative emotions. These are
less hypervigilant personality persons and less likely to be motivated at work. These also are less
likely to engage in Organization Citizenship Behavior. Normally these persons are having higher job
and life satisfaction. These persons take less stress and they are more adaptive towards new things
or changes made by the organizations. People who score less in this trait are normally emotionally
unstable and have stress on their minds and less likely to engage in OCB’s. marking high during
this space indicates that somebody is also liable to those emotions and will even have low
self-worth. Those receiving an occasional score square measure in all probability additional
assured and courageous.
Extraversion
The persons this trait is more talkative, and they prefer outgoing. People with this trait are the
assertive persons and often fun loving. These persons are very much socialized. They have
better interpersonal skills and greater social dominance. They are more emotionally
expressive that helps them in higher job performance and in enhanced leadership they are
also the very effective leaders. They also have the higher job and life satisfaction. They also
prefer the leader role for any type of work. Those hiving high in socialness measure usually
assertive and socially assured and recharge from interacting with folks. People who score less
in this they are more introverts and less talkative and have very shy personality.
Openness to experience
People having this trait have more learning capability and ready to take risks if they see a
little margin of profit. They have more creative abilities and have innovative ideas in their
minds. They can perform better as a leader at the top-level management in the organizations.
It encompasses someone’s wanting to undertake new things, be open and assume creatively.
Open people have less work-family conflicts.
Agreeableness
These are the better liked at work and are more compliant and confirming at work that result
in higher performance and greater longevity in the organizations. They should perform
interpersonally oriented like they can perform well at customer service. They also less family
and work problems.