Knowledge in Organizational Behaviour

Organisational Behaviour

Notes available for the students studying business and organisational behaviours. The contents in the attatchment include topics such as LIMITATIONS OF PLANNING, TYPES OF PLANNING, DIFFERENCE BETWEEN STRATEGIC & TACTICAL PLANNING, PROCESS OF PLANNING, CONCEPT & NATURE OF LEARNING, FEATURE OF LEARNING,, etc. Notes can be used for preparation and examination purpose.

Emotions and Career Growth

From early 90s, the concept of Emotional Quotient (EQ) seems to have gained a lot of significance. The term EQ first appeared in a 1964 paper by Michael Beldoch and gained popularity in the 1995 book written by psychologist, and science journalist Daniel Goleman.  Today, you can even see toys that apparently help boost a child's emotional intelligence. "Your EQ is the level of your ability to understand other people, what motivates them and how to work cooperatively with them," says Howard Gardner, the influential Harvard theorist.  While there have been various theories of how IQ is more important than EQ, slowly there seems to be a shift in the recognition of the role EQ plays in career growth. People with high IQs do extremely well academically. However, experts have been lately of the opinion that IQ alone cannot do well.  "People with well-developed emotional skills are more likely to be content and effective in their lives, mastering the habits of the mind that foster their own productivity; people who cannot marshal some control over their emotional life fight battles that sabotage their ability for focused work and clear thought," said Goeman.  EQ will help you focus on long term goals  Instant gratification has become the order of the day. So, the one who stands out in the crowd, with the ability to delay gratification, will reap in greater benefits. People who are able to pay the price today and delay the rewards are much more likely to succeed in life.  EQ will help you get promoted  It is true that your IQ can get you the best job. However, to stay in a job and to work towards growth, you have to work on your emotions and understanding of people's emotions. Positive networking is very important to grow in a job.  EQ will help you have better personal relationships  Your emotional skills have a direct bearing on your relationships with others, not only at work place, even at a personal level. Your relationships personally determine how happy you stay, which indirectly affects your productivity at work place.  EQ will help you stay positive  A positive attitude is very important to motivate yourself to achieve greater heights. Despite having setbacks, you should know how to stay optimistic. Even if you lack in your IQ, your success drive, constant effort to improve and commitment towards your goals and organizational goals will take you to greater heights. 

How to drive change inside an organisation

How to drive change inside an organisation

Group and OD - Kingfisher and the SBI Loan

Group and OD - Kingfisher and the SBI Loan

Organisation Behavior

Linking my work experience with the OB termonologies

Short Notes on BIO

This is a small notes from a few topics in BIO.

