Description

Organizational Behavior

Sep 2026 Examination

 

Q1 A mid-sized IT services firm has recently shifted to a hybrid work model. Over the last six months, absenteeism has increased, internal collaboration has weakened, and several employees have become reluctant to participate in project discussions. A team manager observes that some employees openly say they no longer trust promotion decisions, many feel emotionally disconnected from the organization, and others have started avoiding extra responsibilities. Exit interviews suggest that employee attitudes toward the firm have become increasingly negative after a few poorly managed appraisal cycles. The leadership team wants the manager to understand the roots of these attitudes and use organizational behavior concepts to improve morale and restore productive behavior. How should the manager apply the cognitive, affective, and behavioral components of attitude to diagnose the problem and improve employee engagement and performance? Suggest workplace actions based on attitude formation through social learning and direct experience that can help shift employee responses in a positive direction? (10 Marks)

Ans 1.

Introduction

Rising absenteeism, weakening collaboration and reluctance to participate in projects all point to a workforce whose attitudes toward the organisation have deteriorated, most likely triggered by poorly managed appraisal cycles. Attitudes are made up of cognitive, affective and behavioral components, and understanding how each of these has been affected here gives the manager a structured way to diagnose the problem and design interventions that

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Q2 A consulting firm shifted to a hybrid model and initially focused on retention by giving employees special allowances, internet reimbursements, and performance-linked bonuses. While these measures reduced immediate complaints, engagement survey results now show falling collaboration, lower trust in leadership, and reduced willingness to take initiative. Employees say decisions are made without their input, performance standards are not uniformly explained, and recognition tends to favor those who are more visible in office settings. A few managers have begun comparing employees openly, hoping competition will improve output, but this has increased perceptions of bias. The CHRO is considering whether broader motivational practices such as participation in decision-making, regular feedback, fair comparison benchmarks, and developmental support would deliver stronger long-term results. Evaluate the effectiveness of the company’s motivational design in the context of a hybrid workplace. To what extent should the organization prioritize transparency, employee participation, recognition, and development opportunities over purely financial rewards to improve motivation and reduce disengagement? (10 Marks)

Ans 2.

Introduction

The consulting firm initially treated retention as a purely financial problem, offering allowances, reimbursements and performance bonuses to reduce hybrid work complaints. Yet engagement survey results show falling collaboration, lower trust and reduced initiative, revealing that financial incentives alone cannot sustain motivation once deeper issues around participation, fairness and recognition remain unaddressed in a hybrid environment. This gap between reduced complaints and declining real engagement is the central puzzle the CHRO

 

Q3(A) A multinational retail company is expanding quickly and hiring store managers across regions. However, internal audit findings show that interview panels often favor polished candidates who speak fluently and dress formally, while rejecting applicants with stronger operational skills but less impressive early presentation. In several cases, interviewers formed negative judgments in the first few minutes and then interpreted later responses to confirm that impression. Regional HR heads now believe that perceptual errors are causing weak hiring outcomes, missed talent, and low diversity in leadership pipelines. The CHRO wants a redesigned interview approach that addresses common perceptual distortions without slowing recruitment significantly. Create a perception-management strategy for interviewers that minimizes first-impression bias, halo effect, horn effect, stereotyping, and selective perception, while improving the quality of hiring decisions. (5 Marks)

Ans 3A.

Introduction

The retail company’s hiring panels are showing clear perceptual distortions, favoring polished candidates while overlooking stronger operational skills. Since these errors are shaping leadership pipelines poorly, the CHRO needs a structured perception management strategy

ding store operations across regions.

 

Q3(B) A large logistics firm recently expanded its regional planning committee from 8 to 22 members to include more functions such as procurement, warehousing, customer service, and analytics. Although the larger team brought broader representation, meetings have become slow, some members rarely contribute, and discussions often end in overly aggressive operational decisions that no one individually supported at the start. Senior management suspects that both group size and group polarization are affecting judgment quality. The operations director now wants to redesign how the committee works so that decisions remain inclusive but do not become distorted by miscommunication, weak participation, or extreme consensus formed during discussion. Create a decision-making model for the operations director that reduces coordination problems and minimizes group shift in large teams while preserving speed and participation. (5 Marks)

Ans 3B.

Introduction

Expanding the logistics planning committee from 8 to 22 members has slowed decisions and produced overly aggressive choices that no one initially supported, suggesting both group size coordination problems and group polarization are distorting judgment quality in this large committee.

Concept and Application

Coordination Problems in Large Groups

Larger groups face communication overload, since every added member increases the