NMIMS Global Access School

for Continuing Education (NGA-SCE)

Course: Organisational Behaviour/Dec22

Question : 1

Answer:

Introduction:

Leadership Pitfalls:

Leader is one who brings vision into reality, As a leader one should able to
inspire,motivate and communicate well with their team to define the targets and help
their team to acheive the target, Leader is one who could undrstand their team
members strength & weakness before assigning the task to them and he should be
futuristic and prepared to face and support the team when they experience
unexpected/unplanned problems,

Leaders are having some common qualitiies like high level of

energy,aggressiveness,self reliance,dominance etc.. an effective leader aware of
pitfalls appear in the mid way of challenging projects so leaders are prepared to
handle such pitfalls

Concepts & Application:

Pitfall in leadership can be catogorised as

(a) Personal Pitfalls

(b) Pitfalls in leadership, Pitfalls in leadership is further classified as

(i)organisational pitfalls (ii)Environmental pitfalls

In our case, Ajay‘s leadership shown a personal pitfalls .

Leaders are facing various Personal pitfalls during their leadership are as follows,
1) Criticism : In every bussiness there are certain risks and challenges
assosicated with them, addressing those challenges various initiatives needs
to be taken bt the leaders to acheive the target, during the course time leader
has to execute plan-B if plan-A is fails due to some reason, in this case,
employees who worked for plan -A feels sense of loss this employees may
create problem to leader, some leader finds humiliation of some failure. Such
criticicism should be handled by the leader, without taking this as personally.

2) Dictatortship: Leaders become dictorial in their approach, thay won‘t care

about the employee‘s ability and their goals may not be realistiic sometimes,
they may keep their personal approach.

3) Power abuse: Treat others like slaves rather than humanbeings, taking
decisions without considering the like/dislike of others, and to fall into wrong
behaviour that would likely say rude behaviour if they were among their
teams. In other words, their ability to see and understand unique individuals
as such becomes greatly inhibited.

4) Micromanagement: Micromanagement is a style of management, where a

manager is closely monitor,takes controls, and gives reminder for the work of
their employees. Micromanagement is generally considered as waste of time
and it gives a negative impact because it clearly denotes/ shows a lack of
freedom and trust at their team.
A micro manager will monitor the team member’s activities closely and
provide frequent correction and criticism on that particular employee’s work
and his processes
Conclusion:

Ajay’s leadership shows a personal pifalls as he shown dominace and became

dictorial to micromanage Amar during his work, Ajay misused his authority..

“Authority shall be used more effectively,”

Leaders should not try to be their team member’s friend. Leaders don’t want to be
their enemy, also. The objective is simply needs to be on getting the work done from
their team member.

Leaders must consistently provide and ask for feedback, not to mention coaching.
This is the way how one leader shall help their team to improve.

Leaders should offer to provide some training. Training is a positive word because
it’s about learning better skills and winning as a team.

It’s important to provide feedback and counselling in a private or one to one basis
with the employee.

On the other hand, it’s okay to publicly appreciate employees for their good job. In
fact, it’s advised. Public recognition scheme needs to be made when an employee
achieve a commitment it is essential to building a self-motivating team.

At the same time, leaders must follow on their own commitments. This is how
leaders can build trust, credibility and inspire their teams.

Leaders ensure to make a system that when they commit to do something, they
follow through and comply it.

Finally, leaders must communicate clear expectations from their team members and
set accountability for an individual in writing.

When each one of team peope understand what is expected from them, that actually
makes the leader’s job a more easier to achive the results.
Question: 2
Answer:

Introduction:

Reinforcement is the attempt to develop or strengthen desirable behavior of an

individual.

Reinforcement can be defined as anything that both increases the strength of the
response and tends to expect the same good behaviour to repeat in future that is
the reinforcement.

Reinforcement is an outside explanation of behaviour and motivation which is inside

explanation of behaviour, the reinforcement and rewards terms can be exchanged
sometimes.

In very easy to understand, Reinforcement refers to the significance consequence of

behaviour. There are four types of reinforcements in organisational behaviours.
Positive reinforcement negative reinforcement, punishment and extinction. The first
two reinforces namely positive and negative reinforcements both are required to
encourage desirable behaviour by various approaches. The remaining two enforcers
namely punishment and extinction both required to discourage undesirable
behaviour.

Concepts & Application:

Sameer used positive reinforcement approach to motivate and strenghern his

team members behaviour by giving gift vouchers & appriciation mails as reward,
aswell as Sameer used negative reinforcement approach too, by handling well the
situation which may lead to undesirable behaviour.

