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Assignment Set- 1 (60 Marks) Note: Each Question carries 10 marks. Answer all the questions.
Q1. What is emotional intelligence? Explain Golemans model of emotional intelligence.
Emotional intelligence is an aggregate of individuals cognition of own and others emotions, feelings, interpretation and action as per environmental demand to manipulate the consequences which in turn result in a superior performance. So having high emotional intelligence doesnt mean that the person never panics or loses his/her control. It does mean that he/she brings own feelings under control and channels them into productive behaviors.
Golemans Model of Emotional Intelligence The most popular and accepted mixed model of emotional intelligence is the one proposed by Goleman. He viewed emotional intelligence as a total of personnel and social competencies. Personnel competencies determine how we manage ourselves, where as social competence determines how we handle our interpersonal relationships. Personnel Competence: It comprises of three dimensions of emotional intelligence, such as self awareness, self regulation and motivation. Self awareness is the ability of an individual to observe him/herself and to recognize a feeling as it happens. Self regulation is the ability to control emotions and to redirect those emotions that can have negative impact. Motivation is the ability to channelize emotion to achieve a goal through self control and by moderation impulses as per the requirement. Social Competence: It compromises of two dimensions namely, empathy and social skills. Empathy is the ability to feel and get concerned for others, take their perspective and to treat people according to their emotional reactions. Social skills are the ability to build rapport and to manage relationships with people. People having the skill are very effective persuasiveness and team management. Social skills are the culmination of all other components of emotional intelligence. Daniel Coleman and Hay Group have identified a set of competencies that differentiate individuals with emotional intelligence. The competencies fall into four cluster: Self Awareness: Capacity for understanding ones emotions, ones strengths and ones weaknesses. Self Management: Capacity for effectively managing ones motives and regulating ones behavior. Social Awareness: Capacity for understanding what others are saying and feeling and why they feel and act as they do. Relationship Management: Capacity for acting in such a way that one is able to get desired results from others and reach personal goals.
naturally make the kinds of adjustments demonstrated in this experiment without even realizing it. And then, even when it's pointed out to us, we may well still deny it. c) Contrast Effect Individuals do not evaluate a person in isolation. The irreaction to one person is influenced by other people they have encountered recently. d) Projection This tendency to attribute one`s own characteristics to other people is called projection. This too can distort perceptions made about others. When managers engage in projection, they compromise the inability to respond to individual differences. They tend to see people as more homogeneous than they really are. e) Stereotyping Judging someone on the basis of our perception of the group to which he or she belongs. Stereotypes are generalizations about a group of people whereby we attribute a defined set of characteristics to this group. These classifications can be positive or negative, such as when various nationalities are stereotyped as friendly or unfriendly. It is easier to create stereotypes when there is a clearly visible and consistent attribute that can easily be recognized. This is why people of color, police and women are so easily stereotyped. People from stereotyped groups can in d this very disturbing as they experience an apprehension (stereo type threat) of being treated unfairly. f) First-Impression Error -is the tendency to form lasting opinions about an individual based on initial perceptions. We tend to remember what we perceive first about a person and sometimes we are quite reluctant to change our initial impressions.
abuse reward power can become pushy or became reprimanded for being too forthcoming or 'moving things too quickly'. Coercive power - Coercive power is the application of negative influences. It includes the ability to demote or to withhold other rewards. The desire for valued rewards or the fear of having them withheld that ensures the obedience of those under power. Coercive power tends to be the most obvious but least effective form of power as it builds resentment and resistance from the people who experience it. Informational power - Informational power is based on the potential use of informational resources. This influence can occur through such means as rational argument, persuasion, or factual data. Members of a group can make information into power by giving it to others who need it, by keeping it to themselves, by organizing it in some way, by increasing it, or even by falsifying it
Q5. Explain the different leadership styles as per Managerial Leadership Grid Theory.
The Managerial Grid is based on two behavioral dimensions: Concern for People This is the degree to which a leader considers the needs of team members, their interests, and areas of personal development when deciding how best to accomplish a task. Concern for Production This is the degree to which a leader emphasizes concrete objectives, organizational efficiency and high productivity when deciding how best to accomplish a task. Country Club Leadership High People/Low Production This style of leader is most concerned about the needs and feelings of members of his/her team. These people operate under the assumption that as long as team members are happy and secure then they will work hard. What tends to result is a work environment that is very relaxed and un but where production suffers due to lack of direction and control. Produce or Perish Leadership High Production/Low People Also known as Authoritarian or Compliance Leaders, people in this category believe that employees are simply a means to an end. Employee needs are always secondary to the need for efficient and productive workplaces. This type of leader is very autocratic, has strict work rules, policies, and procedures, and views punishment as the most effective means to motivate employees.
