1.Utilitarian approach versus social forces in today's management? Prove by examples.

10 points for
analyses)

2. What innovative responses and techniques could be used in decision making? Prove by examples
points for analyses)

II. Assignment; Discuss the ways and development techniques that makes managerial problems more
effective (by your own analyses); (1 point for each)
1.What do you think are the most important forces in the external environment creating uncertainty for
organizations today? Do the forces you identified typically arise in the task environment or the general
environment?
2. What general obstacles would you foresee in a company trying to make the transition from a
hierarchical, or bureaucratic, to a learning organization? What are some general measures managers can
take to smooth the way?

III Case analyses: (2 points for analyses) When things go wrong, managers in foreign countries often are
unable to get rid of employees who do not work out. Consider the following research finding: When
asked what to do about an employee whose work had been subpar for a year after 15 years of
exemplary performance, 75 percent of Americans and Canadians said fire her; only 20 percent of
Singaporeans and Koreans chose that solution too. But, the workers in some countries are protected by
strong labor laws and union rules. How to control the situation in the workplace?

1. Essay questions:
1. Utilitarian approach versus social forces in today's management? Prove by examples. (8 points for
analyses)
2.What innovative responses and techniques could be used in decision making? Prove by examples (8
points for analyses)
II. Assignment; Discuss the ways and development techniques that makes managerial problems more
effective (by your own analyses); (1 point for each)

Project name : Leadership roles in maintaining effective workforce in Azerbaijan companies It is critical
to have management abilities related to communication and evaluations in order to be a successful
leader. Employee differences in experience, expertise, and personality are vital and must be balanced in
order to meet the workforce's demands. Leaders who strive to comprehend these differences and alter
their leadership style to tackle the problem will be more effective at managing and motivating their staff
to achieve organizational goals. In actuality, there is adequate leadership and management expertise,
attitude, and viewpoint. Unfortunately, relatively few leaders possess all of the necessary talents. A
leader, in my opinion, may inspire individuals in various ways and create an imaginative environment in
which to work with vigor. Leaders must give workers with the essential opportunity to participate in
training in order to enhance their performance as well as their knowledge and abilities. In order to
obtain thorough information about my project, I will address both the roles and the conditions in
Azerbaijan. Every employee has an impact on the company's development, but leadership has one of
the most powerful and particular impacts on the company's development, which revolves on employee
happiness, the workplace, the atmosphere, and the company's effectiveness and customers. Employee
confidence is influenced by leadership, as is whether they regard challenges as chances for learning or as
blunders that undermine their self-esteem. Leadership establishes the foundation of culture in order to
motivate employees to achieve the company's objectives and to recognize the importance of each
individual's contribution to the mission. Before moving on to the main points of the discussion, I'd like to
state that I have sufficient expertise to discuss Azerbaijan's general position. In my profession, I've had
the chance to deal with leaders, and I'd want to examine the topic based on my work experience and
the attitudes of those around me. Because it is not simple to be a true leader, leadership responsibilities
in sustaining an effective workforce in Azerbaijan organizations can be enhanced as much as you desire.
Also, being
manager is not the same as being a leader. Communication, motivation, and management are the three
key functions of leadership in sustaining a successful workforce. A true leader must be able to interact
with his or her staff. If he or she is able to interact with workers, he or she will be able to learn about
their difficulties (whether they are work-related or not), opinions, and dissatisfactions, and will be able
to take the appropriate measures for the organization's future. In difficult situations, a true leader can
make the best option. Communication is a major issue in Azerbaijan. It will go on for a long time since
leadership appears to be an impenetrable force. When people take the lead, they feel unreachable and
shut off from other people's dialogue. In Azerbaijan, I worked as a social media and marketing
professional at 166 Global Logistics. But, because I didn't have enough experience when I first started
working, I was always in need of my team leader's assistance. I am always at ease communicating with
my boss. This circumstance made me happy and gave me more energy. However, this is not the case
with all Azerbaijani businesses. The majority of organizations in Azerbaijan have communication issues,
such as junior managers failing to inform upper managers of their concerns, which causes conflicts
between employees and the company, as well as lowering job quality. If leaders want to improve
employee happiness and job quality, they must first interact with employees to learn about their
thoughts and desires. As a consequence, contact between leaders and employees in Azerbaijan is mostly
limited, but ethical norms are always maintained by leaders, which is rewarding. Motivation is the
second responsibility of leadership in keeping an efficient workforce. Motivation is one of those
intriguing words that we hear a lot but don't really understand what it implies. People rarely devote
much effort to considering what motivates them to perform well at work or in general. Employee
motivation is also an important factor in a company's success. The most significant incentive variables in
Azerbaijan are basic income, working culture, supervisory attitude, and employee perks. Employee
motivation is influenced by a variety of things. Age, gender, job title, and so on... all of these things are
taken into account. Leaders in Azerbaijan consider these criteria while making inspiring decisions for
their staff. First and foremost, I'd like to state that I'm now employed as a logistics planning manager in
the Logistics and Supply Chain BMC in Azerbaijan. Employees in our organization compete with one
another. Our boss designed a present for the "Employee of the Month," which included a cash bonus.
We became more driven as a result of this present, and our work enthusiasm increased
I. Essay question:
1.(Prove it by your own examples on the bases of the textbook. 12 points)
2. What political behaviors affect the followers to work so hard and make personal sacrifices to achieve
the group and organizational objectives? (Prove it by your own examples on the bases of the textbook.
12 points)
3. How can you describe the role of ethics and trust in transactional leadership? (Prove it by your own
examples on the bases of the textbook. 12 points)

