Organisational_Behaviour_-_Assignment_Dec_2022

Answer 1:

Introduction:

Leadership is a process by which a person influences others to achieve a purpose and directs the
organisation in a way that makes it more cohesive and coherent. Leadership is defined as a social
relationship between two or more individuals who are dependent on each other to achieve some mutual
goals in a group situation. Good leadership helps individuals and groups achieve their goals by focusing on
the maintenance needs of the group and the needs of the task they are helping to achieve. Leaders are the
individuals who will take charge of an organisation and delegate responsibility to other members to achieve
the best results. Leaders provide their team members with the tools for success. Leaders carry out this
process by applying their leadership knowledge and the following skills.

o Assertive Skills
o Communication Skills
o Motivation Skills
o Adaptive Skills

Leadership is a continuous process of influencing a leader's behavior. A good leader has to

go through a never-ending process of self-study, education, training, and experience.To motivate your
workers to higher standards of teamwork, and you must know your team's strengths and weaknesses and try
to improve them. These qualities do not come naturally, but are acquired through continuous work and
study. As a leader, Ajay's behaviour does not reflect good leadership because he is not listening to his
subordinates and colleagues. In the future, this leadership may adversely affect the project.

Concepts and Application:

Although there may not be a definitive leadership skills list, the "fundamental 4" leadership skills are:

1. Self-awareness: Self-awareness: This is one of the key leadership skills for ongoing and long-term
effectiveness as a leader. Self-awareness really means understanding your strengths and weaknesses.

2. Communication: "The communication of information and ideas" is consistently one of the most
important skills for successful leaders. Communication is also embedded in many other leadership skills and
competencies, including "leading employees," "participatory management," and "building and improving
relationships."

3. Influence: Influence can be very different at different levels in the organization. Knowing your
stakeholders, or team members, is important. Do you need to impress your boss? your peers? direct report?
Customer? Each stakeholder has specific concerns and issues, so as a Leader different approaches will be
needed to affect different groups and individuals.

4. Learning Agility: Learning agility as a leadership skill involves learning from mistakes, asking practical
questions, and being open to feedback. This involves learning a new skill quickly, taking advantage of
learning opportunities, and responding well to new situations.

Along with leadership skills, it is also very important to understand the Pitfalls in
leadership. Understanding the Pitfalls of leadership is very helpful in improving the skills of leadership.
Pitfalls in Leadership: Leadership is similar to the navigation of a ship, and leaders are the ship's captains.
Like captains, leaders need to be aware of the direction, pace, forecast, plan, and milestones of individual
and team goals. A leader can typically face three primary types of loss: personal, organizational, and
environmental. Leaders may face personal challenges when they interact with others and express their
leadership styles as they react to the personal challenges faced while leading change. These are the
following pitfalls that leaders have to face.

Personal Pitfalls

Pitfalls in
Organisational Pitfalls
Leadership

Enviornmental Pitfalls

 Personal Pitfalls: Leaders may face personal disadvantages as they react to the personal challenges
they face while leading change. When they interact with others and express their leadership style,
Leaders face some internal challenges, including a lack of self-confidence, fear of failure,
maintaining authenticity while self-promotion, impatience, and resistance to responding to new
ideas. All of these can be potential obstacles to leadership success. A leader may suffer from or be
involved in the following personal disadvantages:

Criticism- These are the main disadvantages facing leaders. A leader initiates many processes and
activities for internal and external team members. Many times this initiative is not accepted by others
and it will show as conflict in the team. These criticisms or conflicts should be handled by the leader
keeping his/her role in mind, not personal.
Dictatorship- Some leaders react like a dictator rather than collaborative. If leaders act like dictators,
they prioritize their own objectives and set unrealistic goals for the team. A leader must collaborate
with everyone to get the results of an initiative.
Role Confusion- The main role of a leader is to help the team members and work for their welfare.
Sometimes leaders are too obsessed with their work and role and because of their passive behavior
they neglect the individual skills and experience of other team members. A Leader who neglects the
work capabilities of his employees in his passion for top-performing is a leader who confuses
passion with purpose.

 Organisational Pitfalls: Sometimes leaders are unable to understand the clear vision and mission of
the organization, and because of this, they are unable to clearly understand individual and team
goals. A leader should be well versed in the rules and clear procedures of the organization.

 Environmental Pitfalls: Organizations and their external environment are constantly changing.
These changes can be legislative, social, political and economic etc. Leaders need to acknowledge
these environmental changes by introducing new policy in the organization. Because of these
environmental Pitfalls, leaders must make changes in strategy and planning to achieve organizational
goals.
Conclusion:

We can conclude that leadership is the ability to direct a group of people in pursuit of a common goal.
Leadership requires leaders or others to instil leadership qualities in themselves. Leaders maintain an
atmosphere of commitment and enthusiasm among their teams to achieve their goals. Leadership is achieved
through the interaction between the leader, the follower and the environment. Leadership is about taking
chances and innovating. A leader tries new and different things and can experience personal, organizational
and environmental Pitfalls. Ajay have to know all the above points and apply in his skill. He needs to know
the strength and weakness of his team and maintain good relations among all the team members and make
himself a good leader.
Answer 2:

Introduction:

The theory of reinforcement was developed by American psychologist BF Skinner. B.F.