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Impoverished Leadership Low Production/Low People This leader is mostly ineffective. He/she has neither a high regard for creating systems for getting the job done, nor for creating a work environment that is satisfying and motivating. The result is a place of disorganization, dissatisfaction and disharmony. Middle-of-the-Road Leadership Medium Production/Medium People This style seems to be a balance of the two competing concerns. It may at first appear to be an ideal compromise. Therein lies the problem, though: When you compromise, you necessarily give away a bit of each concern so that neither production nor people needs are fully met. Leaders who use this style settle for average performance and often believe that this is the most anyone can expect. Team Leadership High Production/High People According to the Blake Mouton model, this is the pinnacle of managerial style. These leaders stress production needs and the needs of the people equally highly. The premise here is that employees are involved in understanding organizational purpose and determining production needs. When employees are committed to, and have a stake in the organizations success, their needs and production needs coincide. This creates a team environment based on trust and respect, which leads to high satisfaction and motivation and, as a result, high production.
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Q6. Mr. Suresh Kumar is the VP- HR of a leading Financial services company. He is having a meeting with Ms. Rejani Chandran leading HR consultant. Mr. Suresh is concerned about creating an environment that helps in increasing the job satisfaction amongst employees. Assume that you are Ms. Rejani, the HR consultant. What suggestions you will give to Mr. Suresh, for creating an environment that increases job satisfaction?
Below are the suggestions for creating an environment with increased job satisfaction from an HR perspective: Provide workers with responsibility-and then let them use it Show respect Provide a positive working environment Reward and recognition Involve and increase employee engagement Develop the skills and potential of your workforce Evaluate and measure job satisfaction
Master of Business Administration- MBA Semester 1 MB0038 Management Process and Organizational Behaviour - 4 Credits (Book ID:B1127) Assignment Set- 2 (60 Marks) Note: Each Question carries 10 marks. Answer all the questions.
applied anywhere and in every field, such as business, social, religious, cultural, sports, administration, educational, politics or military. VI. Art as well as Science: Management is both an art and a science. It is a science as it has an organized body of knowledge which contains certain universal truths and an art as managing requires certain skills which apply more or less in every situation. VII. Multidisciplinary Knowledge: Though management is a distinct discipline, it contains principles drawn from many social sciences like psychology, sociology etc. VIII. Management is distinct from ownership: In modern times, there is a divorce of management from ownership. Today, big corporations are owned by a vast number of shareholders while their management is in the hands of paid qualified, competent and experienced managerial personnel. IX. Need at all levels: According to the nature of task and scope of authority, management is needed at all levels of the organization, i.e., top level, middle and lower level. X. Integrated process: Management is an integrated process. It integrates the men, machine and material to carry out the operations of the enterprise efficiently and successfully. This integrating process is result oriented.
Finally, in order for observational learning to be successful, you have to be motivated to imitate the behavior that has been modeled. Reinforcement and punishment play an important role in motivation. While experiencing these motivators can be highly effective, so can observing other experience some type of reinforcement or punishment. For example, if you see another student rewarded with extra credit for being to class on time, you might start to show up a few minutes early each day.
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Order: For the sake of efficiency and coordination, all materials and people related to a specific kind of work should be treated as equally as possible.
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Stability of Tenure of Personnel: Retaining productive employees should always be a high priority of management. Recruitment and Selection Costs, as well as increased product-reject rates are usually associated with hiring new workers.
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Initiative: Management should take steps to encourage worker initiative, which is defined as new or additional work activity undertaken through self direction.
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Esprit de Corps: Management should encourage harmony and general good feelings among employees.
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Internal Forces: Poor financial performance Employee dissatisfaction Inefficiency of existing business processes and systems Need to increase profitability Existence of cultural misfits to organisation goals and objectives. External Forces: Changes in technology Political factors General macro-economic environment Changes in consumer tastes, preferences, purchasing patterns & frequencies Declining market shares due to competition
Q6. Ms. Chanchal Das Gupta is a recruitment specialist. For the post of QC Manager, she interviews three candidates. Given below are the physical characteristics of the candidates.
Physical Characteristics Muscular, thick skin, rectangular shaped. Thin, delicate build, large brain, tall. Soft, round shaped, underdeveloped muscles.
From the above descriptions, what personality traits can Ms. Chanchal derive out of the candidates as per Sheldons theory of personality?
Per Sheldon`s theory of personality, below are the traits that Ms. Chanchal can derive: Mr. Ravi represents Mesomorph body type. He is well-proportioned. Psychologically he is Adventurous, Courageous, Indifferent to what others think or want, Assertive/bold, Zest for physical activity, Competitive, With a desire for power/dominance, And a love of risk/chance Mr. Gineesh represents Ectomorph body type. Psychologically he is Self-conscious, Private, Introverted, Inhibited, Socially anxious, Artistic, Intense, Emotionally restrained, Thoughtful Mr. Ramgopal represents Endomorph body type. Psychologically he is Sociable, Fun-loving, Love of food, Tolerant, Even-tempered, Good humoured, Relaxed, With a love of comfort, And has a need for affection