Master of Business AdministrationMB0038 Management Process and Organizational Behaviour

Question 1: Describe the concept of Vision & Mission in an Organization.

Answer 1: The major difference in vision & mission is that “Vision is Subjective & Mission is Objective. Vision is the state that one wants to be in and mission is the way of doing it. A vision defines what is success to a company or organization at any particular time. It can define what an organization is supposed to look like and the values that the company finds important. A vision gives a clear overview of the direction that the company is moving and how it will get there. It provides the overall reason for people to go to work and do what they do every day. Mission objectives are more clearly defined than a vision. While not as specific as goals, which have a date for completion and a specified outcome, they represent the specific paths that an organization will take to meet its vision. An objective may also accompany a specific program started by a company in order to specify the reasons for the program and its purpose.

A mission objective is clear and quantifiable. For example, a marketing plan may have an objective to deliver a certain amount of sales and market penetration for specific product or product group. To define these clear and quantifiable goals, the company may need to research the market potential and product pricing, as well as the competitive situation in the market. Such detailed research may not be needed for a vision, which by its nature may not be accompanied by quantifiable goals. Example: Mr. Dhirubhai Ambani had a vision about the garment industry and to become rich was his vision. To set up a garment factory was his mission.

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Question 2: (A) Define Planning (B) Explain the importance of Planning.

Answer 2: (A) Planning is a basic management function which enables one to select the goals of organization and to prepare the way to achieve the said goals. In simple terms “Planning is the process of assessing an organization's goals and creating a realistic, detailed plan of action for meeting those goals” is the process of thinking about and organizing the activities required to achieve a desired goal.

Planning involves the creation and maintenance of a plan. As such, planning is a fundamental property of intelligent behavior. This thought process is essential to the creation and refinement of a plan, or integration of it with other plans; that is, it combines forecasting of developments with the preparation of scenarios of how to react to them.

(B) Importance of Planning are as follows.

Planning show direction to management to achieve the foresaid goals. It helps to set a logical framework for business. It helps to avoid the mistakes or identifies the opportunities. It helps to analysis the strength & Weakness of Business. It helps in forecasting the future and makes the future visible to some extent. It creates the way where we are and where we want to go. It helps to measure the proposed performance and actual performance. It helps to tackle the market obligations. It helps to clarify the objective which helps the workforce to attain direction. Planning is the process of thinking in advance and so plans are made to achieve a

target at future date by using latest methods and technology to perform the industrial/business activities and so plans lead to innovation.

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Question 3: (A) why leading is important? (B) What are the characteristics of Leading?

Answers 3: (A) Importance of leading are as follows.

Initiates Actions – Leading is the function which starts by giving goals to the subordinates. Plans can be implemented only when the actual works starts. Thus leading initiates action.

Constant Actions – Direction, much like leading intitates action but these directions have to be repeated if the action has to go on

Integration of Efforts – Leading and direction integrates all the efforts of subordinates and followers into a particulars area which helps to attain the set goals.

Motivation – Leading is a continuous effort of directing, instructing and setting an self explanatory example of work which shall motivates the subordinates and followers. Appreciating the work of subordinates by giving rewards to subordinates is an integral part.

Attain Stability – As said above leading is a continuous effort of directing, instructing and setting an self explanatory example of work. It helps to attain the stability of good performance into the business.

(B) Characteristics of Leading are as follows

Giving Direction – Directing is a part of leading. In others words” Leading involves consulting, advisory and taking an initiative to attain the set goals.

Creating alignment – Leading is a continuous process of actions which enables to direct the work force into a particular area to attain the set goals. Leading involves direction, action which enables the subordinate to work into a proper direction to achieve goals.

Creating Engagement – Engagement is defined as capturing the mind space of the stake holders. It connects the individuals to the organization.

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Question 4: (A) Define Organisation behaviour (B) What are the limitations of Organisation behaviour

Answers 4: (A) Organization behaviour is directly concerned with the Understanding and controlling of human behaviour in Organizations. Like all social sciences, organizational behaviour seeks to control, predict, and explain. But there is some controversy over the ethical ramifications of focusing on controlling workers' behaviour. As such, organizational behaviour or OB (and its cousin, Industrial psychology) have at times been accused of being the scientific tool of the powerful. Those accusations notwithstanding, OB can play a major role in organizational development and success.

