ORGINATIONAL BEHAVIOUR

UNIT –3 (2 Marks)
6. Describe the traits theory of leadership.
A. 1. Focus on Personal Qualities: This theory suggests that effective
leaders possess certain inherent traits such as confidence, intelligence,
honesty, and decisiveness.
2. Leadership is Inborn: It assumes that leaders are born, not made,
and these traits differentiate leaders from non-leaders.
7. Differentiate between transactional and transformational
leadership.
A.
Transactional Transformational
Aspect
Leadership Leadership
Focuses on routine
Focuses on innovation
Focus tasks and
and change
organizational goals
Motivates through Inspires through
Motivation rewards and vision, passion, and
punishments personal influence
Directive and Charismatic and
Leadership Style
structured visionary
Maintains existing Encourages creativity
Change Orientation systems and and challenges the
procedures status quo

8. What is a managerial grid?

A. The Managerial Grid is a leadership model developed by Robert Blake
and Jane Mouton. It is used to identify a leader's style based on two key
factors:
1. Concern for People – how much a leader values team members’ needs,
interests, and personal development.
2.Concern for Production – how much a leader emphasizes task
accomplishment and organizational goals.

9. What are the qualities of a good leader?

A.1) Effective Communication: A good leader communicates clearly,
listens actively, and ensures team understanding.
2) Integrity and Honesty: Builds trust by being ethical, transparent, and
fair in all dealings.
3) Confidence: Demonstrates self-assurance and decisiveness, which
inspires trust in others.
4) Visionary Thinking: Has a clear vision for the future and motivates
others to work toward common goals.
5) Empathy and Emotional Intelligence: Understands and respects
others' feelings, fostering strong team relationships.

10. How does conflict management impact organizational culture?

A. 1) Promotes a Positive Work Environment: Effective conflict
management reduces tension and builds trust among employees.
2) Enhances Collaboration: It encourages open communication and
teamwork, leading to a more cohesive and productive culture.

UNIT –3 (5/10 Marks)

6. What are the essential qualities of an effective leader?

A.
1) Visionary Thinking:
An effective leader has a clear vision and long-term goals. They inspire
others by setting a direction and motivating the team to work towards
common objectives.
2)Strong Communication Skills:
Leaders must communicate clearly and listen actively. Good
communication helps in conveying ideas, resolving issues, and building
strong relationships.
3) Integrity and Honesty:
Trust is the foundation of leadership. A leader must be honest, ethical, and
consistent in their actions to gain the trust and respect of their team.
4) Decision-Making Ability:
A good leader makes timely and well-informed decisions, even under
pressure. They consider various perspectives and make choices that benefit
the organization.
5) Confidence:
Leaders must have self-confidence and the ability to instil confidence in
others. A confident leader encourages team members to believe in their
own abilities.
6) Emotional Intelligence:
Understanding and managing one’s own emotions and empathizing with
others is crucial. It helps in building better interpersonal relationships and
handling conflicts.
7) Accountability and Responsibility:
An effective leader takes responsibility for their actions and decisions.
They also hold team members accountable in a fair and constructive
manner.
8) Adaptability and Flexibility:
In a changing environment, a good leader adapts quickly and remains open
to new ideas and approaches.
9) Motivational Skills:
Great leaders know how to inspire and encourage their team. They
recognize achievements and create a positive and productive work
atmosphere.
10) Delegation and Empowerment:
A strong leader trusts their team, delegates tasks effectively, and empowers
others to take initiative and grow in their roles.

