PROGRAM : BECHELOR OF BUSINESS ADMINISTRATION (BBA)

SEMESTER : 01
COURSE NAME : DBB1102- ORGANISATIONAL BEHAVIOUR
Assignment set-1
Q-1: Explain the concept of Organizational Behaviour. Discuss the role of a manager in
terms of Organizational Behaviour.
Ans-1: Organisation behaviour is the study and application of knowledge and behaviour of
people, groups and individual in the organisation in different situations. This is to achieve
organisational objectives through achieving groups and individuals of organisation
objectives.
Organisation has three characteristics:
Division of labour: equal distribution of work
One or more power centres: to control and coordinate various functions.
Substitution of personnel: Substitution is required of those of non-performing, not interesting.
accident, long leave personnel.
Also the study of Organisational behaviour is categorised in to :
Micro Studies : Individuals and groups study
Macro studies : The organisation at Large- organisation design and structure.
Role of a Manager in terms of Organisational Behaviour: The study of organisational
behaviour helps manager in following ways:
Understanding of self and others: It helps managers to understand individual and groups
attitude, leadership, perception, communication, transactional analysis and power and
politics. By understanding these behaviours, manager can distribute work as per personality
of the persons, strength of the person as well as group. This leads to fast and effective
working in the organisation.
Motivation of human resources: Motivation is required to get work done with other. The
understanding and fulfilling the needs and desires of individual and groups motivates them to
work effectively in achieving the organisational goals. Different individuals have different
needs that may be related to his family or work. One may require recognition in the work
done by him another may have different requirement. Manager has to understand the these
needs and provide suitable solution where possible and motivate the individual and groups as
well.
Effective Communication: Communication is key to transfer the ideas between individuals
and groups. Effective communication skill is the key requirement of manager and other
individuals and groups.
Organisational Climate: The manager has to create a healthy climate by good interpersonal
relations, hygienic working conditions, proper compensation, safe equipment for working in
the organisation, leadership, employee participation etc. The organisation climate affects the
working of individuals and groups a lot. Healthy climate reduces work related stress and
leads to high productivity. Manager has to identify all these factors, review and make plans
accordingly.
Good Human Relations: Good interpersonal relationship motivates employees to be more
focused towards individual, departmental and organisational objectives. Through
Organisational behaviour study the manager has to ensure harmony of human relationship in
the organisation. Proper division of work, proper discipline trainings and over all good
climate leads to a good interpersonal and human relation. Thus, the Organisational behaviour
helps manager to identify the different needs of different individuals and to make plans
according to lead them.
Introduction of change in the organisation: Word is changing very fast. Change in the
technology, environment factors, political environment, economy is very fact these days.
Human resistance to the change is a natural thing. Many people do not want to change from
the current comfort zone and to deal with human in this become a tough task to manger.
Organisation behaviour study helps managers to deal with this by implementing different
tools and techniques such as training, guiding, motivating and prepare human to be ready for
change.
Thus, through Organisation Behaviour study manager understand all these factors for the
effective management of the processes.

Q-2: Define personality. Examine the various determinants of Personality.

Ans 2: Personality : The word personality is derived from Latin word Per Sona, which
means to speak through. Personality is defined as combination of an individual’s emotional,
attitudinal, behavioural response pattern of an individual towards any individual, event or
situation. We face different situations very day and for the same situation response of two
individuals is different.
Determinants of personality: There are 4 factors that shape individual’s personality :1-
Biological, 2- Cultural, 3- Family and cultural, 4- Situational. Let us discuss all these in
detail:
1- Biological Factor: There are three types of biological factors:
i) Heredity
ii) Brain
iii) Physical appearance
i) Heredity: This is what we get from our parents and ancestor such as height,
colour, muscle composition, facial features etc. Usually, this factor is not
governed by belief or culture.
ii) Brain: Here researchers are divided in two theories, one group says brain has
an important role in shaping individual’ s personality while, another
disagrees this theory and say brain has no role in it.
 2- Physical Appearance: Physical appearance plays a significant role in individual’s
personality. Person’s height, face, body structure comes in it. Some jobs demand
specific physical appearance such as air hostess, receptionists etc.
3- Cultural Factor: At different geographical locations different culture is found. The
effect of culture also found on individual personality such as accent of language, likes
and dislikes, belief, values etc. The culture is transmitted one generation to next
generation.
4- Family and social Factor: Family’s values, ethics, behaviour, and social factors also
reflect in individual’s personality. Since childhood a person learn from his family,
relatives, friends, school teachers and that learning effects the person’s personality.
Family and society factors shape the personality through socialisation and
identification process.

