MMPC 011

SOLVED ASSIGNMENT
2022-23
ASSIGNMENT Course Code : MMPC-011 Course Title : Social Processes and
Behavioural Issues Assignment Code : MMPC-011/TMA/JAN/2023 Coverage : All
Blocks Note: Attempt all the questions and submit this assignment to the coordinator of
your study centre. Last date of submission for January 2023 session is 30th April, 2023
and for July 2023 session is 31st October, 2023.
1. What is organizational Behaviour? Discuss the society- environment- organisation
interface impact on the behavior of individuals, citing examples.
Ans. Organizational behavior refers to the study of the actions and attitudes of individuals
and groups within organizations and the impact that these behaviors have on an organization's
performance. It is a field of study that seeks to understand, predict, and control human
behavior in organizations.
The society-environment-organization interface has a significant impact on the behavior of
individuals within organizations. The society in which an organization operates can influence
the attitudes and values of its employees. For example, if the society is highly individualistic,
employees may be more likely to focus on their own needs and desires, whereas in a
collectivistic society, employees may be more likely to focus on the needs of the group.
The environment in which an organization operates can also influence behavior. For example,
a competitive environment may lead employees to act in more competitive and individualistic
ways, whereas a cooperative environment may lead to more collaboration and teamwork.
Finally, the organizational culture can also impact behavior. The values, beliefs, and attitudes
that are promoted within an organization can shape the behavior of its employees. For
example, an organization with a strong emphasis on teamwork may see employees acting in
more cooperative and supportive ways, while an organization that values competition may
see employees acting in more competitive ways.
Organizational behavior is important to study because it can help organizations to improve
their performance by understanding and controlling human behavior within the workplace.
Understanding the behavior of employees and teams can help organizations to create more
effective work environments, foster better communication, increase job satisfaction and
motivation, and promote positive attitudes and values.
Moreover, organizational behavior can also provide insights into how to manage diversity
and conflict within organizations. This can include understanding the attitudes and beliefs of
employees from different cultural backgrounds, and finding ways to manage conflicts that
may arise as a result of these differences.
Additionally, organizational behavior can help organizations to understand the impact of
leadership on employee behavior. This can involve studying the different leadership styles
and the effect that they have on employees, as well as identifying the factors that contribute
to effective leadership.
Another important aspect of organizational behavior is the study of motivation. This involves
understanding what drives employees to work harder and be more productive, and how
organizations can create a work environment that motivates employees to perform at their
best.
In conclusion, the study of organizational behavior is essential for organizations as it provides
them with the knowledge and tools to understand, predict, and control human behavior within
the workplace. This can help organizations to create a more positive and productive work
environment and foster better relationships among employees, leading to improved
performance and success.

2. Briefly discuss different models to understand human behavior and explain their
relevance in organisations. What are the determinants of personality and explain how
personality traits impacts the orgnaisational behaviour, citing examples.
Ans. There are several models that are used to understand human behavior in organizations.
Some of the most commonly used models are:
The trait theory: This model suggests that people have certain personality traits that are
consistent across situations and influence their behavior in the workplace.
The social learning theory: This model emphasizes the role of environmental factors, such as
rewards and punishments, in shaping behavior.
The motivation theory: This model focuses on understanding what drives individuals to
behave in a certain way, including needs, goals, and expectations.
The cognitive theory: This model suggests that people's behavior is determined by their
perceptions, attitudes, beliefs, and values.
These models can be relevant to organizations in different ways. For example, the trait theory
can help organizations to identify personality traits that are associated with job performance
and use this information in their recruitment and selection process. The social learning theory
can be used to design training programs that focus on reinforcing positive behaviors and
correcting negative behaviors. The motivation theory can help organizations to understand
what motivates employees and how to design work environments that increase motivation.
The cognitive theory can be used to understand the attitudes and perceptions of employees,
which can impact their behavior in the workplace.
The determinants of personality include genetics, childhood experiences, and cultural and
social influences. Personality traits can have a significant impact on organizational behavior,
as they shape individuals' attitudes, values, and beliefs, which in turn influence their behavior
in the workplace. For example, an individual with a strong sense of responsibility may be
more likely to take initiative and work hard, whereas an individual with a more laid-back
personality may be less concerned with meeting deadlines and completing tasks.
It's also important to note that the study of organizational behavior also encompasses the
impact of group dynamics on individuals and the organization as a whole. Understanding the
formation and functioning of teams, the role of leadership, and the dynamics of power and
politics can provide insights into how individuals and groups interact within an organization.
Another important aspect of organizational behavior is the study of emotions and attitudes in
the workplace. Negative emotions such as stress, anger, and frustration can have a significant
impact on employee well-being and job performance, while positive emotions such as job
satisfaction, commitment, and engagement can enhance employee performance and
organizational outcomes.
Organizational behavior also examines the impact of change and innovation on the behavior
of individuals and organizations. Understanding how organizations respond to change, the
role of resistance, and the factors that influence employee adaptation can help organizations
to manage change more effectively.
Moreover, organizational behavior also explores the impact of diversity and inclusion in the
workplace. Recognizing and valuing diversity can lead to increased creativity, innovation,
and organizational performance, while a lack of diversity can lead to discrimination and
decreased job satisfaction.
In conclusion, the study of organizational behavior provides organizations with valuable
insights into how individuals, groups, and organizations interact and the factors that shape
behavior and performance. By applying the principles of organizational behavior,
organizations can design more effective management practices, improve employee well-
being, and enhance organizational outcomes.