7. Discuss different leadership styles and their impact on

organizations.
A.
Different Leadership Styles and Their Impact on Organizations (7
Marks Answer):
1. Autocratic Leadership:
o Description: Leader makes decisions alone without consulting
team members.
o Impact: Quick decision-making; however, it can reduce
employee motivation and creativity.
2. Democratic (Participative) Leadership:
o Description: Leader involves team members in decision-
making.
o Impact: Increases employee satisfaction, creativity, and
collaboration, but may slow down decisions.
3. Laissez-Faire Leadership:
o Description: Leader provides minimal supervision and gives
employees freedom to make decisions.
o Impact: Encourages innovation and independence, but can
lead to lack of direction and accountability.
4. Transformational Leadership:
o Description: Leader inspires and motivates employees to
exceed expectations by creating a strong vision.
o Impact: Boosts morale, engagement, and organizational
growth, especially during change or crisis.
5. Transactional Leadership:
 o Description: Based on structured tasks, rewards, and
punishments to manage performance.
o Impact: Effective for routine, structured work; may limit
innovation and long-term motivation.
6. Servant Leadership:
o Description: Focuses on meeting the needs of the team and
helping them grow.
o Impact: Builds trust and strong team relationships; promotes a
positive and people-centred culture.
7. Charismatic Leadership:
o Description: Leader uses charm and persuasion to influence
and inspire followers.
o Impact: Can energize and unite teams, but may become over-
dependent on the leader’s personality.
Conclusion:
Each leadership style has a unique impact on the organization's culture,
employee performance, and overall success. The effectiveness of a style
often depends on the organizational context and the nature of the task or
team.

8. How does conflict management contribute to a positive work

environment?
A. 1. Reduces Tension and Stress:
Addressing conflicts early prevents escalation and reduces workplace
tension, leading to a healthier environment.
2.Improves Communication:
Conflict resolution encourages open dialogue, helping employees’
express concerns and understand each other better.
3.Builds Trust and Respect:
Fair conflict handling builds mutual respect among team members and
trust in leadership.
 4.Enhances Teamwork and Collaboration:
Resolving issues promotes cooperation and strengthens relationships,
boosting team performance.
5.Encourages Growth and Innovation:
Healthy conflict management allows diverse viewpoints, leading to
better ideas and continuous improvement.
In short, effective conflict management creates a respectful,
cooperative, and productive workplace.

9. Explain the relationship between organizational climate and

leadership.
A.
Relationship Between Organizational Climate and Leadership
(Answer for 9 Marks):
1. Definition of Organizational Climate:
Organizational climate refers to the shared perceptions, attitudes,
and feelings that employees have about their workplace
environment.
2. Role of Leadership:
Leadership plays a crucial role in shaping and influencing the
organizational climate through their behavior, communication, and
decision-making style.
3. Influence on Employee Morale:
A supportive and motivating leader creates a positive climate that
boosts employee morale, job satisfaction, and commitment.
4. Communication Patterns:
Leaders who encourage open and transparent communication foster
a climate of trust and collaboration.
5. Work Culture Development:
Leadership sets the tone for organizational values, ethics, and
behaviour, which directly affects the work culture and climate.
 6. Conflict Handling:
Leaders who manage conflicts fairly contribute to a stable and
respectful climate, reducing tension and promoting harmony.
7. Motivation and Productivity:
Positive leadership styles such as transformational or participative
leadership can energize employees, improving performance and
productivity.
8. Adaptability to Change:
In times of change, effective leadership helps maintain a positive
climate by reducing fear and encouraging a growth mindset.
9. Conclusion:
Leadership and organizational climate are deeply connected. Good
leadership fosters a positive climate, which in turn enhances overall
organizational effectiveness, employee well-being, and long-term
success.

10.How can organizations build a strong and effective culture?

A. How Organizations Can Build a Strong and Effective Culture:
1. Define Clear Vision and Values:
Establish and communicate a strong mission, vision, and set of core
values that guide employee behaviour and decision-making.
2. Lead by Example:
Leaders and managers must model the desired behaviours and
values, reinforcing the culture through their actions.
3. Hire for Cultural Fit:
Recruit and retain employees whose personal values align with the
organization’s culture.
4. Encourage Open Communication:
Foster transparency and two-way communication to build trust and a
sense of belonging among employees.
 5. Recognize and Reward Positive Behaviour:
Acknowledge and reward behaviours that support the organizational
culture, reinforcing what is valued.
6. Promote Teamwork and Collaboration:
Create a supportive environment where employees work together,
share ideas, and respect diverse perspectives.
7. Invest in Employee Development:
Provide training, learning opportunities, and career growth to show
commitment to employee success.
8. Celebrate Achievements and Traditions:
Regularly celebrate milestones, successes, and cultural traditions to
strengthen team spirit and unity.
9. Maintain Consistency:
Ensure that policies, practices, and leadership actions consistently
reflect the desired culture.
10. Adapt and Evolve:
Continuously assess the culture and make improvements based on
employee feedback and changing needs.
A strong and effective culture boosts employee engagement, drives
performance, and supports long-term organizational success.