Socialisation: Socialisation is a process through which an infant acquires those

behaviour patterns that are acceptable to others. Since birth of the child, child comes
in contact with the parents and as grows in the contact of other family members and
groups. The environment of the family effect the child a lot. If parents are fighting
each other and child is ignored all times, there are most likely chances and child start
living in silos. In the other hand if the child has grown up in care, love and affection
the child will be definitely happy, strong, honest and confident person.

Identification process: In this process child tries to identify himself or herself with
some one to whom he/she feels most ideal person for him in the family. The
identification process completes in three stages – 1st stage : when child tries to be as
his ideal person by wearing the ideals cloths, caps, shoes etc. 2nd stage : when child
expresses his desire to be like his/her ideal and 3rd stage: when child acquires some
habits of his/her ideal. For example child can acquire the style of laughing, eating,
walking etc of his / her admired model.

Situational Factor: An individual’s personality is very much affected by situations.

A person may react differently than usually he reacts when he faces some different
situation and we come to know a different aspect of his personality. Situation may
stop a person to take risk or may help him accelerate the action and affects the
personality. Continuously adverse situations may lead to negative thinking pattern of
the person in other hand the supportive situations definitely fill a person with
confidence and positive thinking.

Finally, we can say that the personality of a person cannot be evaluated by one factor
it is the combination of all four determinants.

Q-3: Organization structure of any business enterprise is affected by several factors.

Deliberate on those factors.
Ans-3: Organisation Structure: Organisation structure defines the formal relationship
among people and specifies both their responsibilities and authorities. Organisational
structure is require to carrying out the function of planning, controlling, decision making,
directing, motivation etc. Organisation structure is affected by following factors:
1- Hierarchy: There are three level in this model. Top management, Middle
Management and lower management. Top level has all decision authority and main
role is to guide and direct to middle level. Middle level has limited authorities and
more responsibilities to get implemented the directions, policies of top management.
Lower management has responsibility to follow the instruction given by middle level
and have very less authority. It is helpful to maintain a healthy relationship between
different levels to run the organisation smoothly.
2- Division of work or specialisation: Every person has its own strengths and
weakness. The work responsibility is divided as per the strengths of the individuals.
FW Taylor has introduced the concept of ‘Specialisation” in his Scientific
management theory. By repeating the same activity again and again person become
specialist of that activity and his productivity and decision-making capability
improves.
3- Unity of command: A person should be commanded by one person only. If a person
or group is answerable to two or more persons it become chaos and create confusion
in many ways, such as priority of the work, method of work etc. A person or a group
should be answerable to one senior only. For example :
General
Manager

Head Head Head HRD

Finance Works

Asst Manager Astt Manager Asstt Asst

Accounsts Taxation manager Manager
Admin &HR Safety

Manager QA Manager Manager

Manager
Prod Maintenanc
Process
e
Design

4- Authority and responsibility: To get work done balance of authority and

responsibility to be maintained. If a person has authority without responsibility, he
may become dictator and if a person has responsibility with authority, he may get
 frustrated and work may suffer. So proper balance of authority and responsibility
must be maintained.
5- Span of control: `It the number of persons reporting to one senior. There are two type
of span 1- Narrow span, 2- Wide span. In narrow span less no of persons report to one
senior and result to tall organisation structure. In wide span many numbers of persons
report to one senior only. This is effective where each team member is do his work
independently and less guidance is required.
6- Centralisation and decentralisation: It is related to the decision making power or
authority distribution in organisation. When decision is being taken by one person or
at corporate level only it is called centralisation and when authority is distributed
among the lower level to many levels in the organisation it is called decentralisation.
7- Departmentation: departmentation is the process where we group the activities and
give name for each it can be done as following
A- Departmentation by function
B- Departmentation by product
C- Departmentation by territory
D- Departmentation by customers
E- Departmentation by processes
F- Departmentation by time
A- Departmentation by Function: Organisation structure is build on most important
functions such as:
a. IT function
b. Engineering function
c. QA Function
d. HR Function
e. Finance function
B- Departmentation by Product: It is groped by products. Some companies deals in
different products such as TATA
a. Automobile division
b. IT division
c. Hotel division
d. Food division
e. Cosmetics etc.
C- Department by territory: Such as in railway – Northern railway, eastern railway,
southern railway and western railway.
D- Departmentation by customer: We can make structure as customer wise also. Such
as companies are opening their facilities to specific customers only.
E- Departmentation by process: Departmentation by process such as – In Automobile
company there are may processes and accordingly has many departments
 Heat treatment department
 Welding department
 Paint shop
 Assembly
F- Department by Time: This is where organisation run 24 hrs and working is divided
in the shifts. Organisation structure is also made accordingly to deal with shift wise.
 SET-2
Q-4: Highlight the major sources of stress.

