Description

Organizational Behavior

Dec 2025 Examination

 

 

Q1. A multinational IT company recently underwent significant downsizing due to economic pressures, resulting in remaining employees taking on additional responsibilities and longer working hours. Several employees, including team leads, have reported increased stress, declining morale, and symptoms of burnout. The HR manager is tasked with developing a strategy to address these issues and restore a healthy work environment. The company has limited resources but is committed to employee well-being and productivity. Based on the scenario, how should the HR manager apply the Job Demands-Resources (JDR) model to redesign roles and resources in order to prevent employee burnout and improve engagement in the aftermath of a major downsizing event? (10 Marks)

Ans 1.

Introduction

Organizational downsizing, though sometimes necessary for financial survival, often disrupts the balance of work demands and resources. In the given scenario, the multinational IT company has experienced increased workloads, extended hours, and rising stress among employees, leading to symptoms of burnout and declining morale. While financial resources are limited, the company remains committed to sustaining employee well-being and productivity. This makes the Job Demands-Resources (JDR) model a practical framework to address the challenges. By analyzing job demands—such as workload, role ambiguity, and emotional strain—and reinforcing job resources—like autonomy, social support, recognition, and skill development—the HR manager can strategically redesign work roles. This balanced approach prevents burnout, enhances engagement, and fosters resilience even during resource-

 

Its Half solved only

Buy Complete assignment from us

Price – 190/  assignment

NMIMS Online University Complete SolvedAssignments  session DEC 2025

buy cheap assignment help online from us easily

we are here to help you with the best and cheap help

Contact No – 8791514139 (WhatsApp)

OR

Mail us-  [email protected]

Our website – www.assignmentsupport.in

 

Q2. A large retail organization is undergoing a digital transformation, requiring significant changes in processes and employee roles. The CEO has adopted a situational leadership approach, providing directive leadership to less experienced teams and delegating to more mature teams. Despite these efforts, resistance to change persists in some departments, and performance outcomes are mixed. The board is seeking an evaluation of the leadership approach and recommendations for improvement based on contingency and situational leadership theories. Critique the application of contingency and situational leadership theories in managing organizational change during a major digital transformation initiative. Evaluate the leader’s effectiveness in adapting their style to team readiness and contextual demands, and justify alternative approaches where necessary. (10 Marks)

Ans 2.

Introduction

Digital transformation represents one of the most challenging phases for any organization, as it demands not only structural changes in processes but also cultural adaptation among employees. In this case, the retail organization’s CEO has embraced a situational leadership model, providing close direction to inexperienced teams and empowering mature teams with autonomy. While this demonstrates adaptability, resistance to change and uneven performance outcomes highlight the limits of this approach when applied in a large-scale transformation context. Leadership theories such as contingency and situational leadership emphasize the importance of aligning leadership style with both team readiness and situational variables. A critical evaluation of this application allows us to identify gaps, assess effectiveness, and

 

Q3(A). A mid-sized enterprise is facing issues with job performance and employee satisfaction. Some employees feel their abilities exceed their current roles, leading to frustration, while others struggle to meet job demands due to skill gaps. The organization wants to ensure a high ability-job fit, maximize productivity, and create opportunities for continuous learning and growth, all while maintaining team harmony and motivation. Design a talent management strategy that optimally matches  employees’ intellectual and physical abilities to job roles.   (5 Marks)

Ans 3a.

Introduction

Employee satisfaction and job performance are closely linked to the degree of alignment between individual abilities and job requirements. In the mid-sized enterprise under discussion, mismatches are evident: some employees feel underutilized while others face skill deficits. These challenges can lead to disengagement, frustration, and productivity losses if not addressed strategically. To optimize ability-job fit, organizations must design a holistic talent management strategy that evaluates capabilities, fosters growth opportunities, and ensures

 

 

Q3(B).A technology company experiencing rapid expansion is facing challenges in maintaining high employee motivation and aligning individual achievements with organizational objectives. The current reward system is outdated, leading to decreased engagement and innovation. Leadership wants to implement a new reward system that leverages reinforcement strategies and incorporates insights from classical, operant, cognitive, and social learning theories to drive both personal and organizational growth. Design a comprehensive organizational reward system for a rapidly growing technology firm. (5 Marks)

Ans 3b.

Introduction

As technology firms expand rapidly, aligning individual contributions with organizational objectives becomes essential. In this case, outdated reward systems have reduced employee motivation, innovation, and engagement. An effective reward strategy must leverage reinforcement principles and integrate insights from classical, operant, cognitive, and social learning theories. By combining financial and non-financial incentives with recognition, development opportunities, and social reinforcement, leadership can create a culture that encourages sustained performance, innovation, and loyalty, ensuring organizational growth