Description

Organizational Behavior
Dec 2024 Examination
Q1. Nisha, as a head of operations at a mid-sized manufacturing company, has a team
that is diverse in both experience and motivation levels. The company has recently
undergone a turnaround process, that has left some employees feeling insecure about
their future roles. Nisha observes that some of her team members are highly motivated
and consistently exceed their targets. A few others seem disengaged and often struggle to
meet their goals.
As an OB expert, Nisha is considering different motivational strategies to improve team
performance. She is aware that a one-size-fits-all approach may not work. Based on
motivation theories (Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, and
Vroom’s Expectancy Theory), evaluate the possible reasons for the varying levels of
motivation in Nisha’s team. Recommend strategies Nisha could implement to boost
motivation across the team, considering both intrinsic and extrinsic motivators. (10
Marks)
Ans 1.
Introduction
In the modern business environment, motivation plays a crucial role in achieving organizational
success. For leaders like Nisha, managing a diverse team with varying levels of experience,
skills, and motivation can be challenging, especially after a significant organizational change.
Motivation is the driving force that encourages employees to meet their goals and contribute
effectively to the organization. However, due to the recent turnaround process, some team
members may feel insecure about their roles, which can impact their engagement levels. The
disparity in motivation levels within Nisha’s team suggests that a single approach may not
suffice. Utilizing well-established motivational theories such as Maslow’s Hierarchy of Needs,
Herzberg’s Two-Factor Theory, and Vroom’s Expectancy Theory, Nisha can develop a more
tailored strategy that addresses each team member’s unique needs and motivations. By
understanding these theories and applying them effectively, Nisha can foster a more motivated,
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Q2 (A) Vidya is a project leader at an IT company, and her team has individuals with
varying levels of experience and cultural backgrounds. Recently, she noticed a
disagreement and arguments between two team members, Richard and Pallavi. Richard
believes that Pallavi is not contributing enough to the team’s success, while Pallavi feels
that Richard undermines her ideas and doesn’t give her the opportunity to share her
thoughts.
As their leader, Vidya wants to understand the situation better and resolve the issue.
Based on the concept of human perception, explain how Vidya can use her understanding
of the key stages of perceptual processes to address the situation between Richard and
Pallavi. (5 Marks)
Ans 2A.
Introduction
Conflict in diverse teams is common, especially when individuals hold different perspectives
on contributions and recognition. As a project leader, Vidya faces a challenge in resolving a
conflict between two team members, Richard and Pallavi. Richard perceives Pallavi as less
contributive, while Pallavi feels undermined. Vidya can use her understanding of the perceptual
process to assess how each team member’s perception influences their actions and emotions,
ultimately guiding them toward a more collaborative relationship.
Concept and Application
Perception plays a critical role in interpersonal relationships, as individuals interpret i
Q2 (B) Brijesh, a senior manager at a retail company, is preparing his department for the
launch of a new product line. During a meeting, he notices a clear division in attitudes of
subordinates: some, like Ashish and Mohan, express strong support for the company’s
focus on sustainability, driven by their personal values of environmental responsibility.
Others, like Dinesh and Eshwar, are more skeptical, focusing on the potential financial
risks of this shift.
Analyze how the alignment (or misalignment) of personal values with workplace attitudes
can impact the department’s performance. (5 Marks)
Ans 2B.
Introduction
In any workplace, the alignment between employees’ personal values and organizational goals
significantly impacts morale, commitment, and performance. In Brijesh’s department, a divide
exists between those who value sustainability and those who prioritize financial stability.
Ashish and Mohan align with the company’s sustainability focus, while Dinesh and Eshwar
remain skeptical due to financial concerns. Understanding how these differences affect
workplace attitudes and performance can help Brijesh foster a balanced environment that