Ans-4: Stress : Stress is the response of our mind, body or behaviour when we face or
imagine any threat, event or change. This threat, event or change is called stressor.
According to Robbin “ Stress is a condition in which an individual is confronted with an
opportunity, constraint or demand related to what he or she desires and the outcome is
perceived to be both uncertain and important”.
Sources of Stress: It is very important to a manager to understand the stressor because stress
directly affect the attitude and behaviour of the individual.
Following are the major sources of stress:
1- Occupational factor
a. Occupational demand : if physical environment is crowdy, high noise, poor
light, working in it may be stressful and less focussed.
b. Role conflict: Every role is guided by some guidelines. It is stressful if the
duties and responsibilities conflict each other. If the role is different and
expectation of senior is different it always lead to a stressful situation to
employee.
c. Role ambiguity : Role ambiguity arises when a person is not clear to his/ her
duties and responsibilities, policies and rules of the organisation.
d. Role overload: when a person is expected to do more than his capabilities and
skills. Constant pressure and unreasonable deadlines can cause stress in the
organisation.]
e. Role underload : Less work also generates insecurity to an individual, which
leads to low self esteem and the stress of role underload.
f. Interpersonal relationship: Poor interpersonal relationship with seniors,
subordinates, colleagues can be source of stress. It develops anxiety and
hostility and leads to stress.
g. Poor Communication : Poor communication and team members creates
misunderstanding which is also a source of stress.
h. Responsibility: High responsibility also leads high blood pressure and high
cholesterol which is a reason for stress.
i. Job Change: In he fast changing environment employees are asked to work
with changed requirement which leads some person to stress.
j. Working environment: High noise, low lighting, poor ventilations, high
temperature, pollution etc also generates stress to the individuals working in it.
2- Personal Factors:
a) Impact of life change : Traumatic experience develops lot of stress in an
individual’s life and may affect psychological wellbeing. In the recent past the
Corona pandemic created a big loss to many families directly. The deaths in the
family, loosing the jobs, slowdown in business activities created a lot of stress in
people life.
 b) Personality type: There are two types of personality. Type A- who are
ambitious, hardworking, set high goals to themselves are more stress full than type
B- who are patience, calm, keep their targets reasonable and satisfied.
Various other factors such as money, job change, change of location, illness, traffic, dispute
in relationship etc creates stress in the individual’s life.
Q-5: Explain the Sources of Conflict in an organization. Briefly discuss the different styles
of conflict management.
Ans-5: Conflict: Conflict is disagreement of thought, values within individuals and between
individuals and within two parties. One individual think that other’s opinion, act can
negatively affect his goals, conflict arises. There are many types of sources of conflict as
describes below:
Sources of Conflict:
1- Interdependence: To accomplish certain goal, an interaction in required in the
organisation. It is dependence of part on other for resources and information.
Where there, one party does not provide resources or information to other, it leads
to conflict.
According to J. Thompson three are three types of interdependence between
groups:
I) Pooled interdependence: When one group has very little interaction
with each other but their actions can affect the with another and lead to
conflict.
II) Sequential Interdependence: When one departments output is input
of other department and that input is not available to other, it leads to
Sequential interdependence.
III) Reciprocal Interdependence: In this case both departments are
dependent to each other. They share information and resources with
each other. Any problem arises in sharing the resources or information,
it affects the goal of the groups and lead to conflict. This is called
reciprocal interdependence.
2- Scarcity of resources: when resources are limited and are used by different
departments, groups, there is possibility of conflict in groups or departments in
sharing these resources.
3- Specialisation: A person with high degree of specialisation may work at his own
way may ignore the other people’s suggestions or thoughts. Or he/ she may not be
aware the functions of others. This may lead to dissatisfaction in the others and
conflict may arise.
4- Competitive incentive and award system: if the award system is associated on
the performance of group and groups are independent in working, competition
begins in them and cooperation goes missing. They try to succeed on the cost of
others also and this leads conflicts in them.
5- Incompatible personalities: As we know that no two people are same in nature,
behaviour and working. Some are perfectionist and hard working and target
oriented and they do not feel the stress of others and want to achieve target
anyhow. The feel stressed in it and ultimately it leads to conflict between them.
 6- Lack of clarity of roles and responsibility: In case when roles and
responsibilities of each individual and group is not clear, they try to impose the
failure to another group or individual and blame game starts. This leads a great
conflict between groups.
7- Difference of perception, value and attitude: Personality of and individual plays
an important role in creating perception. Different people have different
expectations and when these do not meet, it creates conflicts. When different
attitude face to each other it is most likely to be conflict between them.
8- Poor Communication: Poor communication between individuals and between
groups creates misunderstanding between them and leads to conflicts.
9- Cultural Barriers: people came from different cultures and their cultural beliefs
restrict them to adjust in each other’s. any thing which is acceptable to one
cultural belief people may not be accepted to another belief people and leads to a
conflict.
Hence, we can say there are lot of sources for the conflicts. A manager has to understand
these sources of conflicts and make a action plan to address these well in time before these
harm to organisation.
Conflict management styles:
Conflicts are harmful to the organisation but at time conflicts can be useful also. A manager
has to understand the conflict and use it favour of the organisation. Following approaches can
be used :
 Encourage individualistic thinking.
 Increasing individual competition by rewarding individual performance.
 Providing all good and bad new to employees
 Bringing change in the organisation structure.
 Restructuring the work unit
 Adopting the role of devil’s advocate in group discussion.
 Bringing outsiders into organisation.
According to J Thompson five different styles are there to conflict management:
1- Competing: This style is power oriented and is used mostly in the
emergencies only to control and punish the people.
2- Collaborating: In this style the information is share between individuals,
cooperating each other, focusing on problem solving. This is the win-win
style of working and most apricated in the organisations.
3- Avoiding: in this style people try to avoid argument and disagreement.
They stay neutral. This style can be useful when person has no authority
and less or no information and person thinks that the conflict can be
resolved by others in better way.
4- Accommodating: In this style can be useful to the sort term solutions.
People using this style can be perceived as weak person and submissive.
This style is used in the situation when an issue is important for other
person and you want other person to learn from his mistakes.
 5- Compromising: This is a traditional style of conflict resolving where both
groups loose something. It is the give and take strategy. This style helps in
maintain good relationship in future. It is widely used method of conflict
management.