II. Assingment Discuss the ways and development techniques that makes organizational problems more
effective (by your own analyses); (7 points for analyses)
Think of a specific situation in the near future in which you can use this type of politicking to help you
get what you want. Briefly describe the situation, and explain how you will use this tactic—-what you
will say and do, and so on.

III. Case analyses: Discuss the ways and development techniques that makes strategic management
problems more effective (by your own analyses); (7 points for analyses)
Rick Federico is chairman and CEO of P.F. Chang’s, which owns and operates a chain of Asian restaurants
across the country. During the time he has been head of the company, Federico has taken on the huge
tasks of taking the company public and launching Pei Wei, the firm’s chain of diners. In addition, he has
developed management teams and laid out clear expectations for his employees. He has earned the
respect of his managers, his workers, his customers, and even his competitors. Rick Federico knows the
restaurant industry. He began his career as a dishwasher for a steak house and worked his way up the
management chain. So he understands everyone’s job, from busboy to chef to manager. Federico
expects results from every team, manager, and worker. But he expects no less from himself. He believes
his greatest tasks as a leader involve remaining focused on his customers, his workers, and the food they
serve. As P.F. Chang’s grows Federico wants to be sure that the quality of service, atmosphere, and food
are always at their highest. 1. Describe some of Rick Federico’s personal leadership traits.
2. Choose three of the leadership managerial roles and explain how Rick Federico might use them as
head of P.F. Chang’s.

I. Essay question:
1. Which stereotypes can be main biases in the rational model of decision making?
(Prove it by your own examples on the bases of the textbook. 12 points) In OB there are 3 model of
decision making - Rational decision-making model, bounded rationally model and political one.

Rational decision-making model - A decision-making model that describes how individuals should
behave in order to maximize some outcome.

We often think the best decision maker is rational and makes consistent, value-maximizing choices
within specified constraints. These decisions follow a six-step rational decision-making model. The six
steps are listed in below:
1. Define the problem.
2. Identify the decision criteria.
3. Allocate weights to the criteria.
4. Develop the alternatives.
5. Evaluate the alternatives.
6. Select the best alternative.
There are some of the more common Biases and Errors in Decision Making: Overconfidence Bias Over
confidence bias is very easy to understand-people are overly optimistic about how correct they are.
Studies show that people state 65 to 70 % sure they are right,50 %of the time they are right only right. If
they say they are 100%, they are usually 70-85%of the correct time. Excessive confidence in the
"correctness" of 1can lead to poor decision making. Interestingly, studies show that those with the
weakest intelligence and interpersonal skills are most likely to show over confidence in the field of
decision making.

Anchoring Bias The anchoring bias is the tendency to fix on the initial information as the starting point
for making a decision, and the failure to adjust for subsequent information as it’s collected. For example,
a manager may be interviewing a candidate for a job, and that candidate asks for a $100,000 starting
salary. As soon as that number is stated, the manager’s ability to ignore that number is compromised,
and subsequent information suggesting the average salary for that type of job is $80,000 will not hold as
much strength. Similarly, if a manager asks you for an expected starting salary, your answer will likely
anchor the manager’s impending offer. Anchors are a common issue in negotiations and interviews.
Confirmation Bias The rational decision-making process assumes that we gather information and data
objectively, but confirmation bias represents the gathering of information that supports one’s initial
conclusions. We seek out information that reaffirms our past choices and tend to put little weight on
those things that challenge our views. For example, two people on social media may be arguing the
existence of climate change. In the instance of confirmation bias, each of those people would