Qp-2011 Nov

1.       What is innovation?

2.       Explain Hofstede’s ‘Masculinity-Feminity’ continuum.

3.       What are existence needs?

4.       Explain briefly, the term ‘achievement motivation’.

5.       Is there value in ‘Flexi-time’?

6.       Explain Herzberg’s ‘Dis-satisfiers’.

7.       What is Reward power?

8.       Explain briefly ‘360∘Evaluation.’

9.       Identify three ways to achieve ‘group cohesion.’

10.    What is the relevance of ‘accommodation’ in the context of conflicting situations?

11.    Is giving ‘idiosyncratic credit a good management technique in organisations?

12.    Is workforce diversity a key to better work-life balance?

13.    Can personality and the elements of nature be connected? How true is this association?

14.    Identify an Ideal Job Design for a student Union Leader in a leading  University in South India.

15.    Can there really be lower level and higher level needs?

16.    Comment on Virtual Social Networking Norms?

17.    What is your assessment of the Quality of Work Life in modern Indian Organizations?

18.    Will tolerance to ambiguity lead to stress? What solutions do you offer?

19.    Comment on the various display of ‘Power’ and ‘politics’ in organisations. Comment with examples.

20.    Explain the ERG theory. How does it compare with the Maslow and Herzberg theories?

21.   Describe an Ideal Job Design for a college teacher, keeping in mind involvement, interest, performance, perks, job rotation and satisfaction in mind.

Sir, I have a few doubts. I tried to post a comment  on OB Blog. Please guide me, sir. Besides this, I have a few questions: 1. What are the powers the group undertakes to become effective? 2. Explain the satisfying and optimising models of decision - making? Response to Qs 2: Your question relates to what is an ideal decision making process. To my mind decisions should be goal oriented, keep team member and boss interest's, competencies, moods, expectation in mind. Ultimately the great decision is an optimized one keeping all stakeholder interests in mind. There is always a trepidation before taking any decision (refer illustration). The greatness of a decision therefore is to take the plunge (decision), which keeps most of the affected parties happy. Of course there are exceptions to ideal decisions, particularly those taken by insensitive and unprofessional managers. The outcomes in the latter case/s would not be that helpful as the ideal decision.

My Response to Queries from OB Classmates, Qs1-Group Power!

Sir, I have a few doubts. I tried to post a comment  on OB Blog. Please guide me, sir. Besides this, I have a few questions: 1. What are the powers the group undertakes to become effective? 2. Explain the satisfying and optimising models of decision - making? My response: A group is a natural and empowering process for its members. Each member has ideally a stake in the group outcomes. A member's stake means the interest he/she has in the outcomes. If 'Profit' is the outcome of interest to a group, each member would be interested to know the methods adopted by each member to generate income and consequently the profit. If the profit making exercise employed by the regional sales group for example, adopts a risky method like corrupting the potential buyer to get an order, the other members of the team will prevail over the individual salesperson to refrain from doing so as the corrupt action infringes on group performance, status, legality among others. In fact the effectiveness of the group will be negatively affected by illegal or immoral acts and deeds which will be deleterious to the group in the short and long run. The power of the group is ultimately made by its members and the management who allows it to be formed. The subsequent values, principles and practices of the members as well as the authorities will decide the effectiveness of the group. I'll address Qs. 2 in the next post

The OB'11 Poster Slide Show! Version1 ...more to come

You might like to watch this video related to leadership, groups, conflicts etc. Watch out for more! Enjoy! 

Alderfer's ERG theory

The theory that Needs for Existence, Relatedness, and Growth serve as motivators (as per Alderfer).Alderfer categorized the lower order needs (Physiological and Safety) into the Existence category. He fit Maslow's interpersonal love and esteem needs into the Relatedness category. The Growth category contained the self actualization and self esteem needs. Alderfer also proposed a regression theory to go along with the ERG theory. He said that when needs in a higher category are not met then individuals redouble the efforts invested in a lower category need. For example if self actualization or self esteem is not met then individuals will invest more effort in the relatedness category in the hopes of achieving the higher need.1 

Is workforce diversity an important factor to develop Teams?

Workplace diversity dynamics involve the combination of workers, and management, to work in unison to achieve company objectives least obtrusively and efficiently. Forming teams encompasses stages like forming,storming (involves struggle and dilemmas), norming (clarity), performing and disbandment. Chennai based industries workplaces as in any other state or will exhibit workplace diversity on several grounds. They could be in obvious areas like gender, age, religion, or other profile variable. Other diversity issues also exhibit themselves over time through habits, learning, cultural moorings, experience, attitudes, etc. the best way to deal with them is to understand, respect and work with them. The ultimate challenge is to guide employees towards organisational goals achievement (growth and profitability), encouraging mentorship, enhancing communication skills, persistence, 

What are the various approaches to Conflict Management?

This question relates to Qs.2 in Test2 OB paper 2011.  Note: Miranda's answer is also quoted here.

Conflict means Tension between parties when each feels the other is thwarting its own goals. A conflict arises when one party negatively affects or is about to affect what the other party cares about (Miranda 2011). Conflict Resolution approaches involve the settlement of disagreements arising from friction between the parties. Conflict hinders the achievement of goals by individuals. There are many types of conflicts: task, process, relationship, interpersonal etc. It needs to be managed properly and not necessarily avoided. Measures to manage conflict are competing, accomodating, compromising, collaborating, avoiding etc. Miranda Anusha Maria 2011, Various approaches to conflict, Dept of Commerce,Loyola College, Chennai, Qs. 2, Test2, Organisational Behaviour