Harvard case Study

Behaviour in Organisation   Group 5 Learning Teams: Shrinking To Fit   Situational Summary The case describes about a team of six students of the first year of the Southern school of business. The students namely Joann Moyer, Ram Bajaj, Russell Manning, Marcus Pressley, Carter Spencer III and William Stewart are assigned to learning teams for the discussion of the cases for the next day’s discussion. At the beginning of the year, the group was high in energy and met usually at 8 p.m. and completed the case in 30 minutes or less and enjoyed solving the case and getting home early. But with exams looming, the energy level had drained away and the discussion was replaced by a lecture series with Spencer more dominating, the attendance dropping and the decrease in the participation of the group members. Moyer, the only female member in the group, was anxious and conflicted by the team’s behaviour. She felt that the team was not prepared for the exams and with the interpersonal conflicts, the team was starting to become fragmented and constrained. Becoming increasingly uneasy, Moyer approached Joe King, the Learning Team mentor of their team and discussed the situation of the increasing dominance of one of the team members. Moyer invited Joe King to come to their meeting that evening to observe. The observation by Joe King was in sync with that of Moyer. King observed that Spencer dominated the discussion and also responded negatively. The dominance level of Spencer had increased to a level that the decision of what case to discuss and the how to approach it was also taken by him. As the exams were nearing, Moyer was in a dilemma about the further course of action. Deep down, she felt that she needed to Confront Spencer. But she felt was it wise to confront him or not. She was indecisive regarding this.   Objectives The case deals with excellent examples that can be easily related in real life as Moyer experiences in her learning team. After the group is formed, everyone’s personality traits are analysed and their impact in a group is evaluated which is necessary by which we can observe how this mix of works together and progresses. Then we will discuss the causes because of which Joann Moyer is feeling indecisive about the situation, followed by identifying the issues she is having; with providing alternative solutions to the problem, and after this conclude with the whole course of action for Moyer. Evaluation  Spencer was one of the most dominating members in the group. He would prepare class notes beforehand and mail all the members in the group. Members in the group initially participated very actively. Pressley and Manning got quite enthusiastic at times. But, Spencer suggested everyone to reduce the volume. It created hostile environment within the group. It leads to a loss of enthusiasm within the group. Also, work pressure was very high. They had several deadlines to meet. The proactive and dominating nature of Spencer prompted others to reduce the participation and increasingly rely on Spencer for the course. The interest of group members was in different areas. Therefore, Pressley and Manning started missing the sessions sometimes. Their priorities were different. Spencer had a habit of taking things personally. For Instance, during "Temperature-Taking" session, Spencer reacted negatively when manning suggested not to raise interest rates. Also, he had a very dominating personality. Apart from Moyer, Bajaj and Pressley mentioned irritation with Spencer. Therefore, although not happy with the behaviour of Spencer, Bajaj and Pressley did not confront Spencer. But, Moyer over-reacted to the situation. She was very emotional and highly ambitious. Her experience suggested that she even competed with her father. One of the motivation of getting an MBA degree was to be able to compete with her father. She wanted to eliminate dominance of her father. This event was like the one she was facing with Spencer. An emotion could have triggered because of it. Therefore, she was in a soup. She had a lot of anxiety regarding this issue Course of Action for Moyer As per our evaluation, we got the result that though she was little insecure & emotional, she was right about Carter Spenser. Moyer actually had same personality problem from her father. Here is situation in which Moyer wants to prove both men (Spencer & her father) her abilities. She was feeling indecisive because she was confused that in confronting Spenser, she would not hurt his ego anyway resulting any hard feelings for each other. She was also unsure that if she confronted Spencer alone, how would he take it. Spenser was dominating the whole group & in that process other members were losing their enthusiasm. As Moyer has figured out that somewhat Pressley & Bajaj were not happy with situation. So, she should first talk with Bajaj & Pressley about this situation. Than after all three should arrange a meeting except Spencer and put forward this issue. They should discuss, how they all can talk to Spencer about ISSUE. After that they all should talk to Spencer about it in Group. In that Bajaj, Pressley & Moyer will show their views about Spencer’s leading style. After convincing him (Spencer) that way of working should change. They all should more brainstorm about how they will manage from here. They can make whole process democratic with compulsory participation into LT meetings. Furthermore, they should discuss what strategy they should adapt as exams are near. Timing for Next LT meeting should also be chosen with everybody’s consent so that less participation & less preparedness before meeting can be avoided. If any group member has problem in understanding subject or topic, he/she should inform other before meeting.  This way they all can keep a check on progress of each members participation. To make sure that dominating personality problems never again happen in group, they can encourage each member to voice his/her opinion about any of groups decision making. Each problem will be heard & solved democratically.

Learning teams: shrinking to fit

Learning teams - Shrinking to fit Case analysis 

Learning teams : Shrinking to fit case study

Learning team shrinking to fit case study solution

Crux of Case study in personality assesment

Crux of Case study in Organization Behaviour and personality assesment: •It is a group of 6 people with each one being an expert in one domain each, they all gathered together for learning sessions. The coordination between them was  very well initially and they were having energetic and productive discussion. •Spencer  had a bossy nature and started dominating the group and the team seemed to be complacent with it and the process moved from discussion-oriented to solution-oriented. Hence, the learning part of the discussion seemed to fade away. •Interesting part of the situation came when spencer  left the group for BPE case , others seemed to be satisfied with the discussion and were able to have a productive session. •The interaction between the four different personality types is what the case is all about and reaching a solution to Moyer’s dilemma is pursued through this personality analysis. •Ultimately Moyer went to mentor  and asked him to be present during the discussion so as to analyse the situation and give suggestions. Personality Type Characteristics Name ESTJ Dedicated, Reliable ,organizer, stubborn Manning, Carter ,spencer ENTJ Confident, Intolerant , efficient ,impatient Moyer, Ram Bajaj INTP Independent , Honest , open , laid back William Stewart ISFP Unpredictable, passionate, sensitive Marcus Pressley •Passive acceptance by group of Spencer’s dominance which was due to 2 factors: A)Spencer’s  Expertise in the domain of discussion B)Personality type of spencer and its dynamics with other group members’ personality. •Lack of interest and participation by group members due to their preoccupation with other activities. •The difference between the personality of Spencer and Moyer lied in the fact that Moyer had intuitive personality and Spencer had  sensing personality. So, the thought process of Moyer was based on unconscious processes whereas Spencer was inclined towards routine and order and that reflected in conflicts. •This is just one of the examples of the way personality differences lead to conflicts, by the similar logic Spencer had differences with other team members. •Since Moyer was of Intuition type, she felt that by confronting Spencer she would be aggravating the conflicts that are already going on in the group. •Also , her personality type was such that she was not feeling confident. She feared that confronting him would also affect the academic learning and they would not be able to survive examination.  So, she didn’t dare to confront Spencer initially. •But, after gaining support from her group members she felt confident and now she should confront spencer. •This is necessary but not sufficient condition for group’s survival. They all need to lighten Spencer’s dominance but simultaneously they also need to participate more in the group discussion to make it effective.

Shrinking to Fit

Case study to learn Behaviours in Groups.