Sameer managed with both Positive & Negative reinforcements methods as

follows,

1. Positive Reinforcement:
A positive reinforcement is a reward for a desired behaviour. The reward should be
such thing which boosts desired behaviour and increase the likelihood of repeating
such behaviour in future. Positive reinforcement can be primary and secondary.
Those reinforcements which have direct benefit to the employees are known as
primary reinforcements e.g., food, clothing, and shelter. (In present case it is a gift
voucher)

Secondary reinforcement also gives benefits but having different meanings for
different individuals. The secondary reinforcers can be a recognition, promotion,
praise at a common forum and it may be a simple participation in decision making,

There are some conditions to make positive reinforcement more effective, are
explained as below:

(i) The reward should be match with the needs of the employees because all
individuals have different needs and different motivations for their performance.
Leaders should either develop a recognition and reward system that is comensurate
for all members at all levels of their organisation, For eg., for one employee money
would be an encouraging element, while for another individual value or recognition
for his performance would be a more effective than money.

(ii) The reward must be commensurate upon the value of performance. So that The
higher the degree of performance of the employee, should be the higher value of
reward.” Or in other words, the reinforcement must be directly linked with behaviour.

(iii) The reward timing is also very important. This is called as the principle of
immediate reinforcement. The reinforcement will have a deeper effect if it is
managed soon after the anticipated behaviour has happened.

2. Negative Reinforcement:

Negative reinforcement is also called as ‘Escape conditioning.’ As is easy to

understand from the names, negative reinforcement takes place when individuals
used to avoid from unpleasant situations. Thus, negative reinforcement strengthens
and increases behaviour by the withdrawing of an unwanted consequence.

It is similar to positive reinforcement; it is also a method of strengthening desired

behaviour. But in positive reinforcement technique, the employee works hard to get
awards, whereas in negative reinforcement technique, employee works hard to avoid
or escape from unpleasant consequences like reprimand from police or government
agency.

For example, we park our vehicle at the right parking place though it is inconvenient
for us just to avoid getting a fine from traffic police.

Thus, negative reinforcement is really like a social blackmail because if a person

needs to be escape from reprimand then he has to follow or behave in certain
desired way.

Conclusion:

Sameer maintained his team as best performing team by adopting these both
Positive& Negative reinforcement methods.

Positive reinforcement in the workplace affects how Sameer’s employees behaves.

If Sameer team members excel in their roles and meet all their goals, positive
reinforcement makes them feel appreciated for all their work.

Some of the advantages are mentioned here for following positive reinforcement

• Employees who feel valued and appreciated will serve longer period with
organizational loyalty
• Positive reinforcement clearly clarifies and communicates desired behaviours
strengthening the relationship between performance and recognition
• Employees whose performance is recognized are promoted and getting more
opportunity to learning new skills by taking additional responsibility.
• Recognizing those employees whose time management is more efficient will
increase productivity and performance.
Question :3 (a)

Answer:

Introduction:

In the given case shows an employee Renita works as a mid-level employee and a
getting a good salary but in spite of her high urge for achievement remain eager to
engage in competitive activities so that she can fulfill her personal desire, In current
role(training executives) she doesn’t experience job satisfaction as she may not
teach unknown things to executives. She feels motivated when she trains only the
shop floor workers, she believes that her training will create some impact in their
lives, and she also offers them to learn English language as an added advantage
and by all this she is experiencing job satisfaction.

Concepts & Application :

Content theories describes about how internal beliefs affect and change in human
behaviour.

There are yen number of content theories of motivation, and this case is related to
one of them, Maslow's Need Hierarchy Theory. Maslow states that people generally
have five stages of needs, and people try to satisfy them in a particular order. The
various stages of need asper Maslow is – like food, cloth & shelter first basic survival
needs, then comes the want for job security, the need to belong in the social order
next, the fourth stage is the needs that aim to satisfy one's self-worth or self-regard,
and the last stage is evolution needs. Maslow says that every person is ambitious by
these five needs in their lives and once a particular level is satisfied, they move to
the next level.

Conclusion:

Here it can be seen that Renita's basic needs, job security, and social necessities
are already fulfilled here and that might be the main reason why she is unhappy in
her current profile because she can’t see herself motivated or satisfied with high
salary. In this case she seems motivated by the self-worth needs that is the are
encouraging factor for her, to be a part of the societal cause which means creating a
change of shop floor workers lives and this creating a sense of self-esteem for her.

Question: 3(b)

Answer:

Introduction:

As per Haslow’s need hierarchy theory, her current teacher profile for shop floor
workers had fulfilled all five stages Physiological, safety, social, esteem, realised her
potential and fulfilled all five needs mentioned above.

Concepts & Application :

Her basic survival, safety & job satisfaction ensured in this teacher’s profile thus she
gives her best in her current job and her stakeholders like shop floor workers are
getting benefitted by the knowledge gained from Renita’s coaching, they upgraded
their skills and moving to next level in their career. By seeing improperness in
workers life reveals renita’s inner potential this gives satisfaction to Renita’s career.

Conclusion:

Yes, she may remain continued as a teacher, finally organization needs best
performance by their employees, thus a well satisfied employee can give her full
outcome to serve even better for her organization.
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