(B) Limitations of Organisation behaviour

Organizational behavior cannot abolish conflict and frustration but can only reduce them. It is a way to improve but not an absolute answer to problems.

It is only one of the many systems operating within a large social system.

People who lack system understanding may develop a 'behavioral basis', which gives them a narrow view point, i.e., a tunnel vision that emphasizes on satisfying employee experiences while overlooking the broader system of an organization in relation to all its public.

The law of diminishing returns also operates in the case of organizational behavior. It states, that at some point increase of a desirable practice produce declining returns and sometimes, negative returns. The concept implies that for any situation there is an optimum amount of a desirable practice. When that point is exceeded, there is a decline in returns. For example, too much security may lead to less employee initiative and growth. This relationship shows that organizational effectiveness is achieved not by maximizing one human variable but by working all system variables together in a balanced way

A significant concern about organizational behaviour is that its knowledge and techniques could be used to manipulate people without regard for human welfare. People who lack ethical values could use people in unethical ways.

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Question 5: (A) what is meant by emotional intelligence? (B) What is the impact of emotional intelligence on managers?

Answers 4: Emotional intelligence is the capacity for recognising our own feelings and those of others, for motivating ourselves for managing emotions well in ourselves and in our relationships. In simple terms “Emotional intelligence refers to an ability to recognize the meanings of emotion and their relationships and to reason and problem-solve on the basis of them. Emotional intelligence is involved in the capacity to perceive emotions, assimilate emotion-related feelings, understand the information of those emotions, and manage them.

(B) Impact of emotional intelligence on managers

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Emotional Intelligence

Personal Competence Social Competence

Self Awareness

Self Regulations

Motivation

Empathy

Social Skills

Personal Competence: Personal Competence comprises three dimensions of EI such as self awareness, self regulations and motivation.

Self-awareness: Self awareness is the ability of an individual to observe himself/herself and to recognize a feeling as it happens.

Self Regulations: Self Regulations is the ability to control emotions and to redirect those emotions that can have negative impact.

Motivation: Motivation is the ability to channelize emotion to achieve a goal through self control and by moderating impulses as per the requirement of the situation. The people with this ability are optimistic and committed towards the organisational as well as individual goals.

Social Competence: Social competence comprises of two dimensions namely empathy and social skills.

Empathy: Empathy is the ability to feel and show concern for others, take their perspective and to treat people according to their emotional reactions. People with this ability are experts in generating and motivating others.

Social Skills: Social Skills are the abilities to build a rapport and to manage relationships with people. People with this ability are effective in persuasiveness and team manage

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Question 6: Suppose you are the Team Manager in a Multinational Company with the team strength of 10 Members. You are given the responsibility of ensuring that the team gives excellent performance or results. What are the key issues you have to handle in team building?

Answers 6: The Key issue I have to handle in team building are as follows

Transparency : Being a Team Manager or Team Leader first I have to ensure that Transparency regarding the work policy, discipline and reward should be there among the subordinates. Transparency is a key factor which motivates the subordinates to perform better. A transparent policy always helps to maintain cooperation, coordination and harmony between the subordinates. It always encourages fair and healthy competition among the employees.

Initiate Action : Being a leader is just not directing and instructing. A Team manager should set and self explanatory example of work which shall motivate his subordinate to work better.A team manager should take initiate the work to set an example.

Resource Management : Being a Team Manager I should know the potential of his/her subordinates individually. Work allocation should be according the persons individual skill to take the optimum benefit of work with quality. A Team Manager should know to use the resource according to time and situation.

Motivation : Being a Team Manager I should motivate his subordinates by giving rewards, promotions according to the performance.

Time & Quality : Allocation of work is very important. Delivering quality work and given time is very important. Hence a Team Manger should be very clear regarding the work allocation right from right kind of work to right subordinate in right time.

Setting Targets : Being a Team Manager I should very clear about my targets and same also allocation to targets to my subordinates. Right from picking efficient person into team and allocating of targets. Setting & allocating targets in just not enough. Taking time to time follow ups regarding the work is also very important.

Allocation of Responsibility : Allocation of Responsibility is an important factor which should be taken care. A Team Manger should make their subordinates realize about responsibilities and importance about the work to get better and timely quality of work.

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