3. What is stress and explain its impact on organisations. Explain different types of
stress and its effects. How can stress be minimized, explain with relevant examples.
Ans. Stress is a psychological and physiological response to perceived or actual threats or
challenges in the environment. It is a normal and often unavoidable part of modern life and
can result from a wide range of sources, including work-related demands, relationships,
financial problems, and health issues.
In organizations, stress can have a significant impact on employee well-being, job
performance, and organizational outcomes. Chronic stress can lead to burnout, decreased job
satisfaction, decreased productivity, and increased absenteeism and turnover. In severe cases,
stress can also lead to physical and mental health problems.
There are several types of stress, including:
Acute stress: short-term stress that is usually caused by a specific event or situation and
resolves quickly.
Chronic stress: long-term stress that persists over an extended period of time and can have a
lasting impact on health and well-being.
Work-related stress: stress that results from work-related demands and expectations.
Environmental stress: stress that results from environmental factors, such as noise, pollution,
and extreme temperatures.
Psychological stress: stress that results from psychological factors, such as anxiety and
depression.
In order to minimize stress in the workplace, organizations can implement a number of
strategies, including:
Providing support: organizations can provide support to employees through employee
assistance programs, counseling services, and other resources.
Encouraging work-life balance: organizations can encourage employees to prioritize their
health and well-being by promoting flexible work arrangements and encouraging healthy
habits.
Improving working conditions: organizations can improve working conditions by reducing
job demands, providing training and support, and addressing safety and health concerns.
Encouraging employee involvement: organizations can encourage employee involvement by
allowing employees to provide input into decision-making processes and promoting a sense
of autonomy and control.
Promoting a positive organizational culture: organizations can promote a positive
organizational culture by valuing and recognizing employees, fostering a supportive work
environment, and promoting diversity and inclusion.
By implementing these strategies, organizations can help to minimize stress and promote
employee well-being and job performance. By doing so, organizations can enhance
organizational outcomes and create a more positive work environment for employees.
Stress can have a profound impact on an individual's physical and mental well-being, which
in turn can affect their work performance and productivity. There are several types of stress
that can impact an individual in an organization. Some of the most common types of stress
include:
Job-related stress: This is a result of job demands, workload, and job security concerns.
Organizational change stress: This is the stress that arises from changes in the organizational
structure or changes in work policies and procedures.
Role-related stress: This is the stress that results from role ambiguity, role conflict, and role
overload.
Interpersonal stress: This is the stress that arises from conflicts with co-workers or superiors.
The impact of stress on an organization can be significant, as it can lead to increased
absenteeism, decreased productivity, and high staff turnover rates. To minimize stress in the
workplace, organizations can implement several strategies, such as:
Improving work-life balance: This can be done by promoting flexible work arrangements and
encouraging employees to take breaks when needed.
Providing support systems: This includes providing counseling services and support groups
for employees to help them cope with stress.
Encouraging physical activity and healthy habits: Encouraging employees to engage in
physical activity and maintain healthy habits can help reduce stress levels.
Implementing stress management programs: This includes providing workshops and training
sessions on stress management and relaxation techniques.
By adopting these strategies, organizations can minimize stress levels among employees,
improve their overall well-being, and enhance their productivity and performance.