Skinner proposed the reinforcement theory of motivation. It states that behaviour is a function of its
consequences; a person will repeat a behaviour that has a positive result and avoid a behaviour that has had a
negative effect. The word "reinforcement" means "to reinforce," and in psychology it is used to refer to any
stimulus that reinforces or increases the likelihood of a specific response. In behavioural psychology,
reinforcement is a technique that accounts for learned behaviour. Reinforcement is an attempt to develop or
reinforce a desirable behaviour. Reinforcement theory is a psychological theory that suggests that
behaviours are shaped by their consequences and that individual behaviour can be changed through
reinforcement. Reinforcement is an effective tool for shaping and controlling human behavior. Sameer, the
leader of a multinational organization, followed reinforcement theory and practised to make his team as
productive and effective as possible. The reinforcement theory of motivation aims at motivating employees
through reinforcement, punishment, and extinction. Reinforcement theory in any orgainsation can be
positive or negative. Managers using reinforcement theory to motivate employees must explain to
employees which behaviours will result in a positive response.

Concepts and Application: Reinforcement is mainly of the following four types:

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1. Positive Reinforcement: An important idea in the reinforcement theory of motivation is that

positive reinforcement with rewards reinforces the desired behavior. In positive reinforcement, you
give positive feedback on someone's behaviour because it benefits your team and organization. It
also encourages the person to repeat their behaviour and to continue to produce the desired result.
For example, you can reward an employee for arriving early to the office. This increases the chances
of the employee reaching the office early every day. However, your reward for greater reinforcement
value should be instinctive.
2. Negative Reinforcement: In negative reinforcement involves the removal of aversive stimuli to
reinforce the target behavior. Negative reinforcement refers to removing obstacles so that others can
respond positively and act the way they are expected to. Negative reinforcement also uses rewards.
Here, an employee is rewarded for desirable behaviour by getting rid of something unpleasant. For
an example of positive reinforcement, imagine we have a new team member. Every day we check-in
with him to see what he was doing the previous day. After two months of good behavior, you change
 your monitoring schedule to only once per week. Here, going from daily monitoring to weekly is a
reward for a team member.
3. Punishment Reinforcement: Punishment occurs when you use negative consequences in the
workplace to prevent or deter team members from engaging in undesirable behaviour. In this type of
reinforcement, you impose negative consequences or remove positive consequences to prevent
someone from repeating unwanted behaviours. However, punishment does not mean reprimanding or
harshly criticizing someone. For example, terminated from the organisation an employee for
violating work rules. Punishment should not be confused with negative reinforcement, where you
withhold negative consequences in order to encourage good behaviour. The ultimate goal of
punishment is to discourage bad behaviour.
4. Extinction Reinforcement: Extinction means stopping one's learned behaviour. It refers to the
absence of reinforcements often used by managers to prevent learning behaviour. You withhold the
positive reinforcement or rewards that encouraged the behaviour in the first place. For example, your
team needs to work on an important project. Everyone has to work overtime and even take their
weekends off. You offer them overtime pay for their efforts. After the project is done, you stop
providing any incentives and soon this learned behaviour of working overtime ends. However, you
need to be careful about how you use this reinforcement as the morale of the employees should not
be affected.

After understanding the reinforcement system, we also need to understand the reward
system, because the reward system is always influenced by positive reinforcement. Organizations these days
follow a variety of reward systems based on the performance of their employees. These rewards can be
monetary or non-monetary. This system is addressed in four important areas, namely compensation,
benefits, recognition and appreciation. A reward motivates an employee to improve his/her performance and
contribute towards achieving the organisational goal. There are many ways to reward employees, here are
four options you can implement to help boost your team's morale:

Monetary: The organization can create a reward system like bonus based on monetary compensation.
organization can pay the bonus at the end of the year or every six months. This type of reward system works
best with money-motivated employees. Besides bonuses, here are other monetary rewards that you can use
in your program:

o Extra paid time off.

o Profit-sharing bonus
o Unplanned promotion

Non-monetary: A Non-monetary Reward System for teams that prefer perks other than bonuses, a non-
monetary reward system can help motivate them. Such an arrangement gives them something. Here are
some non-monetary rewards a manager can use to encourage his or her team members:

o Opportunities to leave early.

o Permission to work from home.
o Flexible working hours.

Employee Assistance: This support system is when companies help employees maintain a healthy work-life
balance by providing services that benefit their physical and mental health. This type of programme can help
employees to have a clear mind and a healthy body, which can improve their work performance.