Q-6: Define a group. Explain the different stages of group development.

Ans-6: Group: When collection of two or more people works together for a common goal
and interact with each other for achieving the goal, is called group. Normally Groups are
formed for a certain task for a fixed period. Group size depends of the type of problem.
Where group members may be from the same department or from cross functions. Cross
functional team is formed when any new development task is given and role of every
functions comes in it.
Stages of group development: Bruce Tuckman developed 5 stages of group development.
1- Forming
2- Storming
3- Norming
4- Performing
5- Adjourning
Bruce says that every team passes with these 5 stages but need not to be followed rigidly.
Slight deviation may be there as per the need of the task. Let us understand each stage in
more detail:
1-Forming: In this stage selection of members is done to form a group. Group
member introduced to each other and the objective of forming the group explained.
Formal plan of activities is written down and goal setting done.
2-Storming: In this stage the group meetings starts and difference of opinion surfaces
out. Disagreement, personality conflicts some time leads to hot arguments also. In this
stage many individuals try to take leadership and wish that his/ her suggestion to be
accepted.
3-Norming: In this stage group try to understand each other’s point of view, try to
resolve conflict and manage to move forward towards achieving goals. Roles are defined,
guidelines made to maintain discipline in the group, meetings plan fixed interim targets
and deadlines fixed.
4-Performing: In this stage, review meetings executed, every one performs against
the task given and to him/her. Group members use problem solving techniques, interact
with each other where they face difficulties or required inputs from each other. The group
rapidly moves towards the goal and every member of the group tries hard to achieve the
goal.
5-Adjourning: This is the stage when group is adjourned after achieving the goal or
some of the member left group due to various reasons. This is painful stage because by
this time people get connected emotionally with each other.
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