4. Discuss the concept and evolution of organizational citizenship behaviour (OCB).

Describe the antecedents of OCB and explain how organisation benefits with OCB,
citing examples.
Ans. Organizational citizenship behavior (OCB) refers to voluntary and discretionary actions
taken by employees that go beyond the basic requirements of their job description and
positively impact the functioning and performance of the organization. The concept of OCB
was first introduced in the 1980s and has since evolved to become an important aspect of
organizational behavior research.
The antecedents of OCB can be categorized into three broad categories: individual,
situational, and organizational factors. Individual factors include an employee's personality
traits, values, and motivations, while situational factors include factors such as work design
and social support from co-workers. Organizational factors include the overall culture and
climate of the organization, leadership styles, and reward systems.
Organizations benefit from OCB in several ways. For example, OCB can enhance the image
of the organization and improve its reputation, which can lead to increased customer
satisfaction and loyalty. OCB can also improve the overall morale and motivation of
employees, leading to increased job satisfaction and decreased turnover rates. Additionally,
OCB can help to promote teamwork and collaboration among employees, leading to
improved performance and efficiency.
An example of OCB can be seen in an organization where employees voluntarily participate
in activities that benefit the community, such as volunteering for charity events or
participating in environmental initiatives. By doing so, employees are contributing to the
betterment of the community, which in turn enhances the image and reputation of the
organization. Another example can be seen in an organization where employees take it upon
themselves to provide additional support to their colleagues, even if it is not part of their job
description. This type of behavior can help to improve the overall morale and motivation of
employees, leading to improved performance and efficiency.
OCB has been found to be positively related to important outcomes such as job satisfaction,
organizational commitment, and reduced turnover rates. In addition, OCB can have a positive
impact on the effectiveness of teams and the overall performance of the organization. This is
because OCB behaviors can foster a positive work environment, enhance social networks,
and create a sense of belonging and camaraderie among employees.
Organizations can encourage OCB by creating a supportive work environment, providing
opportunities for employees to engage in OCB activities, and recognizing and rewarding
employees for their contributions. For example, organizations can create employee volunteer
programs, establish community outreach initiatives, and develop recognition programs that
reward employees for their contributions to the organization and community.
It is important to note that OCB is a voluntary behavior and not something that can be
imposed on employees. As such, organizations must create an environment that encourages
and supports OCB in order for employees to engage in these behaviors. This can be achieved
through effective leadership, clear communication, and a positive work environment that
promotes employee well-being and engagement.
In conclusion, OCB is an important aspect of organizational behavior that can positively
impact the performance and success of organizations. By understanding the antecedents of
OCB and creating an environment that supports and encourages these behaviors,
organizations can enhance the well-being and engagement of employees and improve their
overall performance.

5. (a) Briefly explain the dimensions of optimism and discuss how having optimism in
workplace helps organisations.
Ans. The dimensions of optimism can be broadly categorized into two types: dispositional
optimism and situational optimism.
Dispositional optimism refers to a person's general tendency to expect positive outcomes and
to view challenges as temporary and solvable. This type of optimism is stable over time and
can influence a person's behavior and attitudes across various situations.
Situational optimism, on the other hand, refers to a person's positive outlook in specific
situations. It is more context-specific and can vary depending on the situation.
In a workplace setting, optimism can bring several benefits to organizations. Some of the key
benefits include:
Improved motivation: Optimistic employees tend to be more motivated and engaged in their
work, leading to better performance and productivity.
Enhanced problem-solving: Optimistic employees are more likely to approach challenges
with a positive attitude, leading to more creative and effective solutions.
Increased job satisfaction: Optimistic employees tend to be more satisfied with their jobs and
have better relationships with their colleagues, leading to lower turnover rates and improved
teamwork.
Better adaptability: Optimistic employees are more resilient in the face of change and better
able to adapt to new challenges, making them valuable assets for organizations in rapidly
changing environments.
In conclusion, having optimism in the workplace can help organizations by improving
employee motivation, problem-solving, job satisfaction, and adaptability.
(b) Briefly discuss the concept of spiritual intelligence in organisations and how
spiritual intelligence has effect on managerial leadership. Explain with examples.
Ans. Spiritual intelligence is the ability to understand and use spirituality and values to guide
personal and interpersonal behavior. In organizations, spiritual intelligence can be seen as a
means of integrating spiritual and ethical values into the decision-making process and
creating a culture that values personal growth and meaning.
Spiritual intelligence has a significant impact on managerial leadership in several ways:
Empathy and compassion: Spiritual intelligence can help leaders develop greater empathy
and compassion, leading to more effective relationships with employees and improved
workplace morale.
Vision and purpose: Spiritually intelligent leaders are able to articulate a clear vision and
purpose for the organization that goes beyond financial gain and incorporates ethical and
moral values.
Ethical decision-making: Spiritual intelligence can help leaders make ethical and moral
decisions, even in the face of difficult circumstances. This can contribute to a positive
organizational culture and improve the reputation of the organization.
Resilience: Spiritually intelligent leaders are better equipped to handle stress and uncertainty,
and they are more likely to approach challenges with a positive attitude, leading to improved
resilience and adaptability.
An example of a leader who embodies spiritual intelligence is Mahatma Gandhi. Gandhi used
his spiritual beliefs to guide his leadership and advocated for nonviolent resistance, leading to
India's independence from British rule.
Another example is Nelson Mandela, who used his spiritual beliefs to guide his leadership
during his time as the President of South Africa. He helped bring about an end to apartheid
and worked towards reconciliation and nation-building.
In conclusion, spiritual intelligence can have a profound effect on managerial leadership by
promoting empathy and compassion, articulating a clear vision and purpose, making ethical
decisions, and increasing resilience.