Recognition: Recognition can be as simple as giving verbal praise to your team members daily, weekly, or
monthly. You can also send them an e-mail telling them how much you appreciate them and their dedication
to the role. This is another way to help create a positive work environment for everyone.
Conclusion:

Reinforcement theory tells you how someone learns some behaviour. Reinforcement tools will help motivate
you all to pursue your goals with more enthusiasm. Before you go ahead and influence someone's behaviour,
you need to understand how your team works. After all, motivation is one of the key elements of successful
leadership. Learning through reinforcement is one of the oldest methods used by organisations to influence
the behaviour of leaders or other team members. It is also called behaviour modification. Hence, we can
conclude that Sameer followed the above principle of action and rewards, which helped the team to become
the best performing team. All these outcomes play a vital role in nurturing employees' culture and behaviour
in the organisation. The frequency of the behaviour will increase as a result of reinforcement. On the other
hand, punishment reduces the amount of behavior.
Answer 3a:

Introduction:

Content theory is a subset of motivational theories that examines what motivates people. Content theories of
motivation describe a system of needs that motivates people's actions. Content theories of motivation focus
on the "what" of motivation. Specifically, they focus on the various things that people may feel they need in
their lives. Thus, by understanding people's wants and needs, you can understand why and how people are
motivated. Content models are currently very popular in the world of management and leadership training
and work. Ranita preferred to teach shop-level executives rather than top-level executives. She agreed to
receive less income only to teach them and increase productivity there. Renita's dilemma will be resolved by
using Maslow's Hierarchy of Needs to explain her situation. It is a psychological theory that explains human
motivation by focusing on different levels of need.

Concepts and Application:

Maslow’s Need Hierarchy Theory: Maslow's Hierarchy of Needs There are five levels of needs: physiological
needs, security needs, social needs, esteem needs, and self-actualization needs. If a person can pursue one level of the
hierarchy of needs, he seeks to pursue the needs of the next level, and it is assumed that individuals satisfy their needs
according to the hierarchical order.

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1. Physiological Needs: Physiological needs include those that are important for survival. Such as food, water,
and breathing. Physiological needs are considered the most important because unless your physical needs are
met, you cannot fulfil other needs. Motivation at this stage comes from the individual's instinct to survive.
2. Safety Needs: The needs of safety and security become primary. Every people want control and order in their
lives. Finding a job, getting health insurance, contributing money to a savings account, and moving to a safer
neighbourhood are all examples of actions driven by safety and security needs.
3. Social Needs: The need for emotional connections drives human behaviour. Friendships, family ties, social
groups, and religious organisations are examples of social needs.
4. Esteem Needs: The fourth level requirement is praise and respect. Once the above three requirements are met,
the need for respect begins to play a more prominent role in motivating behaviour.
5. Self-Actualisation Needs: People at this need level are self-aware, concerned with personal development, and
interested in fulfilling their potential. Different individuals may have different ideas of self-actualization
because their desires differ from those of other people.

Conclusion:

Therefore, we can say that Maslow's hierarchy of needs is a reliable model to explain Renita's motivational
psychology. This will allow managers to spend less time understanding what Renita wants. According to
Maslow's need hierarchy theory, Renita's survival, security, and social needs are already met here, which is
why she no longer receives motivation or satisfaction from her high salary or high job position. She is driven
here by self-esteem needs, which encourage her to be part of a social cause, which means making a
difference in the lives of shop workers and, in turn, instilling in them a sense of self-worth.
Answer 3b:

Introduction:

We have discussed and explained the needs of any employee and the leaders. Needs can be monetary or
non-monetary, and Renita Parker is more interested in non-monetary needs. Renita Parker worked as a
trainer for the FMCG division of the International Tasty Tummy Corporation. He collaborated effectively
with both the senior executive and the shop floor staff. At the time, she noticed that her calling was to
educate the employees on the shop floor, and she wanted to collaborate more with them. In order to improve
the productivity and efficiency of the shop workers and prolong their lives, he intended to step down from
his position.

Concepts and Application:

Fully motivated employees are the key to the success of any organization. The following are some of the
common motivational techniques used by the organisation.

Monitory and Non monitory: Motivation can be monetary or non-monetary. Everyone works for pay and
salary, and is highly motivated through monetary motivation.

Job Enrichment: This technique involves making the job more competitive by asking employees to share
the responsibilities of their supervisor. Renita Parker wants to take on the additional responsibility of
educating shop workers.

Job Rotation: Referring to assigning different roles and responsibilities to employees at different times
increases their interest in their Job. Renita was mentoring other people, and she wanted to increase the level
of motivation to educate people.

Goal Setting: Goal-setting theory is one of the most influential theories in the study of task motivation,
describing how goal characteristics affect performance through mechanisms of focus, effort, persistence, and
strategy development. Renita has set a goal for herself to educate the shop workers.

Alternative working schedule: Alternative work schedules include a variety of options that create
flexibility in the workplace regarding how many hours employees work and when and where they work.

Employee’s skill up-gradation: Renita, as a teacher, needs to continuously enhance her skills and
knowledge and also enhance the skills of the workers through training. This is reflected in the workers as
well. because workers are now more productive and are also applying for higher positions in the
organization.

Conclusion:

Hence, we can conclude that Renita's passion for reading and teaching is something that motivates her more
than the monetary rewards given to her. The passion for teaching gave Renita a reason to consider new
experiences the key to happiness. It gave him a sense of purpose and accomplishment in life.The best career
path for him should be in the educational field as a teacher, as spreading knowledge satisfies him more than
